Bettabite
I founded and bootstrapped Bettabite to explore a different way to communicate professional experience by turning traditional résumés into visual, data-driven profiles designed to help candidates stand out and recruiters understand them faster.
I took Bettabite from an idea to a live SaaS product, leading product strategy, UX/UI, research, branding, go-to-market, testing, and iteration through launch.
Founder & Product Designer · 2024–2026
Product Strategy · UX/UI · Research · SaaS · 0→1
From Idea to Market
The Problem
The résumé wasn't telling the whole story.
Traditional resumes flatten years of experience into bullet points and keywords, while recruiters have increasingly less time to evaluate each candidate.
I wanted to explore a different question: What if a resume behaved more like a data visualization than a document?
That became Bettabite.
One Problem Viewed From Opposite Sides
Both users were struggling with the same information just from opposite sides of the exchange.
The candidate possesses professional information then compresses it into a résumé and then the recruiter has to reconstruct an understanding of the candidate from that compressed information.
Research Strategy
Two users, One Business Model
Bettabite was designed as a two-sided platform: job seekers could create visual profiles for free, while recruiters and hiring teams represented the revenue model.
While I needed to understand how candidates communicated their experience, the bigger product question was on the hiring side:
Could Bettabite make evaluating candidates meaningfully faster or better and was that problem valuable enough to pay to solve?
The Jobseeker’s Journey
I began by looking at how jobseekers moved from finding an opportunity to submitting an application. I wanted to understand where they spent time, what they changed, and where uncertainty entered the process.
I wanted to understand if the résumé itself was the problem or whether the deeper challenge was communicating professional value within the constraints of a traditional format.
What jobseekers were actually saying…
I wanted to focus on existing behaviors, workarounds and moments of uncertainty. I spoke with job seekers about their experiences on applying, how they decided what belonged on their résumé, what they changed between applications and where they felt their résumé failed to tell the full story.
The Hiring Journey
On the other side of the application, I explored what happens when candidate information reaches the people responsible for evaluating it.
I looked at how hiring teams moved from a large application pool to a shortlist, what information helped them to make those decisions and where evaluating candidates required unnecessary time or effort.
What hiring teams were actually saying…
I wanted to focus on existing behaviors, workarounds and moments of uncertainty. I spoke with job seekers about their experiences on applying, how they decided what belonged on their résumé, what they changed between applications and where they felt their résumé failed to tell the full story.
How can Bettabite make it better?
How can Bettabite make it better?
Competitive Research
With the problem taking shape, I looked at how existing career and recruiting platforms approached both sides of the market.
I compared how products helped candidates present themselves, how hiring teams discovered and evaluated talent, and where each platform concentrated its value. I wasn't looking for a missing feature. I was looking for a gap in how professional information moved between the two.
Most hiring tools were optimized around finding and filtering candidates. I saw an opportunity to explore what happened immediately afterward: helping someone understand a candidate quickly.
The Business Opportunity
Research suggested there was room to rethink how candidate information was communicated, but a better experience alone wouldn't make Bettabite a viable business.
I used a SWOT analysis to evaluate the opportunity against existing competitors, established hiring workflows, adoption barriers, differentiation, and the potential for a free candidate experience to support a paid recruiting product.
The Jobs To Be Done
For the Jobseeker
“When I'm applying for opportunities, I need a way to communicate the breadth and relevance of my experience so employers can understand what I bring beyond a list of job titles and bullets.”
For the Hiring Team
When I'm evaluating a large pool of candidates, I need to quickly understand who has relevant experience and why so I can decide where to spend more of my attention.
Research into Product
Knowing When to Stop Building
Bettabite launched in May 2025 and gave me something more valuable than hypothetical validation: real users, real feedback, and real market behavior.
By December of 2025, I made the decision to stop actively pursuing the product. The experience changed how I think about product design. Building something isn't only about whether you can make it work it's about continually evaluating whether you're solving the right problem, for the right audience, with a model worth continuing to invest in.
Bettabite ultimately became the foundation for how I approach products today: validate earlier, separate user enthusiasm from willingness to pay, and treat deciding what not to build as seriously as deciding what to build.