Before application
Good candidates can leave before they apply.
Inconsistent role information, weak discovery and broken or stale states reduce confidence in the opportunity.
Need: a credible, dependable talent front door.
Careers experience transformation
One careers platform.
Three levels of ambition.
A practical route from a complete careers-portal revamp to a connected talent product - without moving TATA AIG data or release control outside approved systems.
What every release delivers
A working careers platform - not a redesign deck. Research validation, experience and content definition, connected prototyping, implementation on TATA AIG’s approved surface, QA and UAT support, analytics, documentation and handover are included. Higher releases add candidate communication and governed recruitment workflows.
01Dependable talent front doorComplete, launchable portal revamp
02Measured candidate relationshipCapture, communication and journey insight
03Governed recruitment operationsSelected workflows and operating visibility
Prepared by One Roll Studios · Private working proposal · Not a statement of work
01 Why this matters
Hiring friction appears at three different moments.
The opportunity is larger than a visual refresh. The portal can become the first layer of a more dependable recruitment experience.
After application
The candidate relationship can become a black box.
Limited guidance and communication create anxiety, repeated follow-ups and avoidable candidate disengagement.
Need: clearer communication and engagement.Inside recruitment
Manual coordination creates operational waste.
Disconnected tools and handoffs make recruiters chase updates, repeat tasks and lose end-to-end visibility.
Need: selected, governed workflow automation.Public outside-in review4-7 September 2026
12 of 43listed vacancies had effectively empty core role sections
37 of 43shared a description with at least one other role
Severalstory routes, assets and recovery paths showed broken or stale states
Public surfaces only; no sign-in, application submission or candidate-data access. TATA AIG owners validate root causes before implementation.
02 Three choices
Each choice solves a bigger business problem.
Every option includes strategy, connected prototype, implementation, assurance and handover for a complete portal revamp. The commercial step-up buys a larger business outcome: first a dependable front door, then a candidate relationship layer, then selected connected operations - not simply more pages.
Release 01
₹1.5 lakh + taxes
Careers Foundation
Solves: candidate loss before application.
OutcomeA modern, measurable portal where candidates understand TATA AIG, find suitable roles and apply confidently.
- 5 managed careers pagesA recommended core mix: Careers Home, Why TATA AIG, Life & Culture, Career Areas, and Hiring Process & FAQs.
- Complete job-discovery flowResponsive search, filters, results cards, one reusable job-detail template and the approved apply hand-off.
- Real-world recovery statesNo matching jobs, expired role, incomplete role data, error, retry and return-to-search experiences.
- Launch-ready deliveryImplementation, accessibility and SEO baseline, analytics events, QA/UAT, documentation, handover and 14-day launch support.
Recommended
Release 02
₹3.75 lakh + taxes
Candidate Experience
Solves: candidate disengagement after application.
OutcomeThe full revamp plus a candidate relationship layer that captures interest, communicates clearly and measures the journey.
- 8 managed careers pagesThe five core pages plus three tailored audience or programme pages - for example graduates, sales and field roles, and specialist hiring.
- Talent capture and job alertsA consented interest form, role preferences, confirmation, matching-role alerts and unsubscribe or preference-management states.
- Candidate message journeysTemplates and trigger logic for acknowledgement, status updates, role closure and re-engagement through TATA-approved systems.
- A measured candidate funnelVisibility from audience page to search, job view, apply or talent capture, followed by 30 days of optimisation.
Release 03
From ₹8.5 lakh + taxes
Talent Product Release
Solves: fragmented and manual recruitment operations.
OutcomeA connected candidate-and-recruiter product with selected workflows, operating visibility and governed automation.
- 12 managed careers pagesThe eight-page experience plus four deeper destinations selected around priorities such as locations, learning, benefits or inclusion.
- Up to 3 live recruitment workflowsFor example: role filled → notify interviewed candidates; stalled step → alert owner; suitable candidate → suggest a related role.
- A reliable system connectionApproved API, webhook or batch integration with state mapping, logs, retries and a documented manual fallback.
- A recruiter operating viewPending work, failures, ageing or SLA, workflow health, funnel movement and release-status visibility, with 90 days of operations.
Dependent features enter a fixed statement of work only after SuccessFactors capability, APIs, incumbent-vendor effort, privacy and InfoSec requirements are validated.
03A Understanding the page count
Five pages does not mean five screens.
A content page is a managed employer-brand destination with its own story and purpose. Reusable product screens, templates and system states are scoped separately and do not consume that page allowance.
One content pageOne distinct story destination
Example: “Life & Culture” has its own message, proof, media and next action.
One reusable templateCan serve every vacancy
A single job-detail template can render 43 current roles - or hundreds later - without counting as 43 content pages.
Best for a focused, credible launch.
- Careers Home
- Why TATA AIG
- Life & Culture
- Career Areas
- Hiring Process & FAQs
What this meansThe complete role-finding journey still ships. The trade-off is less room for separate audience stories.
Best when priority talent groups need different reasons to join.
- Students & Graduates
- Sales & Field Careers
- Technology & Specialist Careers
Includes pages 1-5, then adds three audience or programme journeys.
What this meansMore relevant candidate journeys and communication, without paying yet for production recruiter automation.
Best when careers becomes an actively operated talent product.
- Locations
- Learning & Growth
- Benefits & Wellbeing
- Inclusion & Belonging
Includes pages 1-8, then adds four depth pages selected with TATA AIG.
What this meansThe higher investment is driven chiefly by live workflows, integration and operating visibility - not four extra pages.
Functional surfaces do not use the content-page allowance.
They are included only where the selected release lists them.
- R1Search, filters and results
- R1Reusable job detail and apply hand-off
- R1No-results, expired, error and retry states
- R2Talent community and job-alert screens
- R3Recruiter and workflow operating screens
The page names above are a recommended, buyer-readable starting mix. TATA AIG may swap priorities before the final statement of work without increasing the agreed page ceiling.
03B What TATA AIG receives
What actually ships in each release.
Each release ends in a usable outcome on TATA AIG’s approved surface - not only research, wireframes or recommendations. Each higher release includes the release before it.
Careers Foundation
At the end, TATA AIG has a launch-ready careers portal.
What candidates can use
- 5 employer-brand pages
- Search, filters and results cards
- Reusable job details and apply hand-off
- No-results, expired-role, error and retry states
What the TATA AIG team receives
- Implemented responsive experience
- Reusable components and content structure
- Accessibility and SEO baseline
- QA/UAT pack, documentation and handover
What becomes measurable
Page engagement, searches, filters, no-result searches, job views, share and apply clicks, expired-role visits and errors.
Included supportOne connected prototype, 7-9 week delivery and 14-day launch support.
Candidate Experience
At the end, TATA AIG can capture, guide and measure interested talent.
What is added to Foundation
- 3 audience pages, taking the total to 8
- Talent-community form and confirmation
- Role preferences, alerts and unsubscribe states
- Candidate message templates and trigger rules
Example candidate messages
Application acknowledgement, meaningful status update, role-filled or closed communication, and re-engagement when a related vacancy appears. Production sending stays inside an approved TATA system.
What becomes measurable
Audience page → search → job → apply conversion, talent-community submissions, alert opt-ins and journey drop-off. Delivery/open/click metrics depend on the approved messaging system.
Included supportTwo connected prototypes, 10-12 week delivery and 30 days of optimisation.
Talent Product Release
At the end, TATA AIG can run and monitor selected recruitment workflows.
What is added to Candidate Experience
- 4 depth pages, taking the total to 12
- Up to 3 selected workflows taken live
- Approved-system integration and reliability layer
- Recruiter operating and exception view
Example live workflows
Role filled → notify interviewed candidates; a recruitment step stalls → alert the owner; a suitable candidate misses one role → offer a relevant follow-up. The final three are selected during discovery.
What the team can operate
Pending actions, failures, retries, manual override, ageing or SLA, workflow success, funnel health and release-status audit - all without moving production control outside TATA AIG.
Included supportThree connected prototypes, 14-18 week delivery and 90 days of operations.
How examples become committed scope
The statement of work names the final page mix, messages, workflows, systems, owners and acceptance criteria. Illustrative examples are not all automatically included; dependent items are selected only after platform, vendor, privacy and InfoSec validation.
04 Recommended starting point
Recommended
Candidate Experience
It fixes the complete public experience and begins solving what happens after someone applies - without committing to a full recruitment-platform programme on day one.
Meaningful first release
The result is valuable on its own: not an audit, concept or cosmetic redesign.
Visible candidate value
Candidates receive clearer discovery, capture, guidance and communication.
Controlled expansion
Workflow automation can follow once platform and security constraints are known.
How the product expands
- 01Discover
- 02Apply
- 03Stay informed
- 04Recruit efficiently
- 05Measure & improve
FoundationCandidate ExperienceTalent Product
A lower-risk route remains valid.
TATA AIG can begin with Careers Foundation at ₹1.5 lakh. The architecture is designed so later releases extend the same base instead of replacing it.
05 What delivery looks like
Five controlled steps from evidence to release.
One consolidated client owner keeps decisions moving. Calendar timing begins after approved inputs, access and platform ownership are confirmed.
Validate
Estate, platform, priorities, owners and acceptance criteria.
Define
Journeys, content, measurement and implementation boundaries.
Prototype
Connected end-to-end journeys for review and approval.
Implement
Build or configure on TATA AIG’s approved deployment surface.
Assure
QA, UAT, launch, documentation and operating handover.
Pages
Content-page ceilings are 5 / 8 / 12. Search, reusable templates, states and workflows are counted separately.
Prototypes
A prototype is one connected, clickable journey across its required screens and states - not one static page.
Change control
The statement of work records the final screen inventory, integrations, revisions, owners and acceptance criteria.
06 Security, control and continuity
TATA AIG retains the surface, data and release authority.
ORS works inside an approved boundary. The proposal does not require candidate data to be held by ORS.
Production data, credentials, analytics and configuration remain on TATA AIG-owned or explicitly approved systems.
Access is least-privilege, revocable and time-bounded; discovery is read-only and test data is synthetic wherever possible.
TATA AIG approves scripts, third parties and releases. Formal legal, privacy, VAPT and InfoSec acceptance stays with authorised reviewers.
Optional after launch
Post-launch partnership
Choose a light care retainer or an embedded ORS careers-product pod, matched to the work TATA AIG wants to keep moving.
MaintainPortal health, priority fixes and release assuranceOptimiseSearch, funnel, content and candidate experienceEmbedProduct roadmap, workflows, analytics and recruiter tooling
Working range₹25k-₹4Lper month + taxes
The monthly fee follows the agreed backlog, response time, team capacity and platform/vendor dependencies. The upper end represents an embedded cross-functional product pod - not ordinary maintenance.
07 About One Roll Studios
An AI-native product studio built for teams with a real launch window.
We design, build and ship software, brand systems and AI products. Strategy, experience, content, engineering and launch assurance stay with one accountable team.
onerollstudios.com ↗20projects shipped14clients servedOne teamfrom problem to release
Private working proposal