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.
- Employer-brand structure and up to five content pages
- Responsive role discovery, search and application journeys
- Reusable job-detail, empty, error and recovery states
- Implementation, accessibility, SEO, analytics, QA and handover
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.
- Everything in Careers Foundation, expanded to eight content pages
- Three priority audience or programme journeys
- Talent-community capture and job-alert experience
- Candidate communication logic and funnel measurement
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.
- Everything in Candidate Experience, expanded to 12 content pages
- Up to three selected production workflows
- Approved-system integration and failure-state engineering
- Recruiter operations, workflow health and release visibility
Dependent features enter a fixed statement of work only after SuccessFactors capability, APIs, incumbent-vendor effort, privacy and InfoSec requirements are validated.
03 What is included
What the proposal terms mean in practice.
These examples turn each line item into tangible candidate screens, messages and recruiter workflows. Each higher release inherits the release before it.
Careers Foundation
Public candidate journey
Employer story and content
Up to five managed content pages, structured so TATA AIG can keep the careers story current.
Example mix Careers home, Why TATA AIG, Life and culture, Teams or functions, Early careers.
Find and understand roles
Responsive search, filters, job cards and a reusable job-detail journey through to the approved apply hand-off.
Examples Keyword, function, location and experience filters; similar roles; share and apply actions.
Quality and measurement
Accessible, SEO-ready implementation with resilient states and a baseline candidate funnel.
Examples No-results, expired-role, empty and error states; page → search → job → apply events.
Candidate Experience
Candidate relationship layer
Priority candidate journeys
Up to three audience or programme journeys with tailored information, proof and next actions.
Examples Graduates and early careers, sales and field roles, technology or specialist hiring.
Capture and job alerts
A consented path for people who are interested but do not yet see the right vacancy.
Examples Talent-community form, saved preferences, matching-role alerts, consent and unsubscribe states.
Communication and funnel
Message journeys, trigger logic and measurement; production sending stays within TATA-approved systems.
Examples Application acknowledgement, status update, role-filled or closed message, re-engagement; audience → apply funnel.
Talent Product Release
Connected recruitment operations
Selected production workflows
Up to three workflows chosen for measurable candidate or recruiter value.
Examples Role filled → notify interviewed candidates; stalled step → alert its owner; suitable candidate → related-role follow-up.
Systems and reliability
The approved integration path, with state mapping, logs, retries and a safe manual fallback.
Examples SuccessFactors API, webhook or batch where supported; consent and status mapping; retry queue and manual override.
Recruiter operating view
Visibility into workflow status and exceptions without moving release authority outside TATA AIG.
Examples Pending actions, failures, ageing or SLA view, funnel health and release-status audit.
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