JATAPP

JATAPP needed a new brand and a site to match — and hiring was a big part of why. As Lead Designer I owned the rebrand end to end, working directly with the CEO and the HR team — the people the site was really for.

I designed the new visual identity, built the entire website in Framer, and moved careers operations in-house with it. Design and development, no handoff: the same person who designed it shipped it.

The problem: the site was costing them candidates

The old site worked against the company in two ways.

• It repelled applicants.Candidates would open a vacancy, land on the site — and bounce. The dated brand was hurting applications, and HR's request was direct: make people want to apply.
• It was heavy to run. Applications lived in separate spreadsheets, a dedicated manager shuffled them between teams, and an outsourced dev team maintained the legacy site — every change was slow and external.

The rebrand

The old identity no longer matched where the company was going. I rebuilt it from the ground up — logo, colour, and type as one consistent system. Here's the reveal, as it shipped to JATAPP's audience:

One system, applied everywhere

I didn't just restyle a homepage — I tied the whole site together. The same grid, components, and brand rules run across every page, so the product reads as one thing.

• A shared layout grid that every section snaps to.
• Reusable components — nav, hero, feature blocks, cards, footer.
• One set of brand rules — colour, type, spacing — applied consistently.

And the system carries past the screen — into the real world. The team day ran on the same brand: event design, merch, every detail on the new identity.

Designed, built — and run — in Framer

Because I designed and built it in the same tool, the design system was the production site. Components in Framer were the real components on jatapp.com — no translation lost between design and code.

The bigger win was operational. Careers, blog, and categories run on Framer CMS: vacancies and applications land where recruiters see them immediately, and HR edits content themselves — without touching the design, and without waiting on an external dev team. The spreadsheet pipeline and the outsourced maintenance contract were gone.

What it adds up to

A brand built to pull candidates in instead of turning them away — and a site the company finally runs itself. One person covered design, development, and careers ops, end to end.