analytics Data Product · Labor Market Intelligence

JobSignals
The canonical dataset for job market intelligence

Designed a governed, reusable data product that transforms fragmented job posting data into structured hiring signals — served via REST/GraphQL API to six distinct consumer personas.

person Shraddha Singh folder_open Data Product · Labor Markets calendar_month March 2026 description 17-Section PRD · v1.0 Draft
science Independent Project · Product Manager · March 2026 · MVP Target: W10 from Kickoff Data Product · API Design · LLM Extraction
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Problem Statement
What was broken and why it mattered

Current state: Job market data is fragmented, noisy, and inaccessible as a reusable asset. Any team wanting to answer "Which ML skills are companies hiring for most in Q1 2026?" has to manually scrape or purchase data, spend weeks cleaning it, build bespoke pipelines, and produce an answer that goes stale within days.

Root cause: This work is being done redundantly — by bootcamps building curriculum, VCs doing diligence, job seekers benchmarking salaries, and HR teams setting headcount budgets. Each consumer solves the same underlying data problem independently, with no shared standard or infrastructure. Without continuous pipelines, job market signals decay within days. Skill names, job titles, and company identifiers are inconsistent across sources.

Target outcome: A governed, reusable data product that solves this once, centrally — with clear ownership, documented contracts, versioned schemas, and accessible via APIs. JobSignals as the single authoritative source for job market intelligence.

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Strategy & Approach
How I framed the problem and chose a path
What we decided

Build a Data Mesh-aligned data product — not a job board. Centralize extraction, normalization, and enrichment once; expose outputs via versioned REST + GraphQL APIs. LLM-powered parsing of unstructured job descriptions into structured skill/role taxonomy.

What we ruled out

Avoided building a consumer-facing job board (too crowded, wrong positioning). Ruled out one-off scraping solutions — they don't build compounding value. Rejected real-time streaming for MVP in favor of reliable batch pipelines first.

Key constraints
  • ToS compliance on public data sources (LinkedIn, Indeed, YC Jobs)
  • LLM extraction cost and latency at scale
  • Schema versioning to avoid breaking downstream consumers
  • MVP delivered in 10 weeks from kickoff
Consumer personas served
  • Career Navigator — dashboard, salary benchmarking
  • Talent Strategist — pipeline health, competitor signals
  • Curriculum Architect — edtech skill gap analysis
  • Workforce Analyst — headcount planning via API
  • Investment Analyst — hiring velocity signals
  • Labor Economist — bulk dataset export
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Execution
How the PRD was structured and the product phased
1
Market & Persona Research Mapped the $26B+ labor intelligence market (Lightcast, Visier, LinkedIn Recruiter) and identified six distinct consumer archetypes with divergent access modes — from dashboard-first career seekers to API-first economists needing bulk exports. Each persona got a full deep-dive in the PRD.
2
Data Architecture & Source Strategy Designed a four-layer data architecture: ingestion (multi-source scraping with ToS-compliant rate limiting) → normalization (LLM-powered entity extraction) → enrichment (derived signals: skill demand velocity, salary bands, company hiring trajectory) → serving (REST + GraphQL API with versioned contracts).
3
Feature Scoping & MVP Definition Defined MVP as: canonical job posting dataset (LinkedIn + Indeed + YC Jobs), LLM skill extraction pipeline, REST API v1 with rate limiting, and one embedded dashboard. Deferred GraphQL, salary inference, and geographic clustering to Phase 2. Used a value/complexity matrix to sequence features.
4
Data Governance & Risk Mitigation Authored governance model covering schema versioning (SemVer), SLA definitions (95th-percentile latency targets, freshness guarantees), PII handling (no personal data in canonical dataset), and a risk register with 8 identified risks — including LLM hallucination rates, scraping legal risk, and data staleness. Each risk paired with a mitigation and owner.
5
18-Month Roadmap Structured a three-phase roadmap: Phase 1 (W1–W10) MVP data product and API; Phase 2 (W11–W26) salary inference, GraphQL, geographic clustering, webhook support; Phase 3 (W27–W52) real-time streaming, predictive signals, self-serve dashboard builder. Included SVG timeline visualization in the PRD.
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Product Design Targets
Success metrics defined in the PRD
6
Consumer personas with distinct access modes
17
PRD sections covering full product lifecycle
W10
MVP target from kickoff — scoped and phased

PRD-defined product metrics include: API p95 latency <200ms, dataset freshness <24h, LLM extraction accuracy >92%, and 3 active downstream consumers at Phase 1 close. Instrumented via data catalog with lineage tracking.

✦ Outcome & Learnings

JobSignals demonstrates how to apply data product thinking — not just building a dataset, but defining ownership, SLAs, versioning contracts, and consumer-specific interfaces. The key insight: most teams conflate a data pipeline with a data product. A pipeline delivers data; a product makes that data trustworthy, discoverable, and reusable without additional engineering from the consumer. Designing for six distinct personas forced explicit trade-offs on access modes, which surfaced the need for both an API and embedded dashboards — two very different engineering investments that serve the same underlying dataset.

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Skills Demonstrated
Capabilities this project evidences
Data Product Management API Design (REST + GraphQL) LLM Integration Data Governance Persona Research Roadmap Prioritization Risk Management Data Mesh Architecture Market Sizing Technical PRD Writing
📄 Full PRD — JobSignals v1.0  ·  17 sections  ·  Personas, Architecture, API, Governance, Risks, Roadmap Open in new tab ↗