Rain Employer Dashboard

Rain offers Earned Wage Access through employers. The employer signs up, and their employees use Rain to access wages they've already earned before payday. The Employer Portal is where employers see how Rain is working for them, and it was the tool Rain promoted the most.

The old dashboard had two separate problems.

It only showed adoption. It counted how many employees were eligible, active and transacting. That told employers how adoption of EWA was going, but not how Rain was helping their people.

Reports were too limited. A report could only cover one employer at a time, and there were no controls for specific groups of employees, like salaried, hourly or a certain pay rate. So account managers who looked after several employers, or needed one group, had to contact Customer Success. A few customers did every month, and each request took several calls.

This put two things at risk. Employers who couldn't see the value of the dashboard data stopped promoting Rain to their teams, and CS spent hours building reports by hand. I led the redesign with the Dashboard PM and the EVP over one quarter: two weeks of interviews, then three weeks testing the concept with five customers and finishing the UI. The goal had two levels: show employers how Rain was helping their people, and let account managers choose which employers and employee groups the data covers.

01 / Show employee impact first, not ROI.

The product team assumed employers wanted a business case, so the dashboard led with Jobs Saved and Hiring Cost Savings. We interviewed 15 employers from payroll, HR and benefits. They didn't trust turnover numbers they couldn't link to Rain. What they cared about was how Rain was helping their employees.

We heard a version of this in interview after interview:

"How can I be 100% sure EWA is what's keeping my people? I'd rather see how it's helping their financial stability."

Leadership pushed back, because ROI was how Rain sold. The interviews convinced them. Employee Impact now comes first, and Org Impact sits below it, still there for Sales. Each card can switch chart type and date range, so new metrics fit in without redesigning the page.

02 / Turn a CS service into a product feature.

I reached out to CS to understand the most common report requests and how they built each one. They selected the employers, chose a period, filtered by pay type (hourly or salaried), and narrowed it to a pay rate range. We turned those four steps into dashboard controls, so an admin can build a combined report without calling anyone.

In interviews, employers said they could see the numbers but couldn't connect them. I designed an Insight card that does it for them, using data correlations set up in the system. For example: employees covered $2,880 in bills through Rain and avoided an estimated $480 in loan or credit line fees. Finance and legal built the fee calculation, so every number traces back to logic they approved, and the card marks it as an estimate.

04 / Test it with customers.

With these three pieces in place, we tested the concept with five customers. Most of it held up, but one thing didn't work.

What we changed: the employer selector became a multi-select. Account managers now pick any mix of employers, like A and C, see the combined numbers on the dashboard, and export that same view as a combined report. People trust numbers they can check before they commit to them.

Before, an account manager who needed a report for several employers, or for one group of employees, had to ask CS and wait through several calls. Now they choose the employers, period, pay type and pay rate on the dashboard, check the numbers on screen, and export the report themselves. And the first thing they see is how Rain is helping their employees.