The original dashboard was static, just org-wide numbers with no story attached. It showed usage, not impact. Employers wanted one place to see Rain's real effect on their people, exportable enough to share up the chain. Rain wanted the same dashboard to turn engaged employers into champions. Over one quarter, I led the redesign that made both true, shifting the dashboard from a numbers dump into a decision tool that positions Rain as a strategic partner, not just a benefit line item.

I partnered with Matt (Dashboard PM) and Kate (EVP) on a research driven redesign. We interviewed 15 employers across payroll, HR, and benefits roles before committing to a direction, and a pattern showed up that goes beyond Rain: EWA providers across the category lean on claims like "reduced turnover by X%," numbers employers can't verify and don't fully trust. That distrust was quietly working against adoption. What actually landed with employers was specific, human impact, not aggregate ROI. So we flipped the brief: instead of competing on the same unverifiable metrics as everyone else, the dashboard's job became making real impact visible and easy to share, a claim no employer had reason to doubt.We kept talking to employers as we built, using those conversations to sharpen execution, cutting noise, testing what actually landed at a glance.

- The dashboard leads with Employee Impact: financial support provided, predatory fees avoided, why people are actually using Rain, before any org-level number shows up. The order is the strategy, made visible.

- Org metrics like jobs saved and hiring cost savings didn't disappear, they moved to a secondary section. Employers who want that data still get it, it's just not what they're asked to trust on faith.

- Rain users show measurably lower turnover and more hours worked per month than non-users, baked right into the report employers export and send to leadership.

- The redesign replaced the original as Rain's default employer-facing view and is still the one in use today.