CareCrown

Employee recognition & rewards.

Built for home healthcare.

Product

Native Mobile App – B2B SaaS

Industry

Home Healthcare

Role

Co-founder, Lead Product Designer & Product Owner

My role
As one of three founders, I served as the sole product leader responsible for designing and delivering CareCrown end-to-end.
I oversaw all aspects of product development, including user research, prototyping, usability testing, UX/UI design, and product strategy. I also served as the product owner, which included managing a fully remote development team, running sprints, overseeing QA, and leading app releases.
Lastly, I leveraged my design background to shape CareCrown’s brand and go-to-market presence by building the company logo, website, and supporting materials.
CareCrown User Profile
Badge modals
Top level badges
Design goals
  • Increase caregiver engagement and participation
  • Encourage on-time clock-ins and completed shifts
  • Make recognition feel frequent, fair, and motivating
  • Create an experience that caregivers enjoy
  • Reduce administrative overhead for agencies
business metrics
  • Improved caregiver retention and performance
  • Fewer callouts, missed visits, and late clock-ins
  • Increased billable hours
  • Lower overtime and hiring costs
Constraints
  • Caregivers often have low tech tolerance
  • Healthcare compliance and data sensitivity
  • Must integrate into existing homecare scheduling systems
Discovery & Research

METHODS

  • 1:1 interviews with caregivers and agency owners
  • Analysis of attendance, turnover, and compliance patterns
  • Studying trends in the home care industry
  • Competitive analysis of workforce engagement tools
  • Reading Gamify by Brian Burke

KEY INSIGHTS

  • Caregiving is identity-driven. Most caregivers described caregiving as something they were “called to”. Our solution should reinforce purpose, pride, and human impact.
  • Recognition matters, but how it’s done matters more. Client and family recognition is most meaningful, while recognition from the office is valued most when it is personal, specific, and earned.
  • Caregivers respond more to frequent small rewards than to large annual bonuses.
  • Compensation matters, but perceived fairness, appreciation, and stability strongly influence whether caregivers stay.
  • Agencies want behavior change without adding administrative work. Some owners have attempted to manually track and reward behavior, but have given up due to the effort required.
  • Engagement drops sharply if tools feel “corporate” or punitive

OVERALL TAKEAWAY

Caregivers want to feel:
  • Seen (their effort noticed)
  • Trusted (not micromanaged)
  • Respected (clear communication, fair systems)
  • Valued (recognition, growth, reliability rewarded)
When these needs are met, caregivers can tolerate inconveniences, such as scheduling or operational issues. When they aren’t, even the most compassionate caregivers eventually disengage.

”This is not a job that you do for money; you do it because you love it.

Gloria BellCaregiver

”Getting recognition from family members is the most meaningful to me.

Arkeya KnightCaregiver

”I really want caregivers who are doing a good job to know they are appreciated.

Loren BennettScheduling Manager
Feedback
— Jane Smith, CEO

“The professionalism and expertise demonstrated by the team were unparalleled, and we couldn’t be more pleased with the results. We’ve been able to achieve new levels of innovation and success in our industry.”