Talent Acquisition Analytics
Recruiting funnel, hiring outcomes, and pipeline health — filter by client company to build client-ready reports.
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Avg time to hire
application → hire
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Offer acceptance
offers → accepted
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Cost per hire
set spend below
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New-hire turnover
left within 90 days
📋 Recruiting funnel
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📈 Sources & productivity
Source of hire
Where applicants and hires come from
ApplicantsHires
Recruiter productivity
Hires credited to each recruiter
🤝 Hiring-manager effectiveness
| Hiring manager | Interviews | Offers | Accepted | Hires | Interview → offer | Offer → accept |
|---|---|---|---|---|---|---|
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Assign a hiring manager to each application in the pipeline editor below to populate this table.
🌐 Candidate pool diversity
Veteran status
Self-reported by applicants
Disability status
Self-reported by applicants
Diversity reporting uses the voluntary self-identification questions on the application forms. Applications without a response are shown as "Not disclosed." Additional EEO questions (gender, race/ethnicity) can be added to the forms if your client requires fuller reporting.
📍 Open-role aging (location & department shortages)
| Role | Company | Location | Type | Days open | Health |
|---|---|---|---|---|---|
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Roles open more than 30 days are flagged as aging; more than 60 days signals a talent shortage for that location or role type.
✏️ Pipeline editor
Select a single company to set its recruiting spend (used for cost-per-hire).
| Applicant | Position | Company | Stage | Source | Recruiter | Hiring manager |
|---|---|---|---|---|---|---|
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Changes save automatically. Moving a candidate to a stage stamps the date, which powers time-to-hire and the funnel. "Hired" also updates their status in the Applications Inbox.