Talent

Candidate Forecast

The candidate forecast helps you see how many applicants are needed to meet your current headcount goals. This gives you the knowledge you need to scale hiring efforts up or down, and to manage your budget for hiring more effectively.

Candidate Process Funnel

The candidate process funnel helps you understand how quickly and efficiently candidates move through the recruitment process. This gives you insight into your overall recruiting activities and recruiter effectiveness.

Diverse Hires

The diverse hires metric helps you understand the amount of diverse employees you’re bringing into the company. Use it to better inform your diversity policies, sourcing, and recruiting processes.

Diversity Candidate Process Funnel

The diversity candidate process funnel helps you see if diverse employees are being moved through the hiring cycle fairly. Use it to see if there are any potential areas of concern, or if there’s bias at play within the hiring cycle.

Forecast Recruiter Needs

This shows the number of recruiters you need to achieve your headcount and growth goals, so you can gauge whether your current headcount plan is feasible.

Hire Rates by Diversity

See the rate at which diverse employees are being hired, so you can benchmark against the broader market and internal policies.

Hiring Goal

Set a goal for hiring, and track your progress against this metric. See how far you have to go, how far you have come, and adjust your goal based on current needs.

Hiring Goals Completion Percentage

This is a quick way to understand how close you are to reaching your goal – so you know if you need to increase efforts, or stay the course.

New Hire Retention Rate

Understand the rate of new hires that remain with your company over a certain period. You can use this to see if there are any concerns during your onboarding process, or during a new employee’s early months.

Number of Candidates Needed to Fill a Role

This tells you how many candidates you’ll typically need to source in order to fill a role. Use this metric to gauge whether your hiring pipeline is sufficient to meet your current capacity and headcount goals.

Number of Onsites Conducted by Week

This tells you how many onsite interviews are being conducted each week, so you can understand how often candidates are being brought to a location, and how well your recruitment pipeline is flowing.

Number of Phone Screens Conducted By Week

This tells you how many candidates your recruiting team contacted and screened over the phone each week. This can help benchmark against your recruitment goals and spot potential bottlenecks in the recruitment pipeline.

Number of Rehires

How many former employees return to the organization. This can indicate whether your policies, benefits, and compensation are competitive in the market. This can also be used alongside other workplace satisfaction metrics.

Offer Acceptance

This helps you understand the rate at which candidates accept job offers. Use it to understand if there is a breakdown in the hiring process, or to prompt investigation of the competitiveness of your offers.

Onboards this Week

See how many new hires there are in your organization this week. Use this metric to better allocate headcount for training and other processes related to onboarding.

Onsite to Offer Ratio

The onsite to offer ratio helps you understand how many onsite interviews are needed to send an offer. If the ratio is too high, assess if there is an inappropriate allocation of resources.

Open Jobs

The number of open jobs helps you better refine your headcount projections and gauge hiring efforts more effectively.

Passthrough Rates

See the flow of individuals moving through your hiring cycle, expressed as a rate. Passthrough rates can help you understand whether there are any specific areas of concern or roadblocks in your hiring cycle.


Recruiter Capacity

See how many candidates a recruiter is able to review per day, and how many jobs a recruiter can manage. Use this to allocate and budget recruitment resources more effectively.

Recruiter/Coordinator Activity

Shows the transactions completed by recruiters, and lets you see workload against engagement.

Time to Fill

The amount of time it takes for a job to go from open to filled. This can give you insight into the effectiveness of recruiting practices within the organization.

Time to Hire

Time to hire helps you understand the amount of time it takes for a candidate to move through the recruitment process. It directly impacts the cost to hire, and is a reflection of recruiter performance.

Time to Start

Time to start tells you how long it takes for an employee to start employment after finishing the recruitment process. This can give insight into the efficiency of the onboarding process.

Top Withdrawal Reasons

If candidates with high ratings from top companies are rejecting offers, this data can shed light on their withdrawal reasons and help you make better offers in the future.

Total Hires YTD

Total hires in the year to date helps you understand how fast your company is growing, and gives insight into how many jobs are opening.