Recruitment Analytics
Hiring metrics your leadership actually asks for: time to hire, offer acceptance, funnel drop-off, best sources, and why candidates say no, with Excel export.
Recruitment analytics turns the day-to-day activity in your pipeline into numbers you can put in front of management. See how long hires take, where candidates drop out, which channels produce real hires, and why offers get declined. Filter by period or by a single job, and export the lot to Excel.
Answers instead of anecdotesSee where the pipeline leaks
How it works
- Open Analytics Pick a period (90 days, 6 months, 12 months or all time) or narrow the view to a single job.
- Read the headline numbers Average time to hire, time to offer, offer acceptance rate, hires, open positions and total applications at a glance.
- Find the leak and act Use the funnel, stage durations and source breakdown to see where candidates drop out or wait, then fix that step.
Why use it?
- Answers instead of anecdotes "Hiring is slow" becomes a number per stage, so the conversation is about what to change, not who is right.
- See where the pipeline leaks The conversion funnel shows how many candidates survive each stage, and the stage timings show where they wait longest.
- Spend on channels that hire Source of hire compares applications with actual hires per channel, so volume does not get mistaken for quality.
- Know why offers fail Declined offers are grouped by reason (compensation, another offer, location and more), with the raw notes underneath.
- Board-ready in one click Export the same view to Excel for management decks, budget reviews and offline reporting.
Common use cases
- Report time to hire and offer acceptance to leadership every quarter, with numbers that come straight from the pipeline.
- Find out whether candidates are lost at first review, at interview or at offer, and fix the right step.
- Compare job boards, LinkedIn, your careers page and referrals by hires, not just applications, before renewing a subscription.
- Take the offer-decline report to a salary-band review when compensation keeps coming up.
- Review a single critical role on its own to see why it is still open.
- Plan next year's headcount using monthly hires, application volume and hires by department.