Read recruiting performance

What this achieves

The recruiting dashboard is the state of your hiring on one screen. It shows what is open, what is waiting on someone, and how the process is performing.

Required role: Administrator.

Steps

Go to Recruiting → Dashboard.
Read the figures across the top.
Read the Pipeline funnel beneath them.
Use the quick links to go to whichever list the figures sent you to.

The headline figures

Option	Description
Open requisitions	Roles currently being hired for.
Active candidates	People in play across those roles.
Pending offers	Offers waiting on a decision.
Avg time to fill	How long a role takes to fill, in days.
Offer accept rate	The share of offers candidates accept.

Two of these are work rather than measurement. Pending offers is the number to act on daily, because an offer nobody follows up eventually expires. Open requisitions with no active candidates behind them is the other one worth chasing.

Example: if HC Corp shows four open requisitions and two pending offers, Sophie Clarke checks the offers first — those are decisions sitting with candidates, and the cost of leaving them is a candidate who goes elsewhere.

The pipeline funnel

The funnel shows how many candidates reached each point: Applied, Active, Offered, and Hired.

Read it for the drop between steps rather than for the totals.

Option	Description
A wide top and a narrow second step	Applications are arriving but few are worth progressing. That is usually a posting problem — the description, the requirements, or where you advertised.
A narrow top	Too few people are applying at all.
Offered well above hired	Offers are being declined. The decline reasons on the offers say why.

Example: an engineering role at HC Corp with sixty applications and three active candidates says the posting is attracting the wrong people, not that the recruiter is being selective.

Time to fill, read honestly

Average time to fill is measured from your own process, so it is only as accurate as the pipeline is kept. A candidate advanced days after their interview, or one left in a stage after they were rejected, moves the figure without anything real having changed.

Keep the board current and the figure means something. Treat a slow figure as a question about which stage is slow, and answer it from the board rather than from the average.

What this dashboard does not tell you

It reports the process, not the people. Nothing here ranks candidates, scores a hire, or judges whether the person you hired was the right one — those remain human judgements, made and recorded by the people who made them.

What happens next

The figures point at a list: pending offers to chase, requisitions with no candidates behind them, or a stage the board shows people stuck in. Where the funnel shows a problem at application, the fix is on the requisition — its description, its requirements, and where you shared its link.