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Recruiting Analytics

Make recruiting a data-driven function. Funnel, source effectiveness, time-to-hire, quality-of-hire, cost-per-hire — the metrics that matter.

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Funnel Conversion tracked
Sources Effectiveness ranked
Time To-hire measured
Quality Of-hire scored

Why recruiting analytics matters

Most recruiting decisions get made on
gut feel and recruiter intuition.

Most recruiting functions measure activity (req-to-fill volume), not outcome (who actually performed).

Most recruiting functions measure what is easy: requisitions opened, candidates sourced, time to fill, offer acceptance. None of those metrics tell you anything about whether the hires worked. Quality-of-hire — performance, retention, manager satisfaction at month six — lives in a different system, six months later, and almost never finds its way back into the recruiting feedback loop.

Five metrics that matter: funnel conversion at every stage, source effectiveness by ROI, time-to-hire by stage, quality-of-hire tied to performance at month six, and cost-per-hire with the actual costs included.

Most recruiting functions measure activity, not outcome.

Funnel surfaced. Source ROI measured. Time-to-hire decomposed. Quality-of-hire tied to performance. Cost-per-hire with the real costs. The metrics that turn recruiting into a learning function.

The five metrics

From gut feel to
measurable hiring.

A metric stack that turns hiring into a learning function. For each metric, here is the concept — then what we deliver.

01 Funnel Conversion

Stage-by-stage funnel conversion. Where the candidate experience loses people: sourced to applied, applied to screened, screened to interviewed, interviewed to offered, offered to accepted.

What we deliver

Stage-by-stage funnel analytics with conversion rates; benchmark comparison; drop-off reason coding; candidate-experience signals tied to funnel stage; and intervention design where stages underperform.

Outcome

The stages where the funnel actually leaks — not aggregated into invisibility.

02 Source Effectiveness

Sourcing channel ROI by role family. Not just volume by source — cost per quality hire by source, factoring in agency fees, job board spend, recruiter time, and quality-of-hire downstream.

What we deliver

Source-channel ROI analysis by role family; cost per quality hire (not just cost per applicant); quality differential by source measured at month six; budget reallocation modelling; and a recommended channel mix per role family.

Outcome

Recruiting budget allocated to the channels that produce hires that work — not the channels that produce applicants.

03 Time-to-Hire

Time-to-hire decomposed by stage. Where the days actually accumulate — req approval, sourcing, screening, interview scheduling, offer prep, offer-to-acceptance — and what to do about each.

What we deliver

Time-to-hire by stage across role families; bottleneck identification; SLA tracking by stakeholder; interview-scheduling efficiency analysis; offer-cycle decomposition; and intervention design for the slowest stage.

Outcome

Days saved at the stage that was actually slow — not the stage everyone assumed was slow.

04 Quality-of-Hire

Quality-of-hire measured at month six and twelve. Performance rating, retention, manager satisfaction — tied back to the recruiting decisions that led to the hire.

What we deliver

Quality-of-hire scorecard measured at 6 and 12 months; performance rating distribution by hiring decision; retention curves by source, recruiter, and hiring manager; manager-satisfaction survey; and feedback loop into recruiter learning.

Outcome

A recruiting function that learns from its own decisions — six months after, not never.

05 Cost-per-Hire

Real cost-per-hire with the actual costs included. Not just job board spend — agency fees, internal recruiter time, hiring manager time, technology, and onboarding.

What we deliver

True cost-per-hire calculation including recruiter time, hiring-manager time, agency fees, job-board spend, technology, assessment, and onboarding; cost variance by role family and source; budget benchmarking against industry; and ROI calculation against quality-of-hire data.

Outcome

A recruiting budget defensible to finance — with the costs that are actually being incurred.

The reason it matters

Recruiting is the most consequential recurring decision a company makes. The analytics turn each hire from an event into a data point — and the function from a service into a learning system.

Measure your hiring

Ready to make recruiting
data-driven?

Tell us what you wish you knew about your hiring and we'll show you the funnel, source, and quality-of-hire analytics that answer it.

Book a discovery call → HR Reporting & Analytics
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Athena
Online · Trained on Renew HR
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