Analytics &
Dashboards
Real-time insights and powerful dashboards to track performance, measure success, and make data-driven hiring decisions.
Recruitment reporting that does not require a week of spreadsheet work
Most recruitment teams have plenty of hiring data. What they lack is a connected view of it. Candidates sit in one place, requisitions in another, vendor performance in a third, and the monthly report is assembled by someone exporting all three and reconciling them by hand — which is why it arrives late, describes a month that has already ended, and is rarely questioned closely.
PyHire captures recruitment activity as it happens and calculates the metrics continuously. Because the requisitions, candidates, interviews and channel data all reference the same records, reporting is a view over the live process rather than a reconstruction of it.
That changes what the numbers are for. A report describing last quarter is a scorecard. A dashboard describing this week is an operational tool — it shows which roles are stalling now, while there is still time to do something about it.
It also settles arguments that are otherwise unresolvable. Which job board is worth renewing, whether a role is slow because of sourcing or because of interview scheduling, which vendor actually converts submittals into placements: these are answerable questions, but only if every stage transition was recorded as it happened.
Powerful Features
Everything you need to succeed with Analytics & Dashboards
Real-time Dashboards
Interactive, customizable dashboards providing instant visibility into your hiring metrics.
Source Effectiveness
Identify which job boards and channels yield the highest quality candidates.
Time-to-Hire Tracking
Pinpoint bottlenecks in your hiring pipeline with stage-by-stage velocity reports.
Recruiter Productivity
Track individual and team performance metrics effortlessly.
Real-time Dashboards
Interactive, customizable dashboards providing instant visibility into your hiring metrics.
Source Effectiveness
Identify which job boards and channels yield the highest quality candidates.
Time-to-Hire Tracking
Pinpoint bottlenecks in your hiring pipeline with stage-by-stage velocity reports.
Recruiter Productivity
Track individual and team performance metrics effortlessly.
Real-time Dashboards
Interactive, customizable dashboards providing instant visibility into your hiring metrics.
Source Effectiveness
Identify which job boards and channels yield the highest quality candidates.
Time-to-Hire Tracking
Pinpoint bottlenecks in your hiring pipeline with stage-by-stage velocity reports.
Recruiter Productivity
Track individual and team performance metrics effortlessly.
The four questions the dashboards answer
Recruitment analytics is only useful where it changes a decision. These are the decisions.
Where is the money going, and is it working?
Source effectiveness reporting shows which job boards and channels produce the highest quality candidates — not simply the most applications, which is the metric boards themselves prefer to be judged on.
Because candidates are tagged with their source at the point of application and that tag follows them through the pipeline, a channel can be evaluated on the hires it produced. A board delivering high volume and no placements looks very different under that measure than under an application count.
The practical outcome is budget reallocation: spend moves away from underperforming sources toward the ones actually producing joins.
Where is time actually being lost?
Time-to-hire as a single number tells you a role was slow. Stage-by-stage velocity tells you where it was slow, which is the part you can act on.
A role stuck at screening is a sourcing or capacity problem. A role stuck between shortlist and first interview is a scheduling problem. A role stuck at offer is a compensation or approval problem. Each has a different fix, and the aggregate number hides which one you have.
Historical stage data also improves forecasting — predicted time-to-fill for a new role is based on how comparable roles actually behaved rather than on an optimistic estimate.
How is the team performing?
Recruiter productivity metrics track individual and team performance across the activities that make up recruitment work — requisitions handled, candidates progressed, interviews arranged, placements made.
For agencies this connects to profitability directly: which recruiter, client or vendor is contributing most is a question that normally requires assembling several sources by hand, and here it is a report.
What does leadership need to see?
Executive dashboards present hiring performance in a form leadership can read without a recruiter interpreting it, and custom filtering means a department head sees their department rather than a company-wide average that describes nobody.
Reports can be built to specific metrics, filters and chart types, then scheduled to the stakeholders who need them weekly or monthly — so the reporting cycle stops consuming recruiter time it was meant to save.
Because dashboards respect role-based access, giving a hiring manager visibility does not mean giving them visibility into everything.
From Data to Insights
Transform raw recruitment data into actionable strategic intelligence.
Data Collection
System automatically captures all recruitment activities.
Real-time Processing
Metrics are calculated and updated instantly.
Dashboard Generation
Visualize data through intuitive charts and graphs.
Custom Filtering
Slice data by department, recruiter, role, or date.
Identify Bottlenecks
Spot pipeline delays and source inefficiencies.
Executive Reporting
Export and share beautiful reports with stakeholders.
Data Collection
System automatically captures all recruitment activities.
Real-time Processing
Metrics are calculated and updated instantly.
Dashboard Generation
Visualize data through intuitive charts and graphs.
Custom Filtering
Slice data by department, recruiter, role, or date.
Identify Bottlenecks
Spot pipeline delays and source inefficiencies.
Executive Reporting
Export and share beautiful reports with stakeholders.
Who reads these dashboards
The same underlying data, filtered to the decision each role is responsible for.
Talent acquisition leaders
Pipeline health is assessed in a weekly meeting, from numbers assembled the night before.
With PyHireLive dashboards show which roles are stalling and at which stage, while there is still time to intervene.
Finance and procurement
Job board contracts are renewed on relationship and habit rather than on measured return.
With PyHireSource effectiveness measured on hires, not applications, makes renewal decisions evidence-based.
Agency owners
Client, recruiter and vendor profitability is buried across spreadsheets and manual calculations.
With PyHireA connected view of hiring outcomes answers which relationships are actually contributing value.
Hiring managers
No visibility into their own open roles without asking a recruiter for a status update.
With PyHireFiltered dashboards show their roles and their pipeline, within their permissions.
Make Data-Driven Hiring Decisions
Stop guessing and start optimizing your talent acquisition strategy with precise analytics.
Optimize Spend
Reallocate budget away from underperforming job boards to high-yield sources.
Improve Forecasting
Predict time-to-fill for future roles based on historical data.
Enhance Candidate Quality
Correlate candidate sources with long-term employee success.
Executive Visibility
Provide leadership with transparent, easy-to-understand hiring metrics.
Optimize Spend
Reallocate budget away from underperforming job boards to high-yield sources.
Improve Forecasting
Predict time-to-fill for future roles based on historical data.
Enhance Candidate Quality
Correlate candidate sources with long-term employee success.
Executive Visibility
Provide leadership with transparent, easy-to-understand hiring metrics.
Frequently Asked Questions
Learn about our reporting capabilities.
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