Overview

The CHRO Dashboard is Eightfold's native, cross-functional reporting view that tracks talent acquisition and talent management performance in one place — spanning hiring outcomes, sourcing channels, candidate experience, workforce headcount and attrition, internal mobility, employee engagement, learning and development, and organizational health. It is organized into a Summary view plus three detailed views: Talent Acquisition, Talent Acquisition Trends, and Talent Management.

Metrics

Summary

Talent Acquisition

Offer Acceptance Rate

Definition: The percentage of candidates who received a job offer and subsequently accepted it, resulting in a hire. It is a key indicator of offer quality and competitiveness, reflecting how effectively the organization converts extended offers into confirmed hires.

How it is calculated: Divides the number of candidates hired by the number of candidates who received an offer, then multiplies by 100.

Note:

• Filtered by offer date — the reporting period is determined by when the offer was extended, not the application date or the hire date, so a hire may be counted in a different period than the offer that led to it.

Time to Fill a Position

Definition: The average time, in days, taken to fill a position, measured from position creation to hire.

How it is calculated: For each position, the median time-to-fill is found across all hires made against it, then those per-position medians are averaged across all filled positions.

Note:

• This is a two-step aggregation — a per-position median rolled up into a cross-position average — so it will not match a simple straight average of raw time-to-fill values.
• Filtered by the first hire date of each position.

Open Positions

Definition: The count of distinct job positions that are actively open at any given point in time. This is a core indicator of outstanding hiring demand, useful for workforce planning, recruiter capacity management, and identifying where hiring needs remain unmet.

How it is calculated: Counts the number of distinct positions currently marked as open.

Note:

• Carries no date filter — it reflects a real-time snapshot of all unfilled requisitions currently in the system, regardless of when they were created.

Talent Management

Current Employees

Definition: The total number of current employee profiles ingested into Eightfold, providing visibility into the organization's active employee base within the platform.

How it is calculated: Counts the number of distinct employee profiles that are not marked as alumni (i.e., still with the organization).

Note:

• Drilldown is available by Business Unit, Job Function, Seniority Level, and Location Country.
• No date filter is used — it is an all-time metric.

Internal Hires %

Definition: The percentage of total hires that were filled by internal employee applicants. This reflects the organization's reliance on internal mobility versus external hiring, and the effectiveness of internal talent development and career-progression pipelines.

How it is calculated: Divides the number of internal hires by the total number of hires, then multiplies by 100.

Note:

• Filtered by hire date.

Monthly Attrition %

Definition: The rate at which employees left the organization during a given month, relative to the number of employees active at the start of that month. All terminations are counted regardless of reason, including both regrettable and non-regrettable attrition. (Example: if 500 employees were active at the start of March and 15 were terminated during March, Monthly Attrition % = 3.00%.)

How it is calculated: Divides the number of employees terminated during the month by the number of employees active at the start of that month, then multiplies by 100.

Note:

• Does not work with the "Is Alumni?" filter.
• Filtered by the selected month — compares terminations during the month against headcount active at the start of that month.

Talent Acquisition

Talent Acquisition

Total Hires

Definition: The total number of candidates who were successfully hired within a given time period. A candidate is considered hired once their application has a recorded hire date.

How it is calculated: Counts applications that have a recorded hire date within the selected period.

Note:

• Unlike Filled Positions, which counts distinct positions, this metric counts at the applicant level — useful for scenarios where a single position results in multiple hires (e.g., bulk or volume hiring roles).
• Filtered by hire date.

Unique New Applications

Definition: The number of distinct applications received within the selected date range.

How it is calculated: Counts the number of distinct applications received in the period.

Note:

• Each application is counted only once regardless of subsequent status changes or updates.
• Filtered by application date.

Total Hires Trend

Definition: The monthly trend of total candidates successfully hired, based on hire date.

How it is calculated: Calculated the same way as Total Hires, grouped by month based on when the hire occurred.

Note:

• Like Total Hires, this counts at the applicant level rather than the position level.
• Filtered by hire date.

Total Hires by Business Unit

Definition: Total hires broken down by job function, showing how overall hiring volume is distributed.

How it is calculated: Calculated the same way as Total Hires, grouped by job function.

Note:

• Unlike Filled Positions, this counts at the applicant level, useful where a single position results in multiple hires.
• Filtered by hire date.

Open Positions

Definition: The count of distinct job positions that are actively open at any given point in time — a core indicator of outstanding hiring demand, useful for workforce planning, recruiter capacity management, and identifying unmet hiring needs.

How it is calculated: Counts the number of distinct positions currently marked as open.

Note:

• Carries no date filter — it reflects a real-time snapshot of all unfilled requisitions currently in the system, regardless of when they were created.

Open Positions by Recruiter

Definition: The count of open positions broken down by assigned recruiter, giving a direct view of individual workload and capacity.

How it is calculated: Counts distinct open positions, grouped by the recruiter assigned to each one.

Note:

• Positions with no assigned recruiter appear under a null/unassigned category.
• Recruiters with zero open positions are excluded from the breakdown rather than shown as zero.
• No date filter applied — same real-time snapshot logic as Open Positions.

Time to Fill a Position

Definition: The average time, in days, taken to fill a position.

How it is calculated: Calculated in two steps — first finding the median time-to-fill for each individual position, then averaging those medians across all filled positions.

Note:

• This is a two-step aggregation, not a simple average of raw time-to-fill values.
• Filtered by the first hire date of each position.

Filled Positions

Definition: The count of distinct job positions successfully closed through the hiring of a candidate within a given time period.

How it is calculated: Counts the number of distinct positions that have a recorded hire date against them.

Note:

• Filtered by hire date — the reporting period is determined by when the hire was completed, not when the position was opened or when the candidate entered the pipeline.

Avg Match Score of Hires

Definition: The average AI-generated match score across all applications that resulted in a hire. Reflects how well hired candidates align with their positions as assessed by Eightfold's AI ranking engine.

How it is calculated: Averages the match score across calibrated, Career Site applications that resulted in a hire.

Note:

• Only calibrated match scores are included; uncalibrated scores are excluded.
• Scoped to Career Site applications only.
• Applications without a hire date or without a match score are excluded from the average.
• Filtered by hire date.

Time to Hire

Definition: The average number of days from when a candidate applied to when they were hired — a measure of recruitment speed at the candidate level.

How it is calculated: Averages the number of days between application date and hire date, for closed positions with a confirmed hire.

Note:

• Only calculated for closed positions with a confirmed hire; hires against still-open positions are excluded.
• Filtered by hire date.

Offer Acceptance Rate

Definition: The percentage of candidates who received a job offer and subsequently accepted it, resulting in a hire — a key indicator of offer quality and competitiveness.

How it is calculated: Divides the number of hires by the number of offers extended, then multiplies by 100.

Note:

• Filtered by offer date, not application or hire date — a hire may fall in a different reporting period than the offer that preceded it.

Source Channels

All Hires by Channel

Definition: The distribution of hires across source channels for finalized (closed) positions.

How it is calculated: Counts hires for closed positions, grouped by source channel.

Note:

• Scoped to closed positions only — hires against still-open positions are excluded.
• Filtered by hire date.

Talent Network Hires

Definition: The total number of candidates hired from the Eightfold Talent Network for roles that have been officially closed — reflecting the effectiveness of re-engaging known talent.

How it is calculated: Counts hires for closed positions where the candidate came from the Talent Network.

Note:

• Scoped to closed positions only.
• A candidate is classified as Talent Network only if they had a pre-existing application within Eightfold for at least 28 days before the current one.
• Filtered by hire date.

% Talent Network Hires

Definition: The proportion of total hires for closed positions that came from the Eightfold Talent Network.

How it is calculated: Divides Talent Network hires by total hires for closed positions, then multiplies by 100.

Note:

• Scoped to closed positions only.
• A candidate is classified as Talent Network only if they had a pre-existing application within Eightfold for at least 28 days before the current one.
• Filtered by hire date.

Talent Network Applications

Definition: The total number of applications received within the selected date range that came from the Eightfold Talent Network.

How it is calculated: Counts distinct applications flagged as coming from the Talent Network.

Note:

• A candidate is classified as Talent Network only if they had a pre-existing application within Eightfold for at least 28 days before the current one.
• Filtered by application date.

% Talent Network Applications

Definition: The proportion of total applications received within the selected date range that came from the Eightfold Talent Network.

How it is calculated: Divides Talent Network applications by total applications received in the period, then multiplies by 100.

Note:

• The numerator counts only Talent Network candidate applications; the denominator includes all applications received in the period.
• Filtered by application date.

Candidate Experience

Candidate Experience Score (NPS)

Definition: A Net Promoter Score measuring the gap between promoters and detractors across all survey participants — the headline indicator of overall candidate satisfaction.

How it is calculated: Subtracts the percentage of detractors from the percentage of promoters among all survey participants.

Note:

• Score ranges from –100 (all detractors) to +100 (all promoters).
• Filtered by submission date.

Unique Survey Participants

Definition: The number of distinct users who submitted a survey in the selected time range — useful for understanding the true reach of the survey program, independent of how many surveys were delivered or submitted in total.

How it is calculated: Counts the number of distinct users who submitted a survey.

Note:

• A user who participates in multiple surveys within the period is counted once, not once per survey.
• Filtered by submission date.

Talent Acquisition Trends

Recruiting Outcomes and Efficiency

Filled Positions Trend

Definition: The monthly trend of filled positions.

How it is calculated: Calculated the same way as Filled Positions, grouped by month based on hire date.

Note:

• Uses the same hire-date logic as Filled Positions.
• Filtered by hire date.

Time to Fill a Position Trend

Definition: The monthly trend of the average time taken to fill a position, based on each position's first hire date.

How it is calculated: Calculated the same two-step way as Time to Fill a Position (per-position median, then averaged), grouped by month based on each position's first hire date.

Note:

• Two-step aggregation, not a simple average of raw values.
• Filtered by the position's first hire date, not its creation date.

Time to Hire Trend

Definition: The monthly trend of average time to hire, tracking recruitment speed over time.

How it is calculated: Calculated the same way as Time to Hire, grouped by month based on hire date.

Note:

• Same scoping as Time to Hire (closed positions with a confirmed hire only), grouped monthly.
• Filtered by hire date.

Avg Match Score of Hires Trend

Definition: The monthly trend of average match score of hires, showing how candidate-position alignment trends over time.

How it is calculated: Calculated the same way as Avg Match Score of Hires, grouped by month based on hire date.

Note:

• Scoped to applications with a hire date, sourced from the Career Site, and calibrated.
• A match score is considered calibrated when at least 4 of 5 attributes (location, skills, title, work experience, and similar candidates) are calibrated for the position.
• Filtered by hire date.

Offer Acceptance Rate Trend

Definition: The monthly trend of offer acceptance rate, tracking how offer conversion trends over time.

How it is calculated: Calculated the same way as Offer Acceptance Rate, grouped by month based on offer date.

Note:

• Same offer-date scoping as Offer Acceptance Rate, applied monthly.
• Filtered by offer date.

Position Creation Trend

Definition: The monthly trend of distinct positions created over time. Reflects the volume of positions initiated each month — it does not indicate whether those positions were later filled, cancelled, or remain open.

How it is calculated: Counts the number of distinct currently-open positions, grouped by month based on when they were created.

Note:

• Only positions that are currently active are included — positions since archived or closed are excluded, regardless of when they were created.
• Each position is counted once regardless of how many updates it underwent; positions with no creation date are excluded.
• Filtered by creation date.

Open Positions per Recruiter

Definition: The average number of actively open positions assigned per recruiter — a key indicator of recruiter workload and capacity.

How it is calculated: Divides the number of distinct open positions by the number of distinct recruiters.

Note:

• Like Open Positions, carries no date filter — a current snapshot divided across the recruiter pool.

Improving Internal Mobility

Internal Hires %

Definition: The percentage of total hires that were filled by internal employee applicants — reflecting reliance on internal mobility versus external hiring.

How it is calculated: Divides the number of internal hires by the total number of hires, then multiplies by 100.

Note:

• Uses a different underlying definition of "internal hire" than % Internal Hires Trend below — the two may not tie out to the same number for the same period.
• Filtered by hire date.

% Internal Hires Trend

Definition: The monthly trend of internal hires as a percentage of total hires. An application qualifies as an internal hire when it is flagged as internal or attributed to the Internal Mobility source category.

How it is calculated: Divides the number of internal hires (flagged as internal, or attributed to Internal Mobility) by the total number of hires, then multiplies by 100, grouped by month.

Note:

• Uses a different definition of "internal hire" than the headline Internal Hires % metric above — these are different underlying rules and may not tie out to the same number.
• Filtered by hire date.

Talent Management

Employee Overview

Current Employees by Business Unit

Definition: The total number of current employee profiles, broken down by business unit — showing how the current employee base is distributed across the organization.

How it is calculated: Calculated the same way as Current Employees, grouped by business unit.

Note:

• No date filter — an all-time metric.

Headcount Trend

Definition: The total number of current employees, tracked by month.

How it is calculated: Sums the number of employees who were active at the start of each month.

Note:

• Only monthly granularity records with a valid month are included.
• Filtered by month start date.

Monthly Retention %

Definition: The percentage of employees who remained employed within the organization during each month. Terminations include employees who left for any reason. (Example: 500 employees active at the start of March, 15 terminated during March → Monthly Retention % = 97%.)

How it is calculated: Subtracts the number of employees terminated during the month from the number active at the start of the month, divides by the number active at the start, then multiplies by 100.

Note:

• Filtered by month start date.

Attrition Trend

Annual Attrition %

Definition: The rate at which employees left the organization during a given year, relative to the number active at the start of that year. (Example: 500 active at start of 2024, 60 terminated during 2024 → Annual Attrition % = 12.00%.)

How it is calculated: Divides the number of employees terminated during the year by the number active at the start of the year, then multiplies by 100.

Note:

• Does not work with the "Is Alumni?" filter.
• Filtered by the selected year.

Quarterly Attrition %

Definition: The rate at which employees left the organization during a given quarter, relative to the number active at the start of that quarter. (Example: 500 active at start of Q1, 20 terminated during Q1 → Quarterly Attrition % = 4.00%.)

How it is calculated: Divides the number of employees terminated during the quarter by the number active at the start of the quarter, then multiplies by 100.

Note:

• Does not work with the "Is Alumni?" filter.
• Filtered by the selected quarter.

Monthly Attrition % (Talent Management view)

Definition: The rate at which employees left the organization during a given month, relative to the number active at the start of that month. (Example: 500 active at start of March, 15 terminated during March → Monthly Attrition % = 3.00%.)

How it is calculated: Divides the number of employees terminated during the month by the number active at the start of the month, then multiplies by 100.

Note:

• Does not work with the "Is Alumni?" filter.
• Filtered by the selected month.

Employee Mobility

Internal Hires (count)

Definition: The count of distinct internal applications that resulted in a hire — helping TA teams track the volume of successful internal mobility placements. (Example: of 125 internal applications submitted, 80 result in a hire and 45 do not → Internal Hires = 80.)

How it is calculated: Counts distinct applications that both resulted in a hire and were flagged as internal or sourced through an internal-mobility pathway.

Note:

• Internal Mobility is identified through two pathways: applications explicitly marked internal that are not sourced from the SuccessFactors/SAP system, or applications from SuccessFactors/SAP where the source type indicates "internal" or "employee."
• Each application is counted once regardless of how many times it appears in the underlying data.
• Filtered by application date.

Internal Hires % (Employee Mobility)

Definition: The percentage of total hires that were filled by internal employee applicants.

How it is calculated: Divides the number of internal hires by the total number of hires, then multiplies by 100.

Note:

• Filtered by hire date.

Internal Applications

Definition: The count of distinct applications submitted by internal employees within the selected date range. (Example: of 150 applications submitted, 80 are marked internal outside SuccessFactors and 45 come from SuccessFactors with an internal/employee source type, for a total of 125 internal applications.)

How it is calculated: Counts distinct applications flagged as internal or sourced through an internal-mobility pathway.

Note:

• Excludes sourcing-system applications, Sourcing Pipeline positions, applications from external candidates, and other external system sources.
• Filtered by application date.

Internal Applications %

Definition: The percentage of total applications submitted within the selected date range that were internal.

How it is calculated: Divides the number of internal applications by the total number of applications, then multiplies by 100.

Note:

• Uses the same internal-application definition as Internal Applications.
• Filtered by application date.

Employee Engagement

Employees using Career Hub % - All Time

Definition: The percentage of distinct employee profiles that have been activated in the Talent Marketplace Career Hub.

How it is calculated: Divides the number of activated Career Hub employee profiles by the total number of employee profiles, then multiplies by 100.

Note:

• Only profiles with an activation timestamp, a valid employee ID, and Career Hub activity are counted as using Career Hub.
• Drilldown available by Business Unit, Job Function, Employee Level, and Location Country.
• No date filter — an all-time metric.

Employees using Career Hub - All Time

Definition: The count of distinct employee profiles that have been activated in the Talent Marketplace Career Hub.

How it is calculated: Counts distinct activated Career Hub employee profiles.

Note:

• Only profiles with an activation timestamp, a valid employee ID, and Career Hub activity are counted.
• Drilldown available by Business Unit, Job Function, Employee Level, and Location Country.
• No date filter — an all-time metric.

Employees making Referrals % (Employee Engagement)

Definition: The percentage of employees who have referred at least one candidate to a position. Only activity within Career Hub, SmartRefer, and Project Marketplace is included.

How it is calculated: Divides the number of employees who triggered a referral event by the number of employees active within those same areas of the product, then rounds to a whole percentage.

Note:

• Once the "Is Alumni" filter is applied, this metric reflects data for current employees only.
• Filtered by refer date.

Employees making Referrals (Employee Engagement)

Definition: The number of employees who have referred at least one candidate to a position. Only activity within Career Hub, SmartRefer, and Project Marketplace is included.

How it is calculated: Counts distinct employees who triggered a referral event.

Note:

• Once the "Is Alumni" filter is applied, this metric reflects data for current employees only.
• Filtered by refer date.

Talent Development and Transformation

Employees who Completed Development Plan

Definition: The total number of employees performing upskilling activity in the form of development plans — reflecting the total accumulated base of employees engaged in structured development.

How it is calculated: Counts distinct employees who have completed at least one development-plan (upskilling) activity.

Note:

• Each employee is counted once regardless of how many development plans they completed.
• No date filter — reflects an all-time, cumulative count.

Employees who Completed Courses

Definition: The total number of employees engaged in upskilling through courses within the selected date range.

How it is calculated: Counts distinct employees who completed at least one course in the period.

Note:

• Each employee is counted once regardless of how many courses they completed within the period.
• Filtered by completion date.

Employees who Completed Projects

Definition: The total number of employees engaged in upskilling through projects within the selected date range.

How it is calculated: Counts distinct project team members who fully completed a project-based upskilling activity in the period.

Note:

• Counts project team membership rather than the general employee-profile completion record used for Development Plans and Courses.
• Filtered by project end date.

Employees with Role Skills Self Assessed

Definition: The number of onboarded, in-service employees who have self-assessed at least one of their role skills.

How it is calculated: Counts distinct employees (with a valid employee ID and an activated profile) who have submitted at least one role-skill self-rating.

Note:

• Filtered by self-rating date.

Employees with Skill Interests % - All Time

Definition: The percentage of employees who have indicated their skill interests in Career Hub, calculated across all time. An employee is considered to have skill interests when their preferred-skills field is populated.

How it is calculated: Divides the number of employees with a populated preferred-skills field by the total number of employees, then rounds to a whole percentage.

Note:

• No date filter — reflects an all-time snapshot.

Organisation Health

Managers with Span < 5

Definition: The percentage of managers with fewer than 5 direct reports, out of all managers. A profile qualifies as a manager when it has at least 1 direct report.

How it is calculated: Divides the number of managers with between 1 and 4 direct reports by the total number of managers (anyone with at least 1 direct report), then multiplies by 100.

Note:

• No date filter — a point-in-time snapshot based on current direct-report counts.

Managers with Span > 10

Definition: The percentage of managers with more than 10 direct reports, out of all managers.

How it is calculated: Divides the number of managers with more than 10 direct reports by the total number of managers (anyone with at least 1 direct report), then multiplies by 100.

Note:

• No date filter — a point-in-time snapshot based on current direct-report counts.

Critical Positions with Succession Plan %

Definition: The percentage of critical positions — roles where the incumbent employee is expected to leave — that have at least one successor identified.

Note:

• No date filter — a point-in-time snapshot based on current succession-plan data.