Overview

The TM Usage Summary dashboard tracks adoption and engagement with Eightfold's Talent Marketplace Career Hub — covering employee profile activation and completeness, feature usage (networking, search, job marketplace, career navigator, mentorship), internal mobility outcomes (internal applications and hires), and retention-risk distribution. It is intended for Talent Management stakeholders who need visibility into how employees are using internal mobility and career-development tools, and how that usage translates into internal hiring outcomes.

Metrics

Total Employee - All Time

Definition: Total Employees measures the total number of employee profiles ingested into Eightfold. This metric provides visibility into the organization's profile data within the platform.

How it is calculated: Counts every distinct employee profile record that has been loaded into Eightfold, with no date range applied.

Note:

• Only profiles with a valid employee ID are counted.
• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Employees using Career Hub - All Time

Definition: Employees Career Hub measures the count of distinct employee profiles that have been activated in the Talent Marketplace Career Hub. This metric provides visibility into Career Hub adoption among the organization's active user base.

How it is calculated: Counts distinct employees whose profile has been activated and who have at least one recorded Career Hub event, with no date range applied.

Note:

• Only counts employees with an activated profile and a valid employee ID.
• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Employees using Career Hub % - All Time

Definition: Employees using Career Hub measures the % of distinct employee profiles that have been activated in the Talent Marketplace Career Hub.

How it is calculated: Divides the number of employees who have activated Career Hub by the total number of employee profiles, expressed as a percentage, with no date range applied.

Note:

• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Monthly Active Users - TM

Definition: Plots the monthly count of distinct employees who accessed the Career Hub, enabling tracking of Career Hub adoption over time. An employee is counted within a month when they have an activated profile and at least one event recorded in Career Hub within that month.

How it is calculated: For each calendar month, counts the distinct employees with an activated profile who had at least one Career Hub activity that month.

Note:

• Shown as an overall monthly active-user trend rather than broken out by feature category.
• Can be broken down by Log Timestamp, Employee Level, Business Unit, Job Function, and Location Country.

Employees with Profile Activated % - All Time

Definition: Measures the percentage of employees who have activated their profile, calculated across all time with no date filter applied. A profile is considered activated when a profile activation timestamp is recorded.

How it is calculated: Divides the number of employees with a recorded activation date by the total number of employee profiles, expressed as a percentage.

Note:

• Can be broken down by Location Country, Business Unit, and Job Function.

Onboarded Employees % - All Time

Definition: Measures the percentage of employees who have completed onboarding to Career Hub, calculated across all time with no date filter applied. An employee is considered onboarded when a profile onboarding completion timestamp is recorded.

How it is calculated: Divides the number of employees who have a recorded onboarding-completion date by the total number of employee profiles, expressed as a percentage.

Note:

• Can be broken down by Location Country, Business Unit, and Job Function.

Rich Profiles % - All Time

Definition: Measures the percentage of employees who have at least some profile completeness recorded, calculated across all time with no date filter applied. A profile is considered rich when its completeness score is greater than 0.

How it is calculated: Divides the number of employees whose profile completeness score is above zero by the total number of employee profiles, expressed as a percentage.

Note:

• Can be broken down by Location Country, Business Unit, and Job Function.

Avg. profile completeness - All Time

Definition: Measures the average profile completion percentage across all activated employees. For each employee, Eightfold tracks profile completeness based on Skills, Experience, Education, Resume, and Skill Goals; this metric is the mean of those individual scores. Completeness ranges from 0% to 100%.

How it is calculated: Averages the individual profile completeness scores across all activated employee profiles.

Note:

• Unlike most other Career Hub metrics, this one does not require a valid employee ID to be counted.
• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Employees with Skill Interests % - All Time

Definition: Measures the percentage of employees who have indicated their skill interests in Career Hub, calculated across all time with no date filter applied. An employee is considered to have skill interests when their preferred job skills field is populated.

How it is calculated: Divides the number of employees who have entered at least one preferred skill by the total number of employee profiles, expressed as a percentage.

Note:

• Can be broken down by Location Country, Business Unit, and Job Function.

Employees with Career Interests % - All Time

Definition: Measures the percentage of employees who have expressed or indicated a career interest within the organization, calculated across all time with no date filter applied. An employee is considered to have career interests when either their preferred job title or role goal is populated.

How it is calculated: Divides the number of employees who have set a preferred job title or a role goal by the total number of employee profiles, expressed as a percentage.

Note:

• Can be broken down by Location Country, Business Unit, and Job Function.

Career Interest of Employees

Definition: Measures the count of distinct employees broken down by their expressed preferred job title, providing a view of career interests across the organization. Each employee may contribute to multiple job title categories if multiple preferences are recorded.

How it is calculated: Counts distinct employees for each preferred job title they have selected.

Note:

• An employee with more than one preferred job title is counted under each title, so totals across all titles can exceed total headcount.
• No drilldown breakdowns are available for this chart.

Employees with Role Skills Self Assessed % - All Time

Definition: Measures the percentage of employees who have self-assessed their role skills in Career Hub, calculated across all time with no date filter applied.

How it is calculated: Divides the number of employees who have completed a self-assessment of their role skills by the total number of employee profiles, expressed as a percentage.

Note:

• Can be broken down by Location Country, Business Unit, and Job Function.

Employees with Role Skills Manager Assessed % - All Time

Definition: Measures the percentage of employees whose role skills have been assessed by their manager in Career Hub, calculated across all time with no date filter applied.

How it is calculated: Divides the number of employees whose manager has completed a role skills assessment for them by the total number of employee profiles, expressed as a percentage.

Note:

• Can be broken down by Location Country, Business Unit, and Job Function.

Employees using Networking % - All Time

Definition: Measures the percentage of activated employees who have used Networking-related features out of all activated employees who performed any activity (excluding home page views), calculated across all time with no date filter applied.

How it is calculated: Among activated employees who have done anything beyond viewing the home page, calculates what share also used a networking feature — profile search, viewing another employee's profile, favoriting a profile, contacting someone by email, referring someone to a job, or viewing the org chart.

Note:

• This is the all-time counterpart to the period-scoped "Employees using Networking %" metric on the TM Outcomes Summary dashboard.
• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Employee as Mentors %

Definition: Measures the percentage of employees who are registered as mentors, calculated across all time with no date filter applied.

How it is calculated: Divides the number of employees registered as a mentor to at least one other employee by the total number of employee profiles, expressed as a percentage.

Note:

• Can be broken down by Business Unit, Location Country, and Job Function.

Employee as Mentees %

Definition: Measures the percentage of employees who are registered as mentees, calculated across all time with no date filter applied.

How it is calculated: Divides the number of employees registered as a mentee of at least one mentor by the total number of employee profiles, expressed as a percentage.

Note:

• Can be broken down by Business Unit, Location Country, and Job Function.

Employees using Profile Search % - All Time

Definition: Measures the percentage of activated employees who have used the profile search feature at least once, out of all activated employees in the same namespaces, calculated across all time with no date filter applied.

How it is calculated: Among activated employees, calculates what share have used the profile search feature at least once.

Note:

• The denominator group is defined slightly more broadly than the numerator group — read this percentage as directional rather than a strict subset ratio.
• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Employees using Profile Views % - All Time

Definition: Measures the percentage of activated employees who have viewed another employee's profile at least once, out of all activated employees in the same namespaces, calculated across all time with no date filter applied.

How it is calculated: Among activated employees, calculates what share have opened another employee's profile (via preview panel or full profile view) at least once.

Note:

• The denominator group is defined slightly more broadly than the numerator group — read this percentage as directional rather than a strict subset ratio.
• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Employees using Contact by Email % - All Time

Definition: Measures the percentage of activated employees who have used the Contact by Email feature at least once, out of all activated employees in the same namespaces, calculated across all time with no date filter applied.

How it is calculated: Among activated employees, calculates what share have used the "Contact by Email" action to reach out to another employee at least once.

Note:

• The denominator group is defined slightly more broadly than the numerator group — read this percentage as directional rather than a strict subset ratio.
• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Employees using Career Hub % - Business Unit

Definition: Employees using Career Hub, grouped by business unit.

How it is calculated: Applies the same Career Hub adoption percentage as the headline metric above, split out by each business unit.

Note:

• Can be broken down further by Job Function, Employee Level, and Location Country.

Employees using Networking - Business Unit

Definition: A breakdown of Networking feature engagement per business unit, filtered by activity date. Each column measures a distinct networking behavior as a percentage of, or count among, all activated employees.

How it is calculated: For each business unit, reports the percentage of employees using networking features overall, the percentage using profile search, and separate counts for profile views, contact-by-email usage, and org chart usage — all restricted to the selected date range.

Note:

• The profile views, contact-by-email, and org chart columns report counts of engaged employees rather than percentages.
• Filtered by activity date; table is sorted and paginated 10 rows at a time.
• Can be broken down further by Log Timestamp, Job Function, Employee Level, and Location Country.

Employees using Jobs Marketplace % - All Time

Definition: Measures the percentage of activated employees who have engaged with the Jobs Marketplace at least once, out of all activated employees who performed any activity (excluding home page views), calculated across all time with no date filter applied.

How it is calculated: Among activated employees who have done anything beyond viewing the home page, calculates what share also engaged with the Jobs Marketplace — searching or viewing positions, favoriting a job, adding it to a job cart, saving a search, or applying.

Note:

• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Employees using Jobs Marketplace - Business Unit

Definition: A breakdown of Jobs Marketplace engagement per business unit, filtered by activity date.

How it is calculated: For each business unit, reports the percentage of employees who searched or viewed a position, plus separate counts of internal job views, applications started, and applications submitted — all restricted to the selected date range.

Note:

• Draws from a different underlying activity dataset than most other "All Time %" cards on this dashboard, so its population coverage may differ slightly.
• Can be broken down further by Event Date.

Employees using Career Navigator % - All Time

Definition: Measures the percentage of activated employees who have engaged with Career Navigator at least once, out of all activated employees who performed any activity (excluding home page views), calculated across all time with no date filter applied.

How it is calculated: Among activated employees who have done anything beyond viewing the home page, calculates what share also used Career Navigator — viewing role details, searching roles, favoriting a role, or adding/removing a career interest.

Note:

• Rounded to two decimal places, more precise than most other percentage metrics on this dashboard, which round to whole numbers.
• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Employees using Career Navigator - Business Unit

Definition: A breakdown of Career Navigator engagement per business unit, filtered by activity date — shows the percentage of employees using Career Navigator and the percentage who viewed suggested roles.

How it is calculated: For each business unit, reports the percentage of employees who opened Career Navigator and the percentage who went on to view a suggested role, restricted to the selected date range.

Note:

• Can be broken down further by Log Timestamp, Job Function, Employee Level, and Location Country.

Employees Distribution by Retention Risk - All Time

Definition: Measures the count of distinct employees broken down by their retention risk level, calculated across all time with no date filter applied.

How it is calculated: Counts distinct employees grouped by their assessed retention-risk tier (e.g., low, medium, high).

Note:

• Reflects the current risk assessment as of the latest data refresh, with no date range applied.
• Can be broken down by Location Country, Business Unit, and Job Function.

Impact of Loss for those with High Retention Risk - All Time

Definition: Measures the count of distinct employees with a high retention risk, broken down by their impact of loss level, calculated across all time with no date filter applied. Only employees classified as high retention risk are included.

How it is calculated: Among employees classified as high retention risk, counts them grouped by how significant the impact of their departure would be.

Note:

• Only includes employees already classified as high retention risk.
• Can be broken down by Location Country, Business Unit, and Job Function.

Internal Hires

Definition: Measures the count of distinct internal applications that resulted in a hire within the selected date range. An application counts as an internal hire when it has a hire date recorded and is either flagged as internal or otherwise identified as coming through an internal mobility pathway.

How it is calculated: Counts distinct applications that both resulted in a hire and were submitted through an internal mobility pathway, within the selected date range.

Note:

• Excludes applications sourced through the sourcing system, positions in "Sourcing Pipeline" status, applications with no hire date, and external candidates or external system sources.
• Can be broken down by Application Date.

Internal Applications

Definition: Measures the count of distinct applications submitted by internal employees within the selected date range.

How it is calculated: Counts distinct applications identified as coming from an internal employee, within the selected date range, regardless of whether they resulted in a hire.

Note:

• Excludes applications sourced through the sourcing system, positions in "Sourcing Pipeline" status, and external candidates or external system sources.
• Can be broken down by Application Date.

Internal Hires %

Definition: Measures the percentage of total hires that were filled by internal employee applicants within the selected date range.

How it is calculated: Among all hires made in the selected date range, calculates what share were filled by internal applicants.

Note:

• Scoped only to hires (applications with a recorded hire date).
• Can be broken down by Hire Date.

Internal Applications %

Definition: Measures the percentage of all applications within the selected date range that came from internal employee applicants, regardless of hire outcome — a broader, application-level view of internal mobility volume.

How it is calculated: Among all applications submitted in the selected date range — hired or not — calculates what share came from internal applicants.

Note:

• Not restricted to hires, unlike Internal Hires % — it reflects the internal share of the full applicant pool.
• Can be broken down by Application Date, Job Function, Location Country, Business Unit, and Hiring Manager.

Trend in Internal Applications and Hires

Definition: Measures the monthly percentage of internal applications out of total applications and internal hires out of total hires, broken down by application month, filtered by application date.

How it is calculated: For each calendar month, plots two lines: the percentage of that month's applications that were internal, and the percentage of that month's hires that were internal.

Note:

• Time-series trend shown by month, sorted chronologically.
• Can be broken down by Application Date, Job Function, Location Country, Business Unit, and Hiring Manager.

Employees using Job Marketplace % - All Time

Definition: Measures the percentage of employees who have engaged with the Job Marketplace at least once since launch.

How it is calculated: Among all activated employees, calculates what share have engaged with the Job Marketplace at least once — the broadest list of qualifying actions on this dashboard, including searching, viewing, favoriting, saving a search, adding to a job cart, starting an application, or submitting an application.

Note:

• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Internal Job Views

Definition: Measures the count of distinct job positions viewed by employees through the Career Hub, filtered by activity date.

How it is calculated: Counts distinct job positions that were viewed by an employee through Career Hub within the selected date range.

Note:

• Can be broken down by Event Date, Business Unit, Employee Level, Location Country, and Job Function.

#Applications Started

Definition: Measures the count of positions for which employees initiated an application through Career Hub, filtered by activity date.

How it is calculated: Counts distinct positions for which an employee began (but did not necessarily finish) an application through Career Hub within the selected date range.

Note:

• Can be broken down by Event Date, Business Unit, Employee Level, Location Country, and Job Function.

#Applications Completed

Definition: Measures the count of distinct positions for which employees completed and submitted an application through Career Hub, filtered by activity date.

How it is calculated: Counts distinct positions for which an employee fully submitted an application through Career Hub within the selected date range.

Note:

• Can be broken down by Event Date, Business Unit, Employee Level, Location Country, and Job Function.

Employees viewed Suggested Roles % - All Time

Definition: Measures the percentage of activated employees who have viewed suggested roles through Career Navigator at least once, out of all activated employees who performed any activity (excluding home page views), calculated across all time with no date filter applied.

How it is calculated: Among activated employees who have done anything beyond viewing the home page, calculates what share have viewed a Career Navigator role suggestion at least once.

Note:

• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Internal Hires % - Business Unit (by hire date)

Definition: Measures the percentage of total hires that were filled by internal employee applicants within the selected date range, broken down by the business unit of the position.

How it is calculated: For each business unit, among all hires made in the selected date range, calculates what share were filled by internal applicants.

Note:

• Filters by hire date, whereas the similarly named "Internal Hires % - Business Unit (by application date)" below filters by application date — the two charts scope their date ranges differently despite sharing a name.
• Can be broken down by Hire Date.

Internal Hires % - Business Unit (by application date)

Definition: Measures the percentage of total hires that were filled by internal employee applicants within the selected date range, broken down by the business unit of the position.

How it is calculated: For each business unit, among all hires made in the selected date range, calculates what share were filled by internal applicants.

Note:

• This version filters by application date, whereas the metric above filters by hire date — the two charts scope their date ranges differently despite sharing a name.