Overview

Tracks the life of a position — creation, approval, distribution, and hiring outcomes — organized across five tabs: Overview, Position Lifecycle, Approvals, Job Posting, and Recruitment.

Metrics

Overview tab

Time to Fill a Position

Definition: Time to fill a position measures the average time (in days) taken to fill a position. It is filtered by the first hire timestamp of each position.

How it is calculated: For each position, the median number of days from creation to hire is found across all of that position's hires, and those per-position medians are then averaged across all positions.

Note:

• The position-created timestamp comes from a custom report field in the source HRIS, not a standard/native field, and must be explicitly configured — if it's missing or misconfigured, the system falls back to the data-sync time, which can produce near-zero or misleading values.
• Retroactive corrections to hire timestamps upstream will recalculate this metric for the affected positions.
• The reporting period filter applies to a position's first hire date, not to when the position was opened.

Offer Acceptance Rate

Definition: Measures the proportion of candidates who received a job offer and subsequently accepted it, resulting in a hire. Filtered by offer date — the reporting period reflects when the offer was extended, not the application or hire date.

How it is calculated: Divides the number of candidates who were hired by the number of candidates who received an offer, expressed as a percentage.

Note:

• The reporting period is based on when the offer was extended — an offer given in the selected period counts even if the hire completes later.
• The "Offer" step is a customer-configured stage in the hiring workflow; if it's renamed or unmapped, offer dates won't populate and the rate can't be calculated.
• If offer dates are only sparsely recorded, the denominator will be small, which can make the rate look artificially high — review offer volume alongside the percentage.

Open Positions

Definition: Count of distinct job positions that are actively open at any given point in time. Carries no date filter — a real-time snapshot, useful for workforce planning, recruiter capacity management, and spotting unmet hiring needs.

How it is calculated: Counts every distinct position whose current status is "open."

Note:

• No date filter applies — this is a live snapshot, so running the report on different days can produce different counts.
• Long-standing ("evergreen") positions remain in this count even after earlier hires have already been made against them.
• Positions with a blank status are treated as closed and excluded.
• Positions with a "Sourcing Pipeline" status are excluded regardless.

Filled Positions

Definition: Positions against which candidates were hired, filtered by hire date. A position is filled once it has a recorded hire.

How it is calculated: Counts each distinct position that has at least one recorded hire whose hire date falls in the selected period.

Note:

• Each position counts once even if multiple candidates were hired against it — see Total Hires for a candidate-level count.
• Filtered by hire date, not position-open date.

Time to Hire

Definition: Average number of days from when a candidate applied to when they were hired, filtered by hire date. Reflects recruiting speed at the candidate level.

How it is calculated: Averages the number of days between a candidate's application date and hire date, across all hires completed in the selected period.

Note:

• Measured per candidate, not per position — a position with three hires on different application dates contributes three separate values to the average.
• Filtered by hire date — a candidate who applied before the period but was hired within it is included.
• Distinct from Time to Fill, which measures position-open-to-hire rather than application-to-hire.
• If a candidate's application date is missing, a later status-event timestamp is used instead, which can understate the true time to hire for that record.

Average Match Score

Definition: Mean AI match score (in stars) of candidates who were hired, restricted to positions that have been calibrated. Filtered by hire date.

How it is calculated: Averages the AI-generated match score (0–5 stars) of hired candidates, counting only positions where at least 4 of 5 calibration attributes have been set.

Note:

• Only "calibrated" positions count — the 5 calibration attributes are preferred location(s), required/preferred skills, relevant past job titles, example ideal candidate profiles, and work experience; a position with fewer than 4 of these set is excluded entirely.
• Match scores are generated and cached at scoring time — they don't automatically recalculate if the position's calibration criteria are updated later.
• Candidates with limited profile data aren't scored, so they appear in Total Hires but not in this metric.

Positions Created

Definition: Count of distinct positions created within a given time period, filtered by creation date. Positions missing a status, or belonging to the sourcing system, are excluded.

How it is calculated: Counts each distinct position with a recorded creation date falling in the selected period.

Note:

• Each position counts once regardless of how many times it was subsequently updated.
• Positions with no creation timestamp are excluded.

Approval Pending

Definition: Count of positions currently in "Pending Approval" status — meaning the approval request has been sent but not yet acted on.

How it is calculated: Counts each distinct position whose current status is "Pending Approval."

Note:

• Each position counts once regardless of how many times its status has changed historically.
• Positions with a null status are excluded upstream.

Avg Position Approval Time

Definition: Average number of days elapsed between when a position is sent for approval and when it is approved. Only positions with both timestamps present, where approval genuinely occurs after the request, are included.

How it is calculated: Averages the number of days between the "sent for approval" and "approved" timestamps for positions created in the selected period.

Note:

• A position can be approved once, then edited and resent for approval — the safeguard against approval-before-request prevents such re-submitted positions from misleadingly appearing as an already-completed or negative turnaround.
• Positions still awaiting approval are excluded from the average until they're actually approved.
• The average shifts retroactively if either timestamp is corrected upstream.

Position Lifecycle tab

Positions in Each Status

Definition: Count of distinct positions created within a period, broken down by their current status (e.g., Draft, Pending Approval, Open, Filled). Reflects the present-day status of positions created in that period — not when they entered that status.

How it is calculated: Counts distinct positions created in the period, grouped by whatever status each currently holds.

Note:

• Status values are grouped exactly as stored upstream — inconsistent labeling (e.g., "filled" vs. "Filled") will appear as separate groups unless normalized.

Avg Time in Each Status

Definition: Average number of days positions spend in each of three lifecycle phases: Draft (creation to sent-for-approval), Pending Approval (sent-for-approval to approved), and Open (first opened to closed).

How it is calculated: Calculates each phase's duration independently as the day difference between its two milestone timestamps, then averages each phase separately.

Note:

• A position may contribute to one, several, or none of the three averages depending on how far it's progressed.
• The Open-phase average only includes positions that have actually closed; positions still open don't contribute.
• Reflects historical, completed phases only.

Position Creation Trend

Definition: Monthly trend of distinct positions created over time, filtered and grouped by creation date.

How it is calculated: Counts distinct positions created in each calendar month and plots the counts over time.

Note:

• Reflects position-creation activity only — it doesn't indicate whether those positions were later filled, cancelled, or remain open.

Approvals tab

Pending Approvals

Definition: Count of positions currently in "Pending Approval" status, filtered by position creation date.

How it is calculated: Counts each distinct position whose current status is "Pending Approval."

Note:

• Each position counts once regardless of past status changes.
• Positions with a null status are excluded upstream.

Approval Pending Breakdown by Users

Definition: Shows how positions currently in "Pending Approval" status are distributed across recruiters.

How it is calculated: Counts distinct positions in "Pending Approval" status, grouped by the recruiter associated with each.

Note:

• Positions with no recruiter assigned appear under a null/unassigned bucket.

Job Posting tab

Internal Only Postings

Definition: Count of currently open positions posted for an internal-only audience. No date filter.

How it is calculated: Counts distinct open positions whose posting audience is set to "internal" only.

Note:

• Positions posted to "all" audiences (both internal and external) aren't counted here or in External Only Postings, by design.

External Only Postings

Definition: Count of currently open positions posted for an external-only audience. No date filter.

How it is calculated: Counts distinct open, live positions whose posting audience is set to "external" only.

Note:

• Same exclusion as above: positions posted to "all" audiences aren't counted here either.

Positions published both internally and externally

Definition: Count of positions published simultaneously to both internal and external audiences. No date filter.

How it is calculated: Counts distinct positions that are live and posted with an audience scope of "all" (both internal and external).

Unpublished Count

Definition: Count of currently open positions that aren't published anywhere — not visible to internal employees or external candidates. Includes positions never published, as well as those taken down, paused, or expired. No date filter.

How it is calculated: Counts distinct open positions that have no posting audience set and are not currently posted.

Note:

• A high count here can indicate a distribution gap — positions that are open and approved but not actually reaching candidates through any channel.
• Together with Internal, External, and Dual-posted counts, this completes the full breakdown of all currently open positions.

Publishing Trend

Definition: Monthly trend of positions first published, broken down by audience type (internal only, external only, internal and external both) — based on when the position was first published, regardless of whether it's still open or live today.

How it is calculated: Counts distinct positions first published each month, split into three groups based on each position's current audience setting.

Note:

• Reflects publishing activity only — it doesn't indicate whether a published position went on to receive applications or hires.
• The audience breakdown reflects each position's current audience setting, not its audience at the time it was originally published.
• A flat or low trend may reflect either limited publishing activity or sparse underlying data — worth cross-checking against Unpublished Count.

Recruitment tab

Total Hires

Definition: Total number of candidates hired within a given time period, filtered by hire date. Counted at the candidate/application level (unlike Filled Positions, which counts distinct positions).

How it is calculated: Sums every hired application whose hire date falls within the selected period.

Note:

• Counts applications, not positions — a single position with three hired applications contributes 3 here versus 1 in Filled Positions.
• Candidates who applied before the reporting window but were hired within it are included.
• Applications marked "Hired" upstream but missing an actual hire timestamp aren't counted.
• This metric is the base figure that Hires by Source Category, Talent Network Hires, and Referral Hires are drawn from.

Hires by Source Category

Definition: Breaks down total hires by the channel/source through which the candidate originally entered the pipeline, filtered by hire date.

How it is calculated: Totals hired candidates grouped into source categories applied in priority order — Internal, then Referral, then Talent Community, then Other (any remaining source, such as job boards or career site).

Note:

• Categorization uses a priority order, so a candidate matching more than one rule is bucketed by whichever category comes first in that sequence.
• Tracking hires as "Internal" requires the corresponding internal-candidate identification capability to be enabled upstream; otherwise those candidates fall into another category.
• "Referral" matching is case-insensitive to handle labeling differences across source systems.
• Campaign/UTM-level source tracking is only available for applications submitted through Eightfold's own career site — for applications submitted directly through an external HRIS, source attribution is limited to whatever label that system attaches.

Avg Time Spent in Stage Group + Match Stars (Calibrated Position Only)

Definition: Shows the average number of days a candidate spends in each hiring stage group before moving to the next, along with the average match score of candidates who reach that stage group, filtered by position creation date.

How it is calculated: For each stage group, averages the number of days between entering that stage and entering the next, and separately averages the match score (for calibrated positions only) of candidates who reached that stage.

Note:

• Filtered by position creation date, not hire date.
• Stage names are customer-defined upstream and must be mapped to standard stage groups; unmapped stage names are excluded from this table.
• If a candidate skips a stage, a synthetic placeholder with an estimated timestamp is inserted to keep the stage-to-stage timing calculation intact.
• The match-score portion only includes calibrated positions (at least 4 of 5 calibration attributes set).
• Stage data prior to January 2023 is excluded from this metric.

Recruitment Funnel

Definition: Tracks the number of distinct candidates at each stage of the hiring pipeline, restricted to filled positions, filtered by position creation date. Standard stages: New Applications, Phone Interviews, Onsites, Post-Onsites, Offers, Background Check, Hired.

How it is calculated: Counts distinct applications present at each hiring stage, with each stage reported as its own independent count.

Note:

• Each stage's count is cumulative in nature — a candidate counted at a later stage is also counted at every earlier stage, so counts can only decrease (or hold flat) as the funnel progresses.
• Filtered by position creation date, not hire date.
• Stage names must be mapped to the standard stage groups; any unmapped stage defaults to "Others" and is excluded from the funnel view.

Talent Network Hires

Definition: Total number of hires who came from the Talent Network (candidates re-engaging with the organization after a prior application) among filled positions, filtered by hire date.

How it is calculated: Counts hired candidates flagged as part of the Talent Network, based on having had an existing application in the system for at least 28 days before the one that led to the hire.

Note:

• A candidate only qualifies if their prior application was at least 28 days old.
• This flag is determined entirely from application history within the product — it isn't sourced from an external HRIS.

Referral Hires

Definition: Total number of hires that came through referral channels among filled positions, filtered by hire date.

How it is calculated: Counts hired candidates whose application is classified as a referral.

Note:

• Classification uses case-insensitive matching to account for labeling differences in the source data.
• This is a subset of both Total Hires and the "Referral" bucket in Hires by Source Category — numbers should line up across all three for the same period.
• Classification is based on the source label at the time of application; later corrections to that label don't retroactively change historical counts.

Open Positions by Ageing

Definition: Segments currently open positions by how long they've been open (creation date to today), bucketed into ranges — helps identify stagnant positions and hiring bottlenecks.

How it is calculated: Groups distinct open positions into age buckets (0–30, 31–60, 61–90, 90+ days) based on days since creation.

Note:

• A position's age bucket advances every day the report is run, since it's measured against today's date.
• Long-standing "evergreen" positions remain permanently in the 90+ day bucket.

Open Positions by Recruiter

Definition: Distributes currently open positions across assigned recruiters, giving a direct view of individual recruiter workload/capacity. No date filter.

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

Note:

• Recruiter assignment is optional upstream — positions with none assigned appear under an unassigned/null bucket.
• Recruiters with zero currently open positions aren't shown.
• A position can only be assigned to one recruiter at a time; if ownership changes upstream, the position moves to the new recruiter after the next data sync.

Open Positions by Department

Definition: Breaks down currently open positions by Job Function, showing which departments/functions have the greatest outstanding hiring demand. No date filter.

How it is calculated: Counts distinct open positions, grouped by the Job Function associated with each.

Note:

• The underlying field is Job Function, which is displayed as "Department" on the dashboard.
• Departments with no open positions aren't shown.
• Reliability of this breakdown depends on how consistently Job Function is populated upstream.

Open Positions by Country

Definition: Breaks down currently open positions by country, giving a global view of geographic hiring demand. No date filter.

How it is calculated: Counts distinct open positions, grouped by the country associated with each.

Note:

• Country is optional upstream; if missing, it may instead be derived by geocoding the location text.
• Countries with no open positions aren't shown.
• A position spanning multiple countries may appear under each applicable country.

Open Positions by Site

Definition: A more granular geographic breakdown than Country, grouping open positions by specific office/site location, for location-level workforce planning. No date filter.

How it is calculated: Counts distinct open positions, grouped by the specific site/office location associated with each.

Note:

• Site/location is a required field upstream — unlike Country, which is optional.