Please note that all funnels and columns displayed in these dashboards are not editable.

Talent Acquisition Manager Dashboard

Overview

The Talent Acquisition Manager Dashboard delivers a command-center view for directing your recruiting operations. It allows you to monitor team productivity, track progress against strategic goals, and leverage data to refine your talent acquisition strategy at the individual recruiter level.

The dashboard features two main analytical views:

• Open Positions Tab: Oversee all active requisitions across your team, effectively balance individual recruiter workloads, assess in-progress performance, and proactively identify bottlenecks in the hiring pipeline.
  
• Hires Tab: Analyze completed placements by recruiter, evaluate hiring quality and efficiency across your team, and compare recruiter performance on successful placements

Clicking on a recruiter's information icon opens their detailed dashboard, providing a comprehensive view of their individual performance. This dashboard also has two tabs: Open Positions and Hires.

Whether you're conducting daily operational reviews, preparing for executive reporting, or coaching individual team members, this dashboard provides the recruiter-level metrics and insights needed to drive recruiting excellence.

Getting Started

Pre Requisites

• TA only customers must have the following information available as part of the employee record for all recruiters.
  
  • MANAGER_EMAIL
    
  • BUSINESS_UNIT
    
  • LOCATION
    
  • LOCATION_COUNTRY
    
  • TITLE
    
• If the above fields are not populated, update the employee data with above information for recruiters, using CSV file ingestion. Please read CSV file ingestion for details and choose the entity type employee.
  
• Have at least one recruiter reporting to the user - A recruiter is someone who has the standard Eightfold role recruiter assigned to them or has been the recruiter for at least one position.

Monthly Team Goals

The Goals Section at the top of your dashboard displays your team's performance against key recruiting metrics. This section gives you an at-a-glance view of your overall recruiting health.

Key Metrics Explained

1. Hired: The number of candidates who are advanced to the Hired Stage. The chart shows the total number of hires and percentage against the target goal.
   • The bar chart displays your hiring trend over the past six months.
     
   • Letters along the bottom (J, F, M, A, M, J) represent months (January, February, March, April, May, June, etc.), allowing you to track performance throughout the year.
     
2. Average Time to Hire (Days): Time taken between Application submission date and the Hire Date (date on which a candidate is advanced to the Hired Stage).
   
   • Lower numbers indicate a more efficient recruiting process.
     
   • The percentage shows your performance against your target goal.
     
   • The chart shows monthly trends with letters representing months (J, F, M, A, M, J).
     
3. Average Match Score: Average Match Score of candidates advanced to the Hired stage. This metric measures how well hired candidates match position requirements.
   
   • Higher numbers indicate better candidate fit quality.
     
   • The percentage shows your performance against your target goal.
     
   • Monthly performance is tracked with letters (J, F, M, A, M, J) representing months.
     
4. Average Offer Acceptance Rate: Hired Candidates / Candidates with Offers (Hired and Offer stage group configuration is necessary). The chart shows the percentage of offers accepted by candidates.
   
   • Higher percentages indicate competitive compensation and effective candidate experience.
     
   • The percentage shows your performance against your target goal.
     
   • The chart displays month-by-month performance with letters (J, F, M, A, M, J) representing months of the year.

Setting Team Level Goals

You can set and adjust team-level goals by following these steps:

1. Access Goal Setting: Click the "Manage" link in the top-right corner of the Monthly Team Goals section.
   
2. Adjust Goal Values: When the side panel opens, you'll see sliders for each key metric:
   
   • Hired: Set your target number of hires (e.g., 9)
     
   • Time to hire (in days): Set your target average days (e.g., 32)
     
   • Candidate match score: Set your target score on the 0-5 scale (e.g., 3)
     
   • Offer acceptance rate: Set your target percentage (e.g., 66%)
     
3. Fine-Tune Values: You can either:
   
   • Drag the slider to adjust the value
     
   • Directly enter a specific number in the input field on the right
     
4. Save Changes: After setting your desired goals, click the "Save" button at the bottom of the panel.

The dashboard will automatically update to show performance against these new targets.

When Monthly Team Goals Are Not Set

If you haven't set monthly team goals yet, the dashboard will display differently:

• Current Achievement Values: Each metric card will show your actual performance numbers (e.g., 82 hires, 36.6 days average time to hire, 3.6 candidate match score, 36% offer acceptance rate)
  
• No Percentage Indicators: Since there are no targets to compare against, you won't see percentage completion indicators
  
• Goal Status: Each card will display "May goal: N/A" indicating that no goal has been established for that metric
  
• Monthly Trend Charts: The bar charts will still show your month-by-month performance trends, allowing you to track progress over time

Note: Team goals can only be set by the TA Manager / Recruiting Manager who manages a team of recruiters. If no goals are set, the dashboard displays past six months achievements.

Using the Drill-Down Side Panel

Each metric card is interactive. Click on any metric to open a detailed side panel with multi-dimensional analysis:

1. Accessing the Panel: Simply click on any metric card (Hired, Time to Hire, Match Score, or Offer Acceptance Rate).
   
2. Navigation Tabs: The side panel offers four analysis dimensions:
   
   • Recruiters: Shows performance by individual team member
     
   • Department: Breaks down metrics by business unit
     
   • Location: Displays metrics by geographic location
     
   • Source: Shows metrics by candidate source (job boards, referrals, etc.)
     
3. Monthly Trends: Each view displays a six-month trend, with columns representing each month and rows representing the dimension you've selected.
   
4. Interpreting the Data:
   
   • Green cells indicate strong performance
     
   • Yellow cells suggest moderate performance
     
   • Red cells highlight areas needing attention
     
   • Empty cells show where no data is available
     
5. Practical Applications:
   
   • Identify your strongest recruiters in specific metrics
     
   • Discover which departments have the longest time-to-hire
     
   • Compare acceptance rates across different locations
     
   • Determine which candidate sources yield the highest quality matches
     
6. Closing the Panel: Click the "X" in the top-right corner to return to the main dashboard.

My Recruiters Section

The My Recruiters section provides detailed insights into your recruiting team's performance and workload. This section offers two main views: Open Positions and Hires, which you can toggle between using the tabs at the top.

Filtering Options (Applied to Both Open Positions and Hires Views)

Both the Open Positions and Hires views share common filtering capabilities that allow you to segment and analyze your data:

• Location: Filter by geographic region to focus on specific offices or markets
  
• Department: Filter by business unit to analyze recruiting performance within particular teams
  
• Search: Find specific recruiters or positions using the search icon

These filters persist as you switch between the Open Positions and Hires tabs, allowing you to maintain consistent data views as you analyze different aspects of performance.

Setting Recruiter-Level Goals

As a Talent Acquisition Manager, you can set specific goals for individual recruiters or groups of recruiters:

1. Select Recruiters:
   
   • For a single recruiter: Click on the "Actions" button in their row and select "Set goals" from the dropdown menu
     
   • For multiple recruiters: Click the checkboxes next to each recruiter you want to include, then click the "Set goals" button that appears
     
2. Set Weekly Pipeline Goals: In the side panel that opens, you can set targets for:
   
   • Applicants: Number of applicants to be sourced
     
   • Screening: Number of candidates to be screened
     
   • Interviews: Number of interviews to be scheduled
     
3. Set Monthly Hiring Goals: Below the weekly goals, you can establish targets for:
   
   • Hired: Number of positions to be filled
     
   • Time to hire (in days): Target average days to fill positions
     
   • Candidate match score: Target quality score for hired candidates
   • Offer acceptance rate: Target percentage of accepted offers
     
4. Fine-Tune Values: For each metric, you can:
   
   • Drag the slider to adjust the value
     
   • Enter a specific number in the input field
     
5. Review Selected Recruiters: At the top of the panel, you'll see which recruiters will receive these goals
   
   • You can remove individual recruiters by clicking the "X" next to their name
     
   • You can add additional recruiters by clicking "Add recruiter"
     
6. Save or Cancel: Click "Save" to apply the goals to the selected recruiters, or "Cancel" to exit without making changes

This feature allows you to tailor performance expectations based on recruiter experience, position types, or department needs.

Note: Only a TA Manager / Recruiting Manager can set goals for a recruiter. Recruiters cannot set their own goals

Open Positions View

This view shows active requisitions managed by your recruiting team.

Performance Metrics:

• Weekly Performance: Visual gauge of each recruiter's progress for the week
  
• Open Positions: Total number of active requisitions each recruiter is managing. This number only includes positions directly assigned to the specific recruiter.
  
• Positions by Age: Color-coded breakdown showing how long positions have been open
  
  • Green: Newer positions (< 30 days)
    
  • Yellow: Mid-range positions (30-60 days)
    
  • Red: Aging positions (> 60 days)
    
• Position by Health Score: The Position Health is a real-time metric, ranging from 0 to 100, that measures how effectively a job opening is moving through the hiring process. It provides recruiters, hiring managers, and talent leaders with a quick and comprehensive understanding of a position's "health"—indicating its likelihood of being filled swiftly with qualified candidates. This score updates continuously as hiring activity progresses.
  
  • Green (76-100): Strong - Position is well-optimized and attracting quality candidates
    
  • Blue (51-75): Good - Position is performing adequately but has room for improvement
    
  • Yellow (26-50): Fair - Position needs attention to improve performance
    
  • Red (0-25): Bad - Position requires immediate intervention
    

The score is calculated based on seven crucial hiring performance factors. Each factor is carefully weighted to reflect its impact on successful hiring.

• Positions in Interview Stage: Number of positions with active interviews in progress
  
• Avg Match Score: Average Match Score of candidates currently in the interview stage group across all positions assigned to a recruiter. Match Score is a quality rating of candidates currently measured on a scale of 0-5, with higher scores indicating better alignment with position requirements.

Note on Weekly Pipeline Goals: If weekly pipeline goals have not been explicitly set for recruiters, the system applies intelligent defaults based on historical performance data across all recruiters in your organization. These defaults provide a baseline for performance measurement while you establish customized goals for individual team members.

Hires View

When you switch to the Hires view, you'll see analysis of completed placements by your recruiting team.

Additional Filter Options:

• Time Period: Filter by time frame (defaulted to "Last 3 months"), allowing you to focus on recent hires or analyze historical data
  
• The Location and Department filters from the Open Positions view remain available

Performance Metrics by Recruiter:

• Hires: Total number of placements made by each recruiter. This number only includes positions directly assigned to the specific recruiter.
  
• Average time to hire (days): Average days from requisition creation to hire for each recruiter
  
• Average Match score: Quality rating of hired candidates, displayed as a five-dot system
  
• Offer acceptance rate: Percentage of offers accepted from each recruiter
  
• Candidate NPS: Net Promoter Score reflecting candidate experience
  
• Source: Primary source of successful hires (e.g., "Referral") with count indicator

Recruiter Dashboard

Overview

The Recruiter-Specific Dashboard gives individuals direct visibility into their own performance metrics and job portfolio. It functions as a self-service tool that enables recruiters to better prioritize their work, while also equipping managers with the granular insights required for targeted coaching and performance oversight.

The dashboard offers two focused views:

• Open Positions Tab: Track weekly pipeline goals, monitor health for each individual position in your portfolio, and analyze recruitment funnel performance with detailed stage-by-stage breakdowns for every assigned role
  
• Hires Tab: Review your placement history position by position, assess hiring quality metrics for individual roles, and compare your performance against team benchmarks and organizational goals

This personalized view enables recruiters to take ownership of their performance at the position level while providing managers with the specific data needed for targeted development conversations and strategic resource allocation.

Pre Requisites

To access the Recruiter Operational dashboard, users must meet one of the following requirements:

• Be assigned the recruiter role, OR
  
• Have at least one position where they are designated as the recruiter

Weekly Pipeline Goals and Monthly Hiring Goals

Weekly Pipeline Goals Tracker: Circular progress visualization showing performance against key metrics:

• Applicants Reviewed
  
  • Candidates Screened
    
  • Interviews Scheduled

Monthly Hiring Goals Tracker: Shows progress and the past six month trend for a recruiter against hiring goals set by their manager, like number of hires, average time to hire average match score, offer acceptance rate

Note on Weekly Pipeline Goals: If weekly pipeline goals have not been set for the recruiter, the system applies sensible defaults based on historical performance data across all recruiters in the organization. This provides a performance baseline while customized goals are being established.

Note on Monthly Hire Goals: If monthly goals haven't been set for a recruiter, their dashboard will display differently

• Current Achievement Values: Each metric card will show your actual performance numbers (e.g., 9 hires, 38 days average time to hire, 3.8 candidate match score, 79% offer acceptance rate)
  
• No Percentage Indicators: Since there are no targets to compare against, you won't see percentage completion indicators
  
• Goal Status: Each card will display "May goal: N/A" indicating that no goal has been established for that metric
  
• Monthly Trend Charts: The bar charts will still show your month-by-month performance trends, allowing you to track progress over time
  This allows recruiters to track their individual performance while indicating to managers which team members need personalized goal targets established.

Open Positions View

Position Overview: Detailed breakdown of all positions assigned to this recruiter. This overview only shows positions directly assigned to the specific recruiter.:

• Position Title and Location: Shows role and geographic information
  
  • Days Open: Number of days since requisition creation with color-coded indicators
    
  • Position Health: Visual gauge of overall requisition health
    
  • Green (76-100): Strong - Position is well-optimized and attracting quality candidates
    
  • Blue (51-75): Good - Position is performing adequately but has room for improvement
    
  • Yellow (26-50): Fair - Position needs attention to improve performance
    
  • Red (0-25): Bad - Position requires immediate intervention
    
  • Position health is dynamic and based on recruiter activities such as ensuring proper position calibration to attract better matches, publishing the position to activate candidate flow, inviting qualified candidates to apply, and other proactive recruitment tasks.
    
  • Avg Match Score: Quality indicator for candidates in the Interview stage group
    
  • Recruitment Funnel: A combined visualization that shows:
    
    • Candidate Volume: Colored bars display the number of candidates at each stage group
      
    • Time Between Stages: Gray trapezoid overlay shows the average time it takes for qualified candidates to move from one stage to the next (only includes candidates that moved to the next stage for calculation)

Hires View

The Hires tab provides a comprehensive view of all placements made by this specific recruiter. This overview only shows positions directly assigned to the specific recruiter.

1. Performance Metrics:
   
   • Number of total hires completed
     
   • Average time to hire in days
     
   • Average match score of hired candidates (displayed as a five-dot system)
     
   • Offer acceptance rate percentage
     
   • Source distribution of successful hires
     
2. Time Period Analysis:
   
   • Filter option to view hiring data from different time periods (defaulted to "Last 3 months")