Faster decision-making – Quickly see how long roles take to fill, which sources bring the best candidates, and where bottlenecks occur.

Data you can trust – Consistent metrics across projects ensure that comparisons and trends are reliable.

Less manual work – Export and share reports in just a few clicks, saving time on repetitive reporting tasks.

Improved collaboration – Easy-to-read visuals help recruiters, hiring managers, and leadership stay aligned on priorities.

Smarter hiring strategies – By spotting trends in candidate sources, project timelines, or satisfaction (cNPS), recruiters can optimize processes and focus on what works best.

From the main navigation bar at the top, click Reports (Beta).

Inside Reports, the left sidebar displays "My Reports" and "Default Reports.” Default report examples include the default Recruitment metrics we have set up. The “Default Reports” can’t be edited. But you can always make your own Custom Report.

Use the sidebar to switch between saved reports or create a new custom report.

At the top, a filter bar lets you set periods (12M, 6M, 90D, 30D, Previous week, Custom) and refine by project, status, users, dates, location, and more. An Exclude continuous projects toggle is also available.

The main area shows KPI widgets like Time to fill, Time to hire, cNPS, Active projects, and charts such as Applications by source or Hires by source. More widgets appear as you scroll.

Each card includes view details, refresh, and export options. If no data fits the filters, the card shows a placeholder.

Time to fill – Measure how long it takes from opening a role to filling it.

Time to hire – See how quickly candidates move through the process once they apply.

cNPS – Gauge candidate satisfaction with their hiring experience.

Candidate Progression – See how many candidates reached each stage of your recruitment process.

Active projects – Get an overview of how many projects are currently in progress.

Applications by source – See where candidates are coming from (job boards, referrals, direct applications, etc.) to identify your most effective sourcing channels.

Hires by source – Compare application volume with actual hires to understand which channels bring not just quantity, but quality.

New applications – Track the flow of incoming candidates over time, giving you visibility into demand and pipeline health.

Active projects by manager – Monitor workload distribution across managers, helping spot imbalances and ensuring projects stay on track.

Improve collaboration by seeing which managers are driving the most active projects.

Get an instant health check of recruitment activity without setting up custom filters.

Optimize sourcing by focusing on channels that actually convert into hires.

Spot pipeline gaps early by tracking application inflow and project activity.

Enhance candidate experience with cNPS insights.

In the left sidebar, click Create new report.

To rename your new report, Click on the “New report” and you can rename it.

You’ll see a blank dashboard — from here you can start adding your own widgets, by clicking “Add widget”.

Volume metrics: Active projects, Applications, Dropouts, Hires

Performance metrics: Candidate progression, Time in stage category, Time to fill, Time to hire

Quality metrics: cNPS

What it measures: The average number of days it takes to complete a recruitment project from start to finish.

How it’s calculated: For each finished project, we count the number of days between its start date and end date, then average these durations across all completed projects.

Example: If Project A took 30 days and Project B took 40 days, the average Time to Fill = 35 days.

What it measures: The average number of days it takes to hire a candidate from the moment they apply.

How it’s calculated: For each hired candidate, we calculate the number of days between their application date and their hire date, then average across all hires.

Example: If Candidate A was hired in 20 days and Candidate B in 30 days, Time to Hire = 25 days.

What it measures: Candidate satisfaction with their recruitment experience.

How it’s calculated: Candidates rate their experience from 0–10.

Formula: cNPS = % Promoters – % Detractors

Example: 60 promoters, 20 neutrals, 20 detractors → cNPS = 60% - 20% = +40.

What it measures: How many projects are currently in progress.

How it’s calculated: A project is “active” if today’s date falls between its start and end date. For ongoing projects, we count them as active until today.

Example: If 3 projects ran in January and 2 continued into February, you’d see 3 active in January and 2 in February.

What it measures: The flow of incoming candidates over time.

How it’s calculated: Each new application is counted on the date it was created in the system.

Example: If 50 applications came in during March, you’ll see 50 for that month.

What it measures: How many candidates reached each stage of your recruitment process. You can group by source of application and all candidate custom fields you have created.

How it’s calculated: For each application, we track the first time a candidate enters a stage category (e.g., Screening, Interview, Offer). We then count how many unique applications reached each stage during the selected time period.

Example: If 100 candidates applied, 60 reached the Interview stage, and 10 got Offers, those numbers will be shown at each stage.

What it measures: The number of candidates who exited your recruitment process without being hired.

How it’s calculated: A candidate is marked as a dropout when their application is moved to a dropout stage. The date of the most recent activity moving them there is used for reporting. If dropout reasons are configured, you’ll also see why (e.g., “Candidate withdrew,” “Not qualified”).

Example: If 15 candidates withdrew in May, you’ll see 15 dropouts recorded for that month.

What it measures: The average number of days candidates spend in each stage of your recruitment process.

How it’s calculated: For each candidate, we calculate the time between entering a stage category and moving to the next one (or today, if they’re still in it). We then average these times across all candidates.

Example: If candidates typically spend 5 days in “Screening” and 10 days in “Interview,” those averages will be displayed.

Style – choose how the widget looks.

Projects – select which projects or categories to include.

Time – define the period for your data.

Display – show results as absolute values or highlight changes (by percentage or difference).

In the Reports tab, open up your Custom report or create one by clicking “Create new report” on the left. (Remember, you can only add Widgets to your own report and not the default one)

Now we need to add a widget. To do so, press the black button labeled “+ Add widget”. From there, select the “Dropouts” widget

Choose a “Style” (we suggest Stacked bar), what “Projects” would you like it to include, the “Time”, how would you like the data to be grouped, “Time Group” and the “Value group”. The “Value group” is what is most important here. We want to select “Dropout reason”

When we are happy with our options, we can press the black button at the bottom right, “Add to report”. The widget will appear in your report dashboard.