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The problem it solves
When hiring is slow the instinct is to widen the top — post more, spend more, source harder. Often the real problem is one stage in the middle where half the pipeline quietly disappears, and no amount of extra applicants fixes it.
Without stage-level numbers you cannot tell a sourcing problem from a process problem, so you spend money on the wrong one.
How it works
Conversion stage by stage
How many candidates move from each stage to the next, so the drop-off is visible rather than inferred.
Time in stage
How long candidates actually wait at each step, which is usually where a slow process is hiding.
Across your roles
Compare postings against each other, so you can tell whether a weak funnel is that role or your process generally.
What you get
- Stage-by-stage conversion for every posting
- Time-to-hire, and where the time actually goes
- The specific step losing you candidates
- Evidence for whether to spend on sourcing or fix the process
What it looks like
Illustrative example — your own numbers come from your pipeline.
Common questions
How much data do I need before it is useful?+
Time-in-stage is useful immediately. Conversion rates need reasonable volume before the percentages mean anything — with a handful of candidates, read the raw counts rather than the rates.
Can I benchmark against other employers?+
Not currently. Benchmarks across a board this size would be noise dressed up as insight. Your own trend over time is the more honest comparison.
Does it track candidates after they leave the pipeline?+
No. It measures your process, not people once they are no longer in it.
Can I export it?+
Yes, the figures can be exported for reporting elsewhere.
Hire someone who can work from anywhere
Post a role and this comes with it. No contract, no seat licences, no sales call.
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