Hiring Pipeline Metrics Review
Measure the process, not just outcomes.
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Review hiring metrics. Pipeline data per role (applications, screens, interviews, offers, acceptances, time per stage, source): [PIPELINE_DATA]. Goals: [GOALS]. Compute: stage conversion rates (count at stage / count at previous stage); time to fill (open date to accepted offer); time in each stage; offer acceptance rate; source effectiveness (hires per source / applications per source); cost per hire if I give costs (total cost / hires). Show arithmetic for two examples and tabulate the rest. Identify bottlenecks, sources that bring many applicants but few hires, and stages where candidates drop out. If the data allows, compare pass rates across groups at each stage as a prompt for review of the process, noting the sample-size limit and that differences do not by themselves prove bias. Recommend three improvements with expected effect, and provide a monthly dashboard layout. Return the conversion table, the time-to-fill figure with the arithmetic, and a short list of the three clearest bottlenecks, each with a hypothesis and a low-cost test to try over the next quarter. This is a draft for discussion and must not be taken as legal or HR advice. Ask an HR professional or employment lawyer with knowledge of [JURISDICTION] to verify legal, contractual and policy points before use.
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