Pipeline Flow — Talent Acquisition Board

Time-to-Fill 41days ▼4 target 45d ✓

Time-to-Hire 24days

Offer-Accept

84%

▲3 QoQ

target >85%

Candidate NPS +58 good drop-off 28%

Active Pipeline 103cands 9 reqs · 6 recruiters

Source Effectiveness ✦

view ↗

5 channels

Open Reqs

Insights

Open Requisitions 9 active

Source-of-Hire Mix

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Field Guide

Pipeline Flow — Talent Acquisition Board

How to Use This

Start with the KPI strip. Time-to-Fill vs target and Offer-Accept rate tell you immediately if the pipeline is healthy or needs intervention. Red trend = act this week.
Use the funnel rail to spot drop-off. Each stage shows pass-through %. A Screen→Interview rate below 35% usually signals a JD-scope mismatch — align with the hiring manager before advancing more candidates.
Cards are draggable across stages. Move a candidate to update their stage in real time. Use the ✦ AI fit score and "aging" badge to triage who to advance first.
The Insights dock (right panel) surfaces overload. Watch the Interviewer Load bars — rebalance loops before they cause scheduling bottlenecks. The AI rebalance suggestion is your starting point.
Source-Effectiveness modal (click the donut KPI) drives budget decisions. Filter by QoH, not just conversion rate — agency spend at $18,500/hire rarely beats a referral at $1,400.
For your own org: What's your current Screen→Interview pass-through? If it's below 40%, run the funnel anomaly filter by req and compare JD language against recent passes.

Watch the Walkthrough

Four AI agents walk this dashboard.

In Context — Sample Feed

Time-to-Fill 41 days ▼4d vs last Q

Offer-Accept Rate 84% ▲3 QoQ

Screen→Interview 43% overall ▼18% on Design

Candidate NPS +58 Good band

Referral QoH 88 / 100 ▲6 vs job boards

Active Pipeline 103 candidates 9 reqs open

Illustrative — wire to your ATS / HRIS feed for live values.