Analytics

Read the Pro hiring analytics on your dashboard: performance numbers, where candidates drop off, time in each stage, and which sources actually produce hires.

Analytics Pro feature, requires a Vakanssi Pro license answers the questions your gut cannot: is the pipeline actually moving, where do candidates pile up, and which sources bring hires rather than just applications. There is nothing to set up. It reads your real hiring data and appears right where you already work.

Where to find it

Analytics is not a separate menu. It shows up as extra sections, called bands, on Hiring HQ, your home screen. To open it, just click Hiring in the left sidebar of the WordPress admin. You land on Hiring HQ, and the analytics bands sit below the Today row and the Pipeline card.

At the top of the analytics area is a date range selector with three choices: Last 30 days, Last 90 days, and All time. Pick one and every number below follows it. It starts on the last 30 days.

The range picks applications by the date they arrived. A hire made this week from someone who applied two months ago counts under Last 90 days, not Last 30 days. The one exception is Offer acceptance, which counts offers made inside the range.

Since v0.33.5, the selected range appears once: a small label beside each band’s own heading, in the same spot on all three, rather than being restated at the top of the section.

That label matters most for the Pipeline card above the analytics section: it always counts all time, whichever range you have picked below it, so two cards showing different numbers are usually counting different candidates rather than disagreeing with each other.

Performance

Since v0.33.2, the band opens with an applications received each week line chart, with any week a hire happened marked on it, so you can see whether volume is trending up or down before reading a single number.

On the 30-day and 90-day ranges the chart always draws, with a quiet week shown as zero. On All time it covers at most the latest 26 weeks, and until your applications span two weeks it says so instead of drawing.

Below the chart is a row of headline numbers, the ones worth watching over time (often called KPIs, short for key performance indicators):

• Candidates: how many applications came in. This counts applications, so one person who applied to two jobs counts twice.
• In the pipeline: how many are still being worked: not hired, rejected, or withdrawn. This is your live workload. Withdrawn applications appear in none of these three tiles, so they can add up to less than Candidates.
• Hired: how many reached a hired stage. Your wins.
• Rejected: how many were closed out.
• Time to first reply (since v0.33.2): how many days candidates wait, on average, for their first stage change, the first time something visibly happens to their application. Candidates nobody has moved yet are left out of the average rather than quietly improving it.
• Offer acceptance (since v0.33.2): accepted offers as a share of offers made. Hire rate answers whether roles get filled; this answers whether candidates are turning you down at the last step, a different and more expensive problem.
• Hire rate: the share of decided candidates, meaning those hired or rejected, who were hired. Since v0.32.23 candidates still moving through the pipeline are left out of the count, so a fresh 30-day range is not dragged toward zero by people who simply have not reached a decision yet. The tile prints the group it divided by, for example “6 hired of 14 decided”, or a dash before then.
• Avg. time to hire: the days from an application arriving to the last change made to it, averaged over hired applications. That last change is usually the move to Hired, but a later edit to a hired application pushes its number out, which is why this is an approximation.

On the 30-day and 90-day ranges, the volume counts (Candidates, Hired, and Rejected) show a small up or down arrow comparing this period with the one before it, so you can see the direction at a glance.

Since v0.33.5, an arrow only appears once the previous period had at least five of that same thing to compare against (five applications for Candidates, five hires for Hired, five rejections for Rejected): below that, a swing is arithmetic noise rather than a trend, for example one rejection becoming two reading as “up 100%”. All time has no earlier period to compare against, so it shows no arrows either.

Where candidates drop off

This band shows you the leak in the pipeline.

At the top, a plain-language callout names where most candidates stop, for example “Most candidates stop between In Review and Interview: 40.0% move on, and 6 have not.” Since v0.32.23 it only appears once there is a real pattern to name: on a young board with only a handful of candidates it stays quiet instead of flagging whichever stage happens to hold two or three of them.

Below it are two views:

• Conversion funnel: one row per stage, from first to last, leaving out Rejected and any other Lost stage. Each row counts the candidates who applied in the range and reached that stage or any later one, and what share advanced from the stage before, so a healthy pipeline narrows steadily.
  • A candidate whose move was never logged as an individual event counts at the stage they are sitting in. Candidates brought in through Import after Pro was first installed on the site have no recorded start, so the funnel leaves them out. The stage with a real drop, not a handful of candidates, is flagged as the bottleneck.
  • Since v0.33.4, an empty-looking funnel says why: on a full board where candidates arrived without stage history (an import, or sample data), it says there is no journey to chart yet rather than falsely reporting zero applications; on a genuinely quiet period, it says that instead.
• Time in stage: the average number of days candidates spend in each stage. A stage that holds people for a long time is usually a decision waiting to be made, not a candidate problem.
  • Until a candidate has both entered and left a stage inside the selected range, there is nothing to average yet, and the card says so instead of showing a column of dashes.
  • Since v0.35.4, on a database too old to calculate it, the card names what it needs instead: MySQL 8.0 or MariaDB 10.2 or later.

Sources & jobs

The last band is where volume and value separate:

• Source effectiveness: a table of where your applications come from, shown by name (“Careers page”, “LinkedIn”), with the number of applications, hires, and the hire rate for each. A channel sending 200 applications and 0 hires is costing you screening time, while one sending 10 and 2 hires deserves more attention.
• Applications by job: your busiest roles by application count, with hires alongside. Use it to spot a posting that pulls plenty of applicants but produces no hires, usually a sign the job ad promises something the interviews do not confirm.

The hire rate in the source table is hires out of all applications from that source. That is a different measure from the Hire rate tile under Performance, which counts only decided candidates, so the two will not match.

Exporting to CSV

Next to the date range selector is an Export CSV button. It downloads one file for whichever range you have selected: the headline counts, hire rate, and time to hire, the source table, every job (not only the busiest few on screen), the conversion funnel, and time in stage.

Time to first reply, Offer acceptance, and the weekly chart are not in the file. Open it in Excel, Google Sheets, or Numbers like any spreadsheet.

The button only shows for roles with export permission (HR / Compliance and Administrator, see Roles & permissions).

Acting on what you see

The screen earns its keep when a number changes what you do next:

• A big pile in the first stage is a triage problem, not a candidate problem. Book a recurring half-hour to clear new applications, and use assignment so every one has an owner.
• A crowded interview stage usually means candidates are waiting on a decision, not on more interviews. Chase the pending scorecards and make the call. Delay is where good candidates accept other offers.
• A source with many applications and no hires should be tightened or dropped. You pay for it in screening time even when it is free.
• Time to hire creeping up points you at the “Where candidates drop off” band. Find the stage where the time actually goes, rather than trying to hurry every step at once.