Four of these reports, everyone has. The fifth is why you’d switch.
Funnel and conversion, time and cost, source performance, job health — and quality of hire, which needs data from after someone starts. That last one is why this sits on the same platform as attendance and payroll instead of next to it.
- Tanca HRM
- Skillify
- Vingroup Retail
- Masan Consumer
- GrabFood VN
- Golden Gate
You have dashboards. You don’t have an answer.
Every applicant tracking system produces a funnel, a time-to-hire figure and a source breakdown. Taken together they describe how busy recruiting was, which is not the same as how well it worked.
Then someone in a leadership meeting asks whether the hiring is any good, and the honest answer is that nobody knows — because knowing requires data from three months after the offer, and the recruiting system’s job ended at the offer.
The gap isn’t analytical. It’s structural. You can’t report on something you never had access to.
Everything. Including who’s allowed to look at it.
Reporting is where most systems introduce a per-seat charge, because viewing feels like a premium act. It isn’t.
No seat count on viewing. If a store manager wants to see the funnel for their own location, that costs nothing and needs no licence.
Five questions, one per report.
Named after what they answer, rather than after the chart type they contain.
Funnel and conversion
Where do candidates stop, and is that stage getting worse?
18 candidates in this period. Conversion rates below roughly 30 move a lot with one extra hire — treat this as a direction, not a measurement.
Time and cost
How long does a hire take, and where do the days actually go?
Source performance
Which channels produce hires, not applications?
Job health
Which open roles are stalling, and how long have they been open?
Quality of hire
Did the people you hired actually work out?
This report populates once your first cohort reaches 90 days.
Three rules, and most funnel charts break at least one.
Stages appear in pipeline order. Not sorted by count. A funnel sorted by value can show more hires than applications, which is impossible, and it makes every conversion rate below it meaningless.
Rejections sit outside the funnel. Not continuing is an outcome, not a level. Put it inside and you get lines like “100% converted from applied to not continuing”, which reads as precise and means nothing.
Conversion is measured between adjacent stages. The headline figure is hires divided by applications. Everything reconciles: hired, not continuing, declined and still in progress add up to the number who applied, and the report shows that sum.
18 candidates in this period. Conversion rates below roughly 30 move a lot with one extra hire — treat this as a direction, not a measurement.
61.1% from eighteen candidates is not a measurement.
One extra hire moves that figure by more than five points. The decimal place implies a precision the data cannot support, and a leadership meeting will treat it as a fact because it looks like one.
So below a sample threshold, rates round to whole numbers and the chart carries a notice saying what the number can and can’t support. The chart still draws — you should see the direction — it just stops pretending to be a measurement.
This costs us something. A confident-looking dashboard demos better. But a reporting product that won’t tell you when its own output is unreliable isn’t a reporting product, it’s decoration.
Did the people you hired work out?
Answering this needs attendance, performance and retention data from months after the offer. A recruiting tool doesn’t have it, and a job board never will. Career GPS runs on the same platform as attendance and payroll, which is the only reason this report can exist.
Still in role at 90 days
Of hires that started in the period
Met their probation target level
Assessed on the hiring competency scale
To first full productivity
Manager-marked milestone
Accepted but didn’t start
Accepted offers where no first day was recorded
Did the interview score predict anything?
Your own hires, in your own roles.
If the relationship is weak, this chart will show that. We’d rather you saw it here than discovered it in year three.
This report begins producing figures once your first cohort reaches ninety days.
Pin what you’re asked about, and stop rebuilding it monthly.
The report you present is usually four tiles, and it is the same four tiles every month.
Pin any chart to a dashboard.
Every panel has a pin. Build the leadership view once and it stays built.
Filter by anything, then keep it.
Location, department, job family, recruiter, source, date range. Save the combination as a named view.
Have it arrive by email.
Weekly or monthly, to whoever asks for it, without anyone logging in.
Export the underlying rows.
Not just the chart image — the candidate-level data behind it, so your finance team can check the arithmetic.
Every chart explains its own computation in one line beneath the title, so nobody in the meeting has to ask what “time to hire” means here.
The reports are downstream of everything.
Pipeline & Candidates
Stage changes, with dates
AI Score & Interview
Competency levels at hiring
Pre-Onboarding
Who actually started
Tanca HRM
Attendance, retention, reviews
Reports
You are here
Four reports need only the first node. The fifth needs all of them — which is the whole argument for hiring and HR sitting on one platform rather than two.
Measured inside the product.
Chuỗi bán lẻ thực phẩm · 22 cửa hàng
Paid job board retired after the source report showed zero hires in two quarters
Công ty logistics · 3 kho miền Nam
Interview scheduling stage cut after the time report named it as the bottleneck
Trung tâm tuyển sinh · Contact Centre
Retention at 90 days, first cohort with the quality-of-hire report running
You’ll see the same reports for your own hiring from the first completed role.
Questions people ask about the reports.
Is reporting really free?
Yes, all five reports, all filters, all exports, and with no limit on how many people can view them.
Why is “not continuing” outside the funnel?
Because it’s an outcome, not a stage. Putting it inside produces conversion rates that look precise and mean nothing. The count is reported separately, and everything reconciles to the number who applied.
Why do some rates have no decimal place?
Below a sample threshold, a decimal implies precision the data can’t support. The report says so rather than quietly rounding.
How is time to hire computed?
Median days from application to accepted offer. Median, not mean, because one unusual hire distorts an average badly at these volumes. Every chart states its own computation.
What do we need for the quality-of-hire report?
Hires that have reached ninety days, and retention or review data from Tanca HRM. Without HRM you’ll get the first four reports in full.
Can we export the underlying data?
Yes, candidate-level rows, not just chart images.
Can a store or department see only their own numbers?
Yes, filtered views by location or department, with no extra licence for the person viewing.
How far back does the data go?
From the day you start using the pipeline. Historical data isn’t discarded or archived behind a retention tier.
Find out where your hiring actually stops.
The first four reports fill as soon as you run a role. The fifth starts ninety days after your first hire.
Start free