Hiring funnel & conversion
Stage-by-stage volumes and conversion from applied to hired - pinpointing exactly where candidates drop off and which stages throttle your pipeline.
Turn recruiting data into decisions.
Jobtrix people and talent analytics unifies your ATS and HRMS into a single source of truth - then surfaces funnel health, time-to-fill, source ROI, quality-of-hire, diversity and cost-per-hire on dashboards your leaders actually use. Built by recruiters, wired for BI, advised by our consultants.
Why talent analytics
Stop guessing. Measure what actually drives hires
Most talent teams sit on rich data trapped across an ATS, an HRMS and a dozen spreadsheets - and still run on gut feel. Jobtrix connects those sources, cleans and models the data, and builds dashboards that answer the questions leadership keeps asking: are we hiring fast enough, from the right channels, at the right cost, with the right quality and diversity?
Because we also run search, RPO and a research practice, we don't just hand you a dashboard and leave. Our consultants interpret the numbers, benchmark them against the market, and help you act - from reallocating spend to fixing the stage where candidates drop off.
- One source of truth - ATS, HRMS and spreadsheets unified and de-duplicated.
- KPIs that fit you - metrics defined your way, not a rigid vendor template.
- Predictive layer - forecast hiring demand and attrition, not just report the past.
- Advice, not just charts - our consultants help you turn insight into action.
6 core dashboards
Funnel, TAT, source, quality, diversity and cost - ready to deploy, easy to extend.
Any source
Connects to ATS, HRMS, spreadsheets, job boards and BI tools via APIs.
Predictive
Demand forecasting and attrition risk built on your history plus market signal.
Private & compliant
DPDP, GDPR and SOC 2-style controls, with anonymised DEI reporting.
Dashboards
Six dashboards every talent leader needs
Deploy the core set out of the box, then tailor definitions and add views for your executives, recruiters and hiring managers.
Time-to-fill & time-to-hire
TAT across requisitions, teams and roles, with ageing-requisition alerts and bottleneck analysis so slow stages get fixed before roles go cold.
Source effectiveness & ROI
Which channels - job boards, referrals, agencies, LinkedIn - deliver hires that stick, and what each costs, so you reallocate spend to what works.
Quality-of-hire & retention
Early performance, probation pass-rate and first-year retention linked back to source and process - connecting who you hire to how they perform.
Diversity & inclusion
Representation across the funnel and over time, reported in aggregated, anonymised form with threshold protections - insight without exposure.
Cost-per-hire & productivity
Fully-loaded cost-per-hire alongside recruiter workload, req load and offer-accept rates - the efficiency view your CFO and TA lead both trust.
How it works
From scattered data to acted-on insight
A five-step build that gets you a trustworthy dashboard fast - and a partner who helps you use it.
1 · Connect sources
We integrate your ATS, HRMS, spreadsheets and job boards through APIs and secure connectors - pulling the raw signal into one place.
2 · Model & unify
Data is cleaned, de-duplicated and modelled to shared definitions, so a metric means the same thing across every system and team.
3 · Build dashboards & KPIs
We design executive, recruiter and hiring-manager views around your KPIs - funnel, TAT, source, quality, diversity and cost.
4 · Automate reporting & alerts
Scheduled reports and threshold alerts land in email, Slack or Teams - ageing reqs, stalled stages and target misses flagged automatically.
5 · Advise & act
Our consultants interpret the numbers, benchmark them against the market and help you act - closing the loop from insight to outcome.
Want to forecast demand and attrition, not just report history? Add our AI & predictive layer
Security & privacy
Insight without compromising privacy
People data is sensitive by definition. Jobtrix analytics is engineered so leaders get the numbers they need while individuals stay protected - especially on diversity.
- DPDP Act 2023 - purpose limitation, access control and data-principal rights built in.
- GDPR-aligned - lawful basis, retention controls and DSAR-ready data handling.
- SOC 2-style controls - RBAC, change management, monitoring and audit logging.
- Anonymised DEI - diversity reported in aggregate with minimum group-size thresholds.
- Encryption & isolation - TLS in transit, AES-256 at rest, private tenancy by default.
Integrations
Pull from the systems you already run and push dashboards into the BI tools your teams live in.
ATS - Greenhouse, Lever, Zoho
HRMS - Workday, SuccessFactors, Darwinbox, Keka
Spreadsheets & CSV
Power BI & Tableau
Looker & Metabase
Job boards
REST APIs & webhooks
Better together
Analytics that connects to the whole stack
Dashboards are more powerful when they sit on clean data and feed real decisions. Pair analytics with our AI, ATS and research teams.
AI Solutions
Layer predictive models for demand forecasting and attrition risk on top of your data.
Custom ATS
Capture clean, structured hiring data at source - the foundation of trustworthy analytics.
HR Automation
Automate the reporting and alerts your dashboards trigger across Slack, Teams and email.
Reports & Research
Benchmark your metrics against market talent maps, salary and supply data.
Diversity Hiring
Turn DEI dashboards into inclusive sourcing programmes that move the numbers.
Org Structuring
Feed workforce data into org design and headcount planning decisions.
FAQ
Talent analytics, answered
Standard dashboards cover the hiring funnel and stage conversion, time-to-fill and time-to-hire (TAT), source effectiveness and channel ROI, quality-of-hire and early retention, diversity and inclusion metrics, and cost-per-hire with recruiter productivity. We then tailor KPIs to your definitions - offer-accept rate, interview-to-offer, ageing requisitions, hiring-manager responsiveness and more - so the dashboards match how your organisation actually measures success.
Talent analytics connects to your ATS (Greenhouse, Lever, Zoho Recruit and others), HRMS (SuccessFactors, Workday, Darwinbox, Keka), spreadsheets and CSV exports, job boards, and any system with an API. We model and unify these sources into one clean, de-duplicated data layer, so a metric means the same thing whether it started in your ATS or your HRMS.
Both. Live dashboards refresh on a schedule you choose - from near real-time for operational funnels to daily or weekly for executive views. Automated reports and threshold alerts can be pushed to email, Slack or Teams, so leaders get the numbers without logging in and recruiters are nudged when a requisition ages or an interview stage stalls.
Diversity and inclusion metrics are reported in aggregated, anonymised form with minimum group-size thresholds to prevent re-identification. Sensitive attributes are access-controlled and never exposed at the individual level in dashboards. The whole platform is built to DPDP Act, GDPR and SOC 2-style controls, with role-based access, encryption and audit logging, so you get insight without compromising privacy.
Yes. Because Jobtrix also runs executive search, RPO and a Reports & Research practice, we can benchmark your time-to-fill, source mix, offer-accept and compensation ranges against comparable roles, industries and geographies. That external context turns an internal dashboard into a decision tool - you see not just how you're trending, but how you compare.
See your hiring, clearly.
Bring us your ATS and HRMS data and we'll show you a live funnel, TAT and cost-per-hire dashboard - plus the market benchmark to make sense of it.