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Analytics

Analytics and reporting

See where your hiring can improve.

Bring your hiring performance into focus with live dashboards and answers linked to the underlying records. Elevator by Superset helps you understand your sources, spot delays and plan the next conversation with your team.

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Standard dashboards

A useful view for every stakeholder.

Explore live dashboards for leadership, pipeline performance, offers, sourcing and recruiter workload.

  • Executive overview

    Headcount position against plan, fill rate, offer outcomes and the exception queue on one screen.

    For CHRO and head of talent acquisition

  • Pipeline and velocity

    Stage funnel, conversion between stages, requisition ageing, and time to fill by department and seniority.

    For Recruiting leads and hiring managers

  • Offers and compensation

    Accept rate, decline reasons, losses to other offers, band positioning and the volume of compensation exceptions.

    For Head of talent acquisition and finance approvers

  • Source ROI and channel spend

    Cost per hire and quality of hire per channel, so the rate card can be defended or retired.

    For Recruiting operations

  • Recruiter productivity

    Load per recruiter, offer conversion and stage ageing on each desk.

    For Talent acquisition managers

Home page

Start the day with clear priorities.

Find waiting approvals, overdue feedback, stalled requisitions and verification delays in one place. Your hiring overview combines key measures with an attention queue, helping the team act where it can make a difference.

What’s included
  • KPIs: open requisitions, openings to fill, candidates in pipeline, offers outstanding, median time to fill, offer acceptance
  • Needs-attention queue with a count per item and a link to the record
  • Requisition ageing buckets that colour the same way the stage board does
Explore applicant tracking

Source ROI

Invest in the sources that deliver.

Compare channel spend with applications, interviews, offers and hires. See cost per hire, time to hire, offer acceptance and retention together, so sourcing decisions reflect outcomes across the full hiring journey.

What’s included
  • Cost per hire and quality per channel, on the same screen
  • 12-month retention and offer accept rate, so a cheap channel that churns is visible
  • Every figure links back to the candidates and requisitions it was computed from
Explore sourcing and talent CRM

Ask anything

Ask a question. Explore the evidence.

Ask about hiring in plain language and receive a computed answer linked to the records it uses. Move from a headline number to the relevant candidates or requisitions to understand what is behind it.

What’s included
  • One search box for records, pages and questions
  • Answers computed live from the same queries the dashboards use
  • Citations link to the requisition, candidate or offer behind the figure
See how AI works in Elevator

Exports and schedules

Keep the right people informed.

Export dashboards and schedule reports for the audiences who need them. Share a current view of hiring progress on a regular cadence, from a recruiter’s update to a leadership review.

What’s included
  • Export any dashboard or answer
  • Schedule reports daily, weekly or monthly to a named audience
  • Computed at send time from the same records the dashboard reads

Live aggregation

No metric is ever stored. Everything is live aggregation.

A stored metric is a copy that can drift from the record it summarises. Elevator does not keep one. Every figure is computed from requisitions, candidates, interviews and offers when it is asked for, which is why the dashboard, the export and the cited answer never disagree.

  • No metric is ever stored: every number on every dashboard is computed from the records at the moment you open it
  • A figure on a dashboard and the same figure in an export or a cited answer agree, because they are the same query
  • Every dashboard respects the role scoping of the person viewing it, enforced at query level
  • Requisition ageing, funnel conversion and time to fill are read from the audit log and stage history, not re-keyed

What is included

In analytics and reporting

  • Five standard dashboards: executive, pipeline and velocity, offers and compensation, source ROI, recruiter productivity
  • Home page KPIs: open requisitions, openings to fill, candidates in pipeline, offers outstanding, median time to fill, offer acceptance
  • Requisition ageing buckets and a needs-attention queue
  • Cost per hire, median time to hire, 12-month retention and offer accept rate per channel
  • Ask-anything search: search, navigate and ask in one ranked list
  • Computed answers with citations that link to the underlying record
  • Exports of any dashboard or answer
  • Scheduled reports to a named audience
  • Live aggregation on every metric, nothing pre-computed or stored
  • Role-scoped dashboards across seven roles and 43 capabilities

Explore the rest of the platform

Analytics and reporting, answered

What recruiting metrics does Elevator report?
Elevator reports the metrics a talent acquisition team is asked for: open requisitions and openings to fill, candidates in pipeline, stage conversion, requisition ageing, median time to fill, offers outstanding, offer acceptance and decline reasons, cost per hire and retention per channel, and load per recruiter. They are arranged into five standard dashboards and a home page, and every one of them is computed live from the records rather than stored.
What is time to fill?
Time to fill is the number of days between a requisition being approved and its opening being filled by an accepted offer. Elevator reads both dates from the requisition and offer records, reports the median rather than the mean so a single stalled search does not distort it, and breaks it down by department and seniority on the pipeline and velocity dashboard.
What is cost per hire?
Cost per hire is the spend attributed to a sourcing channel divided by the number of hires that channel produced. Elevator computes it per channel from the channel rate card and the source recorded on each candidate, and sets it beside quality signals such as 12-month retention and offer accept rate, so a cheap channel that does not convert is visible as such.
Can we build custom reports?
Elevator ships five standard dashboards so most reporting does not need to be built at all. For a question the dashboards do not answer, ask-anything search computes an answer with citations that link to the records behind it, and any dashboard or answer can be exported or scheduled. Enterprise customers with API access can also pull the underlying data into their own reporting tools.
Who sees which dashboard?
Dashboards are role-scoped. Access follows the same seven roles and 43 capabilities that govern the rest of Elevator, so a hiring manager sees the pipeline and velocity figures for their own requisitions, a finance approver sees offers and compensation, and the executive overview is for the CHRO and the head of talent acquisition. Scoping is enforced at query level, not hidden in the interface.
How does ask-anything search work?
You type a question in plain language and Elevator returns a ranked list that mixes records, pages and a computed answer. The answer is calculated from the underlying data at that moment and carries citations that link to the records it used, so the figure can be checked rather than trusted. The numbers come from the same queries as the dashboards, so an answer and a dashboard never disagree.
Can reports be scheduled or exported?
Yes. Any dashboard or computed answer can be exported, and reports can be scheduled to a named audience on a daily, weekly or monthly cadence. Because nothing is stored, a scheduled report is computed at send time from the same records the dashboard reads.

Your next team starts here

Your hiring.
All together.

A walkthrough of Elevator, shaped around your roles, your people and your process.

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