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Analytics & reporting

Operational visibility built on recorded events.

Understand how applications move, where they stall, which sources produce progress, and whether selection rates differ across groups — calculated from the events HireIQ actually records.

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hireiq / analytics

Sample data

Applications reaching each stage

  • CV Pool
  • Expert Review
  • Tech Evaluation
  • Shortlisted
  • Selected

Slowest stage

Tech Evaluation

Four-fifths check

Groups under 30 not flagged

Illustration of a stage funnel and fairness monitoring notes.

The problem

Dashboards that guess are worse than none.

Hiring metrics are only useful when they are calculated from real events. HireIQ derives its reporting from recorded stage changes, scorecards, and outcomes, and shows unavailable data as unavailable rather than zero.

How it works

The workflow, step by step.

  1. 1

    Record every transition

    Stage changes, scorecard submissions, and outcomes are stored as events with the actor and time.

  2. 2

    Measure the funnel

    See counts by stage, time spent in each stage, and how long hires took from application to decision.

  3. 3

    Check feedback and AI use

    Track whether scorecards arrive on time and how often reviewers accepted, edited, dismissed, or overrode AI suggestions.

  4. 4

    Monitor fairness

    Compare stage pass-through rates across voluntarily self-identified groups using the four-fifths guideline.

Capabilities

What’s included in analytics & reporting.

  • Funnel and time in stage

    Spot the stages where applications wait longest and the requirements that need attention.

  • Source performance

    Compare application volume and progression by channel, from hosted apply to imports and referrals.

  • Adverse-impact monitoring

    Groups smaller than 30 people are not flagged, and cells under 10 people are hidden to protect privacy.

  • Hiring copilot

    Ask questions about your pipeline in plain language and get answers with citations. Questions about protected characteristics are refused.

  • Candidate reports

    Versioned candidate reports pair a recommendation with a written narrative, giving hiring teams a single summary of the evaluation.

  • Audit log

    Administrators can review who did what, when, and why across the workspace.

Controls and safeguards

  • Fairness analysis uses voluntary self-identification only.
  • Protected characteristics are never used as ranking signals.
  • Copilot actions that change data require explicit confirmation.
  • Metrics are scoped to the viewer’s company and role.

Who it helps

Administrators
Monitor operations and fairness across every requirement.
Recruiting leads
Find bottlenecks and slow feedback before they cost candidates.
Hiring managers
Understand where their roles stand without asking for a status update.

Works together with

FAQ

Analytics & reporting: common questions

Does HireIQ report cost per hire or ROI?

No. HireIQ does not record recruiting spend, so it does not calculate cost per hire or return on investment.

How is fairness measured?

HireIQ compares pass-through rates between voluntarily self-identified groups at each stage and flags ratios below four-fifths when groups are large enough to be meaningful.

Can the copilot change candidate records?

Only after you confirm the proposed action. Its answers cite the records they are based on.

Bring structure to your next requirement.

Create a workspace, post your first role, and see every applicant’s evidence in one pipeline.

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