All KPIs at a glance

The most important recruiting KPIs – and what they really mean

Steering recruiting requires metrics instead of gut feeling. Our dashboard shows these KPIs in real time:

• Time-to-hire: Time from campaign start to signed contract. The German average is 60–127 days depending on industry – our clients hire in 21 days on average.
• Cost-per-hire: Total cost per hire, including ads, agency and internal effort. The most honest metric for recruiting efficiency.
• Cost-per-application: What does an incoming application cost? Indispensable for comparing channels and campaigns objectively.
• Funnel conversion: How many visitors become applicants, how many applicants become interviews, how many interviews become hires? This is where you see where your process loses candidates.
• Application quality: Share of applications that match professionally – the metric that determines how much time your team spends.

Dashboard instead of Excel: why spreadsheets fail in recruiting

Most companies track their recruiting in Excel – if at all. The problem: the data is outdated as soon as it is entered, nobody maintains it consistently, and connections between channels, campaigns and hires remain invisible.

A recruiting dashboard pulls the data together automatically: campaign performance, incoming applications, funnel stages and costs – live and without manual maintenance. You always see which channel delivers, where candidates drop off and what each hire actually costs. Decisions are based on data, not impressions.

Integrated into your existing HR landscape

The dashboard works with your existing systems instead of replacing them. Applications from your campaigns, your career page and common applicant tracking systems such as Personio or Softgarden converge in one view.

For the first time, this creates a complete picture: from the first click on the ad to the hire – across all channels. Especially with several parallel vacancies, this transparency is the difference between steering and guessing.

Who benefits from a recruiting dashboard

In short: every company that hires regularly. From about three to five hires per year, the insight gain clearly exceeds the effort – because every misallocation of budget to the wrong channel costs more than the tracking.

The dashboard is particularly valuable for managing directors and HR leads in SMEs who need to justify recruiting budgets: instead of "we ran some ads" you report "channel A delivers applications for €18, channel B for €74 – we are shifting the budget".