Recruitment analytics
Review open roles, pipeline movement, recorded sources and outstanding follow-ups using the work already captured in your ATS—or describe the dashboard you need and review what TiLab builds.
At a glance
Growth plan
Recruitment analytics, including dashboards built through chat, is part of the Growth plan, coming soon. It reports on the records captured in your workspace; it does not promise like-for-like external benchmarks, guaranteed attribution, or a forecast of who will succeed after hire.
From records to review
A dashboard is useful when the team knows what action follows the number. Start with consistent records, review a small set of operational questions, and return to the candidate or role that needs attention.
Use clear stages, source labels, owners, and next actions so the underlying hiring records mean the same thing across the active team.
See open roles and the shape of their pipelines before deciding where recruiter time and hiring-manager attention are needed.
Use stage aging, stuck candidates, and missing next actions to identify records that need a concrete follow-up rather than another report.
Review interview feedback status and offer progress to locate delays outside the recruiter’s immediate task list.
When a number looks wrong, return to its candidate, application, job, or source record and correct the operating data at the source.
Questions to answer
The product focuses on the questions a hiring team can act on during a regular pipeline review, using the records created by everyday ATS work.
Review open roles and candidate distribution across the pipeline, then use aging, ownership, and next-action records to find applications that have stopped moving.
Describe the dashboard you need in plain language and review the result. The AI proposes a validated configuration, not calculated figures; TiLab computes the numbers under the viewer’s own access.
Review the source labels recorded on candidates and applications while keeping the limits of manual and incomplete attribution visible.
Check interview feedback and offer progress so overdue team input is connected back to the affected candidate and role.
Data quality first
Recruitment reporting inherits the meaning and gaps of the underlying workflow. Agree on stage definitions and update discipline before treating a trend as evidence for a staffing or process decision.
Define the operational fields the team can maintain as part of its normal recruiting work.
The dashboard reflects activity in TiLab; it does not establish causation, and any industry reference point shown beside a metric is orientation rather than a like-for-like comparison.
Common questions
Only as orientation. The analytics overview shows a few cited, dated industry reference points (for example, average time-to-fill and offer acceptance) next to your own figures. Everything else reports on the jobs, candidates, stages, sources, interviews, and offers recorded in your workspace. Treat those reference points as context, not a like-for-like comparison.
Yes. Create with chat sends your instructions, the recent conversation, and the dashboard definition to one external AI processing service, which proposes a validated configuration. It does not receive the underlying report data or computed results. TiLab calculates the figures separately under the viewer’s access permissions, and saved dashboards keep their chat and definition history. The security page sets out the full data handling.
Not by itself. TiLab can report the source labels the team records, but attribution depends on the quality and meaning of those records and may not capture every influence.
It is designed for operational recruiting review close to the ATS record. Teams needing broad financial modelling or cross-company analysis may still use a separate analytics environment.
Explore the workflow
Agree on stage and source definitions now, so the records are ready to review. Recruitment analytics comes with the Growth plan, coming soon; talk to the team about the reporting your hiring reviews need.
Contact the team