There are two places to read your numbers. The Dashboard is the first screen after you sign in and answers "what is happening right now". Analytics answers "how is hiring going over time", across a date range you choose.
Pipeline
10 candidates by current stage- Applied330%
- AI screen440%
- Interview220%
- Hired110%
Step 1: Key figures
Total candidates, Shortlisted (candidates the AI rated Strong match), Proceed with caution (candidates it rated Proceed with caution, worth a closer look) and Upcoming interviews (scheduled from today onwards).
Step 2: Pipeline
How many candidates sit in each stage right now, with each stage's share of everyone in scope. Open board takes you to the pipeline board.
Step 3: Top candidates
The five candidates with the highest current fit score, with their AI recommendation. Click a name to open that candidate in the candidates list.
The dashboard
The dashboard opens on All jobs, the whole workspace. Use the job picker at the top right to switch to one job. The figures, the pipeline, top candidates, upcoming interviews and the activity feed all follow the job you pick.
Your choice is remembered for you in this workspace, and shared across the app: pick a job on the dashboard, the candidates list, the pipeline board or in analytics, and the others open on it next time. Go back to All jobs and the dashboard and analytics open on all jobs again, while the candidates list and the pipeline board, which always show one job, keep the last job you picked. A job that has since been deleted is skipped.
When a single job is selected, the candidate figures become links into the candidates list, already filtered to match the number. On All jobs they stay plain, because the candidates list always shows one job at a time and could not show the same number.
The rest of the dashboard:
- Needs you lists what is waiting on you, across the whole workspace whichever job you pick. See Needs you and notifications.
- Upcoming interviews shows the next few interviews on the calendar.
- Recent activity is the team's activity feed. Narrow it by category with the filter, or switch on Show everything to include housekeeping such as CV downloads. See Notes, activity and the audit log.
Analytics
Go to Analytics in the sidebar. Analytics has seven tabs: Overview, Channels, Velocity, Quality, Experience, Roles and Reports.
Analytics
Where candidates come from, how fast they move, and where the pipeline leaks.
Step 1: Tabs
Each tab answers one question. When you switch tabs, the date range, company and job you picked come with you.
Step 2: Filters
Pick a date range (Last 7 days, Last 30 days, Last 90 days, Last 12 months, Year to date or a custom range), a company if your workspace has more than one, and a job. Compare to previous adds the change against the period before. Reset puts everything back to the last 30 days on all jobs. Analytics opens on the job you last picked anywhere in the app, or on all jobs if that was your last choice.
Every number on a tab uses the same filters, so the figures always agree with each other. Applications count in a range by the day they were submitted, and days are counted in Singapore time.
The Reports tab has no filter row, because each saved report keeps its own range and job. See Reports, exports and schedules.
The Overview tab
Step 1: Headline figures
Applications received in the range, with a small trend line. Qualified rate is the share of scored candidates with a fit score of 70 or more. Median first response is how long the typical candidate waited for the first action from your team. Median time to hire runs from the application to the moment the candidate was moved to Hired.
Step 2: Observations
A few plain sentences about the numbers above. See below for how they are written.
Step 3: Hiring funnel
The furthest stage each candidate ever reached, not where they sit now, with the share that continued from one stage to the next.
Below the funnel, Applications over time shows how many applications arrived in each day, week or month of the range. The most recent period is often still filling.
With Compare to previous on, each headline figure shows how it changed against the period of the same length just before. Faster response and a shorter time to hire count as good changes, even though the arrow points down.
Observations are written from templates, not by AI
The Observations card turns the numbers on the tab into sentences: where the funnel drops most, how much of the pool clears the bar, how long people wait for a reply, how many have had no response, and whether volume is rising or falling. Each sentence comes from a fixed template filled in with your figures. No AI writes them, so they are always exactly what the numbers say. A sentence only appears when there is enough data for it to mean something; for example, the steepest-drop sentence ignores stages fewer than five candidates have reached.
Observations appear on the Overview tab and can be included in a PDF report.
Charts, tables and drilling in
Every chart card has a Chart and Table switch, and a download button for the same data as a CSV. See Reports, exports and schedules.
When one job is selected in the filters, some charts let you click through to the candidates behind a bar, such as a stage in the hiring funnel or a fit-score band. On all jobs they do not, because the candidates list shows one job at a time.
Must-have skill gaps
On the Quality tab, Must-have skill coverage shows, for one job, how much of the scored pool shows evidence of each must-have requirement. The weakest skill is at the top.
Requirements belong to a job, so pick a job in the filter row first. On all jobs the card asks you to. A candidate counts as covering a skill when their current scorecard marks that requirement as matched.
Who can see analytics
Everyone in the workspace can open the dashboard and every analytics tab, including Viewers. Only Owners and Admins can send reports by email. See Roles and permissions.