Analytics
Counting submissions rewards the wrong behaviour.
Suite C
Ten cards, and one of them is a coaching conversation.
Output, throughput and load — the ordinary measures, per recruiter and against the team. Then the one that is harder to get anywhere else: rejected-candidate pattern analysis, which reads the structured rejection reasons on a recruiter's declined submissions and says what keeps recurring.
That is a coaching card, not a performance score. “Six of your last twenty declines were notice period” is an actionable sentence; “conversion 14%” is not.
- Hours to first submission3122
- Submitted → shortlisted38%26%
- Rejected below experience bar197
- Offers accepted81%79%
- It needs rejection reasons —
Which is why they are captured as structured data rather than free text.
- Against team medians —
A number without a comparison is a number nobody acts on.
- The same idea runs on sales calls —
Call intelligence coaches reps on talk ratio and objection handling against their own team's medians.
The fair objections
Because performance data is easy to misuse.
›Is this a surveillance tool?
It is built as a coaching surface — every figure sits beside the team median, because a number without a comparison is just a number somebody will argue with. If you use it as a league table it will work as one; we would rather you did not.
›What does it need from us to be useful?
Rejection reasons, recorded properly. Almost every interesting reading here — screening too hard, losing people on money, the same bar failing every month — comes out of the reason a recruiter picked when they moved somebody.
›Does it account for role difficulty?
Not automatically. A recruiter working three executive searches will look slow against someone running volume, and you should read it knowing that. Cut it by role family before drawing conclusions.
›Can a recruiter see their own numbers?
Yes — including their own commission book, earned, pending and paid, with a drill-down into what produced each figure. A conversation where both sides read the same screen is a shorter one.
›Does the same idea apply outside recruitment?
The sales side has its own version over recorded calls — talk ratio, objection handling, against the team's own medians. Same principle, different corpus.
Book a demo
Look at one recruiter's declines.
The pattern is usually visible in about ninety seconds, and usually fixable.