Vacancy Analytics

Overview

Vacancy Analytics gives you data-driven insights into your recruiting performance. It helps you understand how your hiring pipeline is performing, where candidates are coming from, and where bottlenecks might be slowing down your process.

There are two analytics views:

1. Per-Vacancy Analytics — detailed metrics for a single vacancy
2. Recruiting Overview Dashboard — cross-vacancy metrics and trends

Note: Vacancy Analytics must be enabled for your organization by an administrator. If you don't see the Analytics tab or menu item, contact your admin.

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Per-Vacancy Analytics

How to Access

1. Navigate to Recruiting → Vacancies
2. Open any vacancy
3. Click the Analytics tab (next to Board and Table tabs)

What You'll See

KPI Cards

Four summary cards at the top give you a quick snapshot:

Card	What It Shows
Days Open	How long since the vacancy was first published
Candidates	Total number of candidates, plus how many applied this week
Avg. Time in Pipeline	Average number of days candidates spend in your pipeline
Conversion Rate	Percentage of candidates who reached the "Hired" stage

When Plausible Analytics is configured, four additional traffic cards appear above the pipeline KPIs:

Card	What It Shows
Page Visitors	Unique visitors to this job posting
Pageviews	Total page views
Bounce Rate	Visitors who left without interacting
View → Apply	Percentage of viewers who applied

If you see a yellow banner saying "Website traffic data is not configured", ask your admin to set up Plausible Analytics. See the Analytics Setup Guide.

Pipeline Funnel

A horizontal bar chart showing how many candidates are at each stage of your hiring process. Each bar shows:

• Stage name (e.g., New, Screening, Interview, Offer, Hired)
• Candidate count at that stage
• Conversion percentage relative to the first stage

This helps you see at a glance where candidates drop off.

Stage Duration (Bottleneck Detection)

Horizontal bars showing the average number of days candidates spend in each stage. Stages that take significantly longer than average are highlighted in red and labeled as Bottleneck.

How to use this: If you see a bottleneck, it means candidates are getting stuck at that stage. Common causes:

• Waiting for interviewer availability
• Slow feedback from hiring managers
• Missing documents or assessments

Source Breakdown

A doughnut chart and detailed list showing where your candidates come from (e.g., LinkedIn, Website, Referral, Job Boards). For each source you can see:

• Number of candidates
• Number of hires from that source

This helps you understand which recruitment channels are most effective.

Candidate Flow

A line chart showing the number of new candidates over time (grouped by week). This helps you see:

• Whether candidate interest is increasing or decreasing
• If a recent job posting or campaign had an impact
• Seasonal patterns in applications

Recent Activity

A timeline of the latest actions taken on this vacancy:

• Candidates added or moved between stages
• Notes and comments added
• Vacancy published/unpublished/closed

Website Traffic Sources

When Plausible is configured, a doughnut chart appears showing where website visitors to this vacancy come from (LinkedIn, Direct, Google, Telegram, etc.). This is separate from the Source Breakdown above:

• Source Breakdown = where candidates in your pipeline came from (internal data)
• Website Traffic Sources = where website visitors came from (Plausible data)

A vacancy might get lots of LinkedIn visitors but most actual applications from referrals — these two charts together tell you the full story.

Campaign Link Builder

At the bottom of the analytics tab, the Campaign Link Builder lets you generate tracked URLs for this vacancy:

1. Pick a Source (LinkedIn, Telegram, Email, etc.)
2. Pick a Medium (social, paid, organic, etc.)
3. Optionally type a Campaign name
4. Click Copy to copy the tracked URL

The generated link includes UTM parameters for Plausible tracking and a source parameter for internal candidate attribution. Use these links when sharing the vacancy on social media, in emails, or on job boards.

Tip: For quick ad-hoc sharing, use the Link Builder here. For budgeted campaigns with ROI tracking, create a campaign in Recruiting → Campaigns.

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Recruiting Overview Dashboard

How to Access

1. In the left navigation menu, click Analytics under the Recruiting section
2. Or navigate directly to /recruiting/analytics

What You'll See

KPI Summary Cards

Five summary cards showing your overall recruiting health:

Card	What It Shows
Open Vacancies	Number of currently open vacancies
Closed This Period	Vacancies closed within the selected date range
Avg. Time-to-Fill	Average days from first publish to close, across all vacancies
Active Candidates	Total candidates across all open vacancies
Hires This Period	Number of candidates hired within the selected date range

Vacancy Page Traffic (Timeseries)

A line chart showing daily visitor and pageview trends across all vacancy pages. Two lines are displayed:

• Blue — Unique visitors per day
• Green — Total pageviews per day

Use this to see the impact of campaigns, social posts, or job board listings on your overall vacancy traffic.

Website Traffic Sources

A doughnut chart showing where your vacancy page visitors come from (based on Plausible data). This shows actual website traffic — not internal pipeline sources. Helps you identify which channels drive the most awareness.

Visitors by Country

A horizontal bar chart showing the top 10 countries your visitors come from. Useful for evaluating geographic reach and whether your targeting is effective.

Hiring Trends

A line chart showing monthly trends for:

• Opened — new vacancies created
• Closed — vacancies filled/closed
• Hires — candidates hired

This helps you see if your hiring pace is increasing or decreasing.

Source Effectiveness

A horizontal bar chart showing which candidate sources (LinkedIn, Website, Referral, etc.) bring the most candidates across all vacancies. Use this to:

• Decide where to invest recruitment budget
• Identify underperforming channels
• Compare source quality

Vacancy Performance Table

A sortable table of all your vacancies with columns:

Column	Description
Vacancy	Vacancy title (click to view per-vacancy analytics)
Views	Page visitors (when Plausible is configured)
Days Open	Time since first published
Candidates	Total candidate count
View→Apply	Visitor to applicant conversion (when Plausible is configured)
Hired	Number of hired candidates
Conversion	Percentage of candidates hired
Pipeline	Health indicator: Good, Slow, or Stuck

Pipeline Health meanings:

• Good (green) — Vacancy is progressing well or has hires
• Slow (yellow) — Open for 31–60 days without hires
• Stuck (red) — Open for over 60 days without hires

Filters

Use the filters at the top to narrow your view:

• Date range: Last 30 days, 90 days, 6 months, or 12 months
• Status: Open vacancies, Closed vacancies, or All

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Tips and Best Practices

1. Check analytics weekly — Regular reviews help you catch bottlenecks early
2. Compare sources — Use both Website Traffic Sources (who visits) and Source Effectiveness (who applies) to understand your full funnel
3. Watch for stuck pipelines — A "Stuck" indicator means a vacancy needs attention
4. Use stage durations — If screening takes too long, consider streamlining your initial review process
5. Track conversion rates — Low conversion might indicate misaligned job descriptions or overly broad sourcing
6. Use tracked links — Always share vacancy links with UTM tracking (via the Link Builder or Campaigns) so you can see which channels actually work
7. Watch country breakdown — Make sure your geographic reach matches where you want to hire

See Also

• Website Analytics — Traffic data details and setup hints
• Campaign Management — Creating budgeted campaigns with ROI tracking
• Vacancy Management — Creating and managing vacancies
• Candidate Information — Managing candidate profiles