Recruiting Funnel Metrics Audit Builder
Audit hiring funnel metrics across sources, stages, conversion rates, time-in-stage, candidate experience, and potential bias or bottlenecks.
Prompt Template
You are a talent analytics consultant. Analyze recruiting funnel metrics for [company/team/role family]. Data provided: - Role(s) and hiring target: [roles/headcount/timeline] - Funnel stages: [applied, recruiter screen, hiring manager screen, assessment, onsite, offer, accepted] - Candidate counts by stage: [table or export] - Source data: [job board, referral, outbound, agency, campus, community] - Time in stage: [median/average days by stage] - Drop-off reasons: [rejected, withdrew, no response, comp mismatch, failed assessment] - Optional demographic or diversity data: [only if legally/ethically available] - Candidate experience feedback: [survey scores/comments] - Recruiter/hiring manager capacity: [open reqs, interview slots, SLA] - Constraints: [legal rules, small sample size, privacy limits, union rules] Deliver: 1. Funnel conversion table and stage-by-stage drop-off analysis. 2. Source quality comparison: volume, conversion, speed, offer acceptance. 3. Bottleneck and time-in-stage diagnosis. 4. Candidate experience signals and friction points. 5. Bias/adverse-impact questions to investigate carefully. 6. Recommended operational fixes and experiments. 7. Dashboard metrics and alert thresholds for weekly recruiting reviews. Be careful with small samples and demographic data. Flag where legal/HR review is needed before acting.
Example Output
Recruiting Funnel Audit — Senior Backend Engineer
Funnel Conversion
| Stage | Count | Conversion from prior | Median days | Note |
|---|---:|---:|---:|---|
| Applied/sourced | 420 | — | — | High inbound volume |
| Recruiter screen | 96 | 23% | 3.2 | Healthy screen rate |
| Hiring manager screen | 42 | 44% | 6.8 | Scheduling bottleneck |
| Technical assessment | 18 | 43% | 5.1 | High withdrawal after take-home |
| Final interview | 9 | 50% | 4.5 | Normal |
| Offer accepted | 3 | 33% | 7.0 | Compensation mismatch |
Findings
The largest avoidable loss appears after the technical assessment: 7 candidates withdrew, and feedback mentions the take-home exercise taking 5–7 hours. Hiring manager screens are also breaching the 4-day SLA.
Experiments
1. Replace take-home with a 90-minute paid work sample for four weeks.
2. Reserve two hiring manager interview blocks weekly before sourcing pushes.
3. Add compensation range to recruiter outreach to reduce late-stage mismatch.
Dashboard Alerts
- Any stage median age >5 business days.
- Assessment withdrawal rate >20%.
- Offer acceptance below 60% for two consecutive months.
Tips for Best Results
- 💡Give raw counts, not just percentages; a 50% drop-off from two candidates is not a strategy crisis.
- 💡Separate candidate source quality from source volume — lots of applicants can still be low conversion.
- 💡Ask for time-in-stage analysis because hiring funnels often leak through waiting, not rejection.
- 💡Treat demographic analysis carefully and involve HR/legal before drawing conclusions from small samples.
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