Metrics Overview
Why a dictionary is “core”
Most reporting failures aren’t “dashboard problems” — they’re definition drift: two teams calculate the “same” metric differently (filters, grain, time rules, source fields), and the organization loses trust in the numbers.
What’s inside the Metrics Dictionary
- Metric ID + Group: stable identifier and domain grouping for navigation and change control.
- Metrics category: a cross-domain lens (e.g., cost efficiency, operational performance, sentiment & experience, decision integrity).
- Definition + interpretation: what it means and what movement usually implies.
- Formula + inputs: explicit numerator/denominator and calculation logic.
- Grain + filters: what level the metric is valid at (candidate, req, employee, day/week) and which filters apply.
- Data mapping + governance: where it lives (object/field), source of truth, owner, refresh cadence, and targets (when applicable).
New: Decision Integrity metrics
Most recruiting analytics measure throughput (time, volume, conversion). Decision Integrity measures something different: whether evaluation is consistent, explainable, and stable over time — and whether the screening signal is actually predictive downstream.
Next: the full dictionary page is where these metrics live with definitions and formulas.
Coverage by domain group
| Group | # Metrics | What it typically supports |
|---|---|---|
| Recruiting | 14 | Funnel conversion, cycle time, interviewer + HM behaviors |
| Staffing Effectiveness | 20 | Quality, cost, throughput, and forecasting readiness |
| Turnover / Retention | 15 | Attrition drivers, cohort risk, interventions |
| Workforce | 19 | Headcount, composition, growth and planning |
| Compensation | 20 | Pay equity, compression, competitiveness |
| HR Service Delivery | 20 | Case volume, resolution time, service quality |
| Training | 12 | Enablement, adoption, effectiveness, ROI |
| Performance Management | 11 | Goal quality, rating integrity, review cycles |
The full dictionary includes additional groups (e.g., internal movement, leadership, organizational effectiveness, benefits, health & safety, attendance). This page highlights the recruiting-ops spine.
Featured: Recruiting operations spine
A small set of metrics that tend to explain most funnel health outcomes: conversion, cycle time, decision latency, and execution hygiene (e.g., scorecard timeliness).
| ID | Metric | Definition | Formula (short) |
|---|---|---|---|
| 14.15 | Pass-through %: App → Screen | Share of applications that progress to recruiter screen. | moved_to_screen / applications |
| 14.16 | Pass-through %: Final → Offer | Share of final loops that result in an offer. | offers.sent / final_loops |
| 14.18 | Pass-through %: Offer → Hire | Share of offers that result in a hire. | hires / offers.sent |
| 14.20 | Time-to-Hire (days, median) | Median days from start of process to hire. | median(hire_dt − start_dt) |
| 14.21 | Time-to-Schedule (hours, median) | Hours from interview request to first scheduled slot. | median(interview_start − request_dt) |
| 14.09 | Decision Latency (days, median) | Days from decision request created to decision recorded. | median(decision_dt − request_dt) |
| 14.14 | On-time Scorecards % (≤24h) | Share of submitted scorecards received within 24 hours. | scorecards_≤24h / scorecards |
| 14.08 | Candidate NPS | Net Promoter Score from post-process candidate survey. | (promoters − detractors) / total * 100 |
Governance and change control
- Definition changes are versioned: a metric’s meaning should not change silently.
- Owners are named: every metric has a steward responsible for correctness and fit-for-use.
- Time rules are explicit: reporting timezone, source timezone, and local time entity are documented.
- Dashboards reference IDs: charts point to metric IDs to reduce drift across teams.
Let's Connect
Open to roles in People Analytics, Talent Intelligence, People Ops, and Recruiting Operations — especially teams building internal AI capabilities.