the problem:

A 21-school network across six regions lacked a unified view of recruiting. Leadership couldn't gauge pipeline health, recruiters were tracked inconsistently, and success metrics were unclear. Data lived in the ATS but wasn't translated into insights.

what i built

I designed and maintained a comprehensive recruiting analytics dashboard that pulled data from our ATS (Lever) and HRIS (Workday) to provide national and regional leadership, as well as individual recruiters, with real-time visibility into hiring performance.

The system included:

  • Tracking of the full funnel from source to hire (showing conversion rates at each stage) which allowed recruiters and leaders to pinpoint where the most candidates were being lost and take timely action

  • Regional and school-level breakdowns so leaders could identify pipeline gaps

  • Individual recruiter performance metrics, including sourcing volume, interview scheduling, and hires

  • Analysis of multi-platform sourcing response rates (Indeed, LinkedIn, Handshake), empowering the team to focus efforts on the most responsive platforms

  • Built-in troubleshooting documentation so users could self-serve data questions

  • Historical benchmarking with 3-year trend comparisons for target-setting

The Impact

  • Reduced time-to-fill by 30% by exposing pipeline bottlenecks

  • Trained hiring managers, boosting data integrity and adoption

  • Enabled leadership to make real-time decisions during peak hiring season

  • Framework was adopted nationally and used for quarterly business reviews

1. Recruiter Level Analysis - Overall Dashboard - Recruitment Funnel.png
2. Recruiter Level Analysis - Recruiter Data - Annual View.png
3. Recruiter Level Analysis - Sourcing Data - Screenshot 1.png
4. Recruiter Level Analysis - Info - Troubleshooting Tips.png
5. Recruiter Level Analysis - Super Tracker - Conversion Assumptions.png
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Personal Recruiting Operations Tracker