Measuring your hiring funnel
Which numbers to watch at each stage of hiring and where to find them in Emoti. Work out stage conversion, reply rate and screen pass rate, spot stalled candidates, and know what to fix when a stage leaks.
A hiring funnel shows how many people move from one stage to the next. Stage conversion, reply rate, screen completion and pass rates, time in stage and interviewer patterns tell you where a search is stuck, so you fix the right thing: the brief, the outreach, the screen or the interviews.
Stage conversion from the pipeline
Every open role shows its pipeline on Home and on the role page: Sourced, Contacted, Replied, Screened, Interviewing and Offer. Divide each stage by the one before it to get that step's conversion rate.
| From | To | What it tells you |
|---|---|---|
| Sourced | Contacted | Whether you act on the matches you find |
| Contacted | Replied | Whether your outreach lands |
| Replied | Screened | Whether interested people make it to a screen |
| Screened | Interviewing | Whether the screen and the brief agree |
| Interviewing | Offer | Whether interviews confirm what the screen found |
For example, if 40 people were contacted and 10 replied, that step converts at 25%. Compare a role with your own past roles of the same kind rather than with other companies' numbers.
Reply rate
Outreach shows reply numbers in two ways:
- Last eight weeks: sent, opened, replied and bounced messages across every sequence, with opened, replied and bounced each shown as a share of messages sent.
- Reply rate for each sequence: replies as a share of the people contacted. People who are scheduled but haven't been contacted yet don't count.
A low reply rate usually points to who you're targeting or the first line. A high bounce rate points to the contact details or deliverability. See Outreach that gets replies.
Screen completion and pass rate
AI screens lists, for each screen, how many people were invited, how many completed it, how many are still to review and how many were advanced.
- Completion rate is Completed divided by Invited. If it's low, check the length, the languages you offer and the camera policy.
- Pass rate is Advanced divided by the screens you've decided, which is Completed minus To review. If almost everyone passes, the screen isn't telling you much. If almost nobody does, the brief and the screen may be asking for different people.
Time in stage
The pipeline counts how many people are at each stage, not how long they've been there. To spot people who've stalled, use the dates Emoti does show:
- when the role opened, on the role page
- Last activity for each person in a sequence
- when each candidate was invited to an AI screen, and when each applicant applied
Good candidates often have other options, so if someone has had no next step for a week, find out why.
Interviewer patterns
In Insights, Interviewer patterns shows each teammate's calls, talk time, questions asked and longest stretch. If candidates drop out after interviews, or interviews don't confirm what the screen found, look here: a team that does most of the talking learns little about the candidate. An insight that follows competing offers, or candidates raising pay, can also explain late-stage drop-off. See Insights across conversations.
When a stage leaks
| What you see | Look at first |
|---|---|
| Few replies | First lines, targeting, the ask and whether pay is mentioned |
| Replies but few screens | How quickly you answer and how easy the next step is |
| Many screened, few interviews | Whether the brief and the screen rubric describe the same person |
| Interviews but no offers | Interview structure, interviewer patterns and pay expectations |
| Offers declined | Competing offers, pay and how long the process took |
Questions people ask about this
Genie answers from this article and the rest of the help center.
Related articles
- Roles and the pipelineWhat a role page shows, what each pipeline stage from Sourced to Offer counts, and what Open, On hold and Filled mean for a role.
- Building an outreach sequenceHow outreach sequences work: steps and days, adding people, what each status means, how a reply stops the sequence, pausing, and the weekly numbers.
- Reading screen results and scorecardsWhat a finished AI screen's scorecard shows, how the 0 to 100 score is worked out, and how to advance or reject candidates after a screen.
- Insights across conversationsAsk a question once and see the answer across every recorded call. Save it as an insight, follow the weekly trend, set alerts, and use interviewer patterns to coach your team.
- Outreach that gets repliesPractical rules for recruiting outreach people answer. A specific first line, why them and why now, a short message with one clear ask, a few steps over about ten days, and stopping when they reply.
- Writing a brief that finds the right peopleWhat to ask before you search, how to split must-haves from nice-to-haves, why evidence beats proxies, and how to calibrate the agent on the first batch of matches.