What KPIs do you give upper management to set hiring expectations for senior tech talent? What tools do you use to calculate/track applicants vs recruiters screens and submissions vs HM interviews which lead to offers?

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You can track those through the ATS, depending on the one you use… you can generate data- time-to-fill, number of applicants, source yield.

If you need info on HM interviews that leads to hire, then you have to organize your process in a way that, the recruiter can monitor the interviews done and move the selected candidate to hire.

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I would recommend asking upper management what they think is important to them because otherwise you are just throwing numbers at them but no insight to action on.

What ATS do you use? That can also help for point you in the right direction. After that you also need to take into how reliable your data is. If you need a tool, I would recommend TalentWall, Eqtble, or Ashby

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We have asked…it’s never quite a straight answer. They want to know how we will hit certain hiring goals which were unrealistic to start with (my teammate and I had no input), and with only 2 recruiters and a 6 step interview process + tight schedules, it’s feeling impossible. If I’m being honest, it also feels like saying “we’ll try to hire 5 people with a niche skillset this month, and here’s how” is just BS when interview success depends on our process and our process feels broken.
We use Lever, it’s okay. I’ll look into those tools!

You can also track the rate you convert candidates through the funnel and aggregate the data by year to id trends

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Do you do this in your company? I feel like it is complicated.

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