Weekly hiring pipeline

Q: What recruiting metrics should I track weekly?

Applications by source, stage conversion rates, time-to-hire, offer acceptance rate, and the share of best-fit candidates by source. Weekly cadence catches funnel problems with time to course-correct before a hire deadline slips a quarter.

Q: What's a good time to hire?

It varies by seniority and function — most engineering roles land in 30–60 days, leadership roles 60–120. Trend matters most: a role drifting past your baseline usually means the funnel above it has a leak, not the JD.

A weekly automated hiring pipeline report. AI tracks applications, interviews, offers, and time-to-hire across every open role.

Use this template How automations work

Runs weekly Scheduled Delivered to Slack, Email

Weekly hiring pipeline

Active

Trigger

Runs weekly

Instructions

Generate a weekly hiring pipeline report.

Delivery

Slack · Email

Example output

A realistic sample of what this automation delivers — your version draws on your data.

Weekly hiring pipeline Runs weekly · Sent to Slack, Email

Sample output

Funnel, last 30 days

Applications

412 +38 (374)

Onsite

22 +4 (18)

Offers extended

6 +1 (5)

Accept rate

67% -13 pts (80%)

Open roles: 8 (3 eng, 2 sales, 2 GTM, 1 design)

Funnel — last 30 days

Applications: 412 (Eng 184, Sales 96, GTM 84, Design 48)
Phone screen: 71 (17% pass)
Onsite: 22 (31%)
Offer: 6
Accepts: 4 (67%)
Time-to-hire (median): 38 days (target <45)

Bottlenecks

Senior Eng (Platform): 41 applications, 1 onsite — sourcing is fine, screen pass rate is 4%. Worth re-calibrating the screen with the hiring manager.
Sales (mid-market): phone-screen pass rate strong (28%), but offer→accept fell to 50% from 80%. Two declines mentioned comp; pricing benchmark refresh needed.

Starting this week. Two senior engineers — Maya (Eng), Daniel (Eng).

The prompt

Copy, paste, customize.

Drop this into a Basedash automation. AI fills in the numbers from every source you've connected.

Instructions

Generate a weekly hiring pipeline report.

Cover, for each open role:

- Applications this week
- Interviews scheduled / completed
- Offers extended / accepted
- Stage conversion rate (applied → screen → onsite → offer → accepted)
- Time-to-hire (median)
- Source of best candidates

Then summarize:

**Headline.** Net new candidates this week, by role.

**Bottlenecks.** Stages with conversion < 50% of the team's baseline.

**At-risk roles.** Roles open > 60 days. Name them.

**Diversity.** Pipeline composition by gender and underrepresented background (if data exists), with a calm read of whether the team is improving.

Close with one specific change to test in the next two weeks.

Data sources