Open roles
42+5(37)
A free Pinpoint dashboard template for tracking applicants, hiring stages, time to hire, source quality, offers, and recruiting capacity.
7 dashboard blocksNumber, Line, Funnel, Horizontal bar, Table
Preview
A realistic starting point.
The sample data shows the structure. Basedash generates the live version from your connected sources.
Pinpoint recruiting overview
Pipeline, speed, and source quality
Live data
Median time to hire
31 days-4 days(35 days)
Offer acceptance
86%+3 pts(83%)
Applicants and hires
PeopleRecruiting funnel
Applied · 612
Qualified · 184
Interviewed · 92
Offered · 39
Hired · 32
Pipeline by team
Engineering84
Sales67
Operations42
Product38
Hiring watchlist
Backend engineer18 days
Account executive9 qualified
Product designer2 declined
The prompt
Copy, paste, customize.
Drop this into Basedash AI to generate the dashboard from your own schema and business context.
Dashboard instructions
Build a Pinpoint recruiting dashboard for a talent acquisition team.
Include open roles, applicants, qualified candidates, interview progression, time to hire, offer acceptance, source quality, and recruiter capacity. Break results down by department, role, location, source, recruiter, and hiring stage, and compare the current period with the previous period.
Highlight roles with stalled candidates, sources with low qualification rates, declining offer acceptance, and recruiters or interview teams with growing backlogs.
Metrics
What to include.
Core metrics
- Open roles, applicants, qualified candidates, interviews, offers, and hires.
- Stage conversion, time in stage, time to hire, and offer acceptance.
- Source, department, role, location, recruiter, and interviewer performance.
- Pipeline movement against the previous period and hiring plan.
Layout notes
Keep open roles, time to hire, and offer acceptance at the top, applicant and stage progression in the middle, and stalled roles or workload exceptions below. Use consistent stage timestamps across every role.
Data sources
Powered by these sources.
Basedash can generate this dashboard across databases, warehouses, and SaaS tools.
Frequently asked questions
What should a Pinpoint dashboard include?
A Pinpoint dashboard should show open roles, applicants, qualified candidates, stage progression, time to hire, offer acceptance, source quality, and recruiter capacity. Break these measures down by department, role, location, source, recruiter, and hiring stage. Keep pipeline volume beside speed and conversion so the team can distinguish a sourcing gap from a slow interview or offer process.
How do I build a recruiting dashboard from Pinpoint data?
Connect Pinpoint to Basedash and use the template prompt to generate an initial dashboard from jobs, candidates, applications, interviews, offers, and sources. Define when each hiring stage starts and ends before calculating conversion or time in stage. Validate open-role and applicant totals against a known Pinpoint report, then add the department and recruiter breakdowns used in hiring reviews.
Which Pinpoint metrics reveal recruiting bottlenecks?
Track candidates entering each stage, conversion between stages, median time in stage, stalled candidates, interviewer workload, and role age. Pair each rate with the number of candidates so low-volume roles do not create misleading swings. Review bottlenecks by role and department, then identify whether the constraint is sourcing, screening, interview availability, feedback, or offer approval.
How should source quality appear in a Pinpoint dashboard?
Compare sources using applicants, qualified candidates, interviews, offers, hires, and time to hire rather than applicant volume alone. Keep source names and attribution rules consistent, especially when candidates have multiple touchpoints. A useful view shows both conversion and total hires, allowing the team to identify channels that deliver fewer but stronger candidates without overstating tiny samples.
Can a Pinpoint dashboard combine recruiting and HR data?
Yes. Pinpoint recruiting records can be combined with HRIS headcount, workforce plans, compensation bands, or onboarding outcomes to connect hiring activity with approved demand and eventual retention. Match roles, departments, and employee identifiers carefully, protect candidate data, and define the handoff from accepted offer to employee record. Reconcile recent hires before using the combined view for workforce planning.
Keep going
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