Join's recruiting analytics is in development. When it lands: funnel conversion, time-to-hire, source-of-hire, and cost-per-hire per board, filtered by team, role family, and location.
See applications, screens, interviews, offers, and hires per role and per role family. Stage-by-stage conversion will show where the funnel leaks: too few apply-to-screen, too few screen-to-interview, offer rejection spike. Fix the leak, not the symptom. Time-to-hire and time-in-stage round out the picture so you know whether the funnel is slow or just narrow.
Applications, screens, interviews, offers, and hires per role
Stage-by-stage conversion reveals exactly where the funnel leaks
Time-to-hire and time-in-stage complete the picture
02
Source-of-hire and board ROI.
Every candidate carries its source. The dashboard will show applications, interview pass-rate, cost-per-applicant, and cost-per-hire per board, across both the 10+ organic boards and the 250+ paid boards. Stop spending budget on the boards that send volume but no quality. Double down on the ones that send the people who get hired.
Every candidate tagged with its source board
Applications, interview pass-rate, and cost-per-hire per board
Stop paying for volume — double down on boards that send hires
WHAT YOU'LL BE ABLE TO DO
Numbers you can act on, in the time you have.
Filter by team, role family, location
Slice the funnel by hiring team, role family (engineering, sales, ops), or job location. Same data, different cuts.
CSV and Excel export
On the Advanced and Enterprise plans, export the candidate list as CSV or Excel, or as a ZIP that adds CVs and attachments, for spreadsheet work or your own analysis.
Scheduled email digests
Send the dashboards to hiring managers or executives on a weekly or monthly schedule. No one has to log in to see the numbers.
Built on the pipeline data you already have
No double entry, no separate analytics tool. Every move in your Join pipeline feeds the dashboards once they're live.
What customers say about Join.Recruiters and hiring managers who use it.
“We know from our data on Join which job boards perform well for us. We can see how many people came through each channel, whether they were qualified or not, and compare across roles. We've found our groove.”
“When our most experienced recruiter, someone who has done headhunting, saw Join and said 'Wow, we can do all of this in one tool?' That's when I knew we were on the right path.”
Josephine StresiusRecruiting Lead, MARTENS & PRAHL GruppeRead the story
“Before Join, our recruiting process was scattered and unclear. Now we can publish both blue-collar and white-collar roles from one tool and keep track of every candidate that applies. We actually run hiring the way it should be run.”
Cengizhan AkanRecruiter, Trigon Gruppe GmbHRead the story
Recruiting analytics FAQ
When will recruiting analytics ship?
No confirmed date yet — it's in active development. Talk to us if you want early access while we finalise the dashboard set.
What hiring metrics will Join's analytics cover at launch?
Funnel conversion (applications, screens, interviews, offers, hires), time-to-hire, time-in-stage, source-of-hire, cost-per-applicant per board, and cost-per-hire per board. Filterable by team, role family, and location.
How will source-of-hire be calculated?
Every candidate carries the source they came in through: the specific job board, the careers page, a referral, a sourced profile, or a multiposting redirect. Join will attribute hires to that source at the application moment, so the source-of-hire metric reflects which channel actually delivered the candidate who got hired.
Will I be able to export the data?
The candidate list, yes. On the Advanced and Enterprise plans, it exports as CSV or Excel, or as a ZIP with CVs and attachments, and the file arrives by email. Dashboards can email weekly or monthly digests to specific people. For deeper BI use cases (Looker, Metabase, Tableau, Power BI) you can already use Join's public REST API today; see the Integrations feature.
What's not in the v1 release?
Per-recruiter and per-hiring-manager dashboards, saved filter presets per user, DEI breakdowns on self-declared demographics, peer benchmarking against anonymised SMB data, and real-time (sub-minute) updates. These are on the roadmap but not at first launch.
