The recruiting industry has traditionally struggled to come to a consensus on which Key Performance Indicators (KPIs) they should measure. This makes it difficult to make the case to CEOs, COOs, and Executive Boards about the effectiveness of recruiting initiatives. Not anymore! Greenhouse's Director of Talent Acquisition, Lauren Ryan, shares the KPIs that the Greenhouse recruiting team is using, and why you should consider tracking them, too.

1. G R E E N H O U S E . I
O
5 Recruiting Key Performance
Indicators
HOW WE MEASURE RECRUITING SUCCESS & PERFORMANCE AT GREENHOUSE

2. Lauren Ryan
DIRECTOR OF TALENT ACQUISITION,
GREENHOUSE
Lauren Ryan is the Director of Talent
Acquisition at Greenhouse. She leads
recruiting strategy, tracks the company’s
recruiting KPIs, and oversees process
improvements. She’s thrilled that she’s
found a company that’s as passionate
about the intersection of people and data
as she is!

3. Table of
Contents
Introduction
Key Performance Indicator Overview
Our KPIs
Conclusion

4. Introduction
How can you use data in recruiting? Until now,
there’s been no consensus in the industry on
which metrics to track.
At Greenhouse, we’ve been thinking about these
metrics, talking to customers, and implementing
ideas internally to see what feels most impactful
and actionable.

5. Key Performance Indicator
Overview

6. What’s a KPI?
A KPI is a Key Performance Indicator
Key – focused on the most important metrics
Performance-related – tied to business objectives
Indicators – headlines; not the whole story

7. Our KPIs

8. 1. Qualified Candidates Per Opening
Number of applicants who had an initial screen
interview, per job opening
Qualified Candidates (QC) = candidates who
appear to have the skills necessary to warrant an
early conversation
How you track towards your QC goals acts as a
leading indicator for whether a role is on track for
timely hiring

9. • At Greenhouse, we define QCs as the
number of candidates scheduled for a
screen phone call
• We look for 15–20 QCs per open role,
depending on how unique the
candidate profile is
BENCHMARK:
Qualified
Candidates Per
Opening

10. 2. Candidate Survey Results
Feedback from candidates indicating a positive
experience
Candidates use their experience during recruiting
as a proxy for how much value a company places
on their people and what their experience will be
like as an employee

11. BENCHMARK:
Candidate
Survey Results Across Greenhouse customers, 73% of
candidates indicate they had a positive
candidate experience by answering
“Strongly Agree” or “Agree” to the
question “Overall, my interviewing
experience was a positive one.”

12. 3. Source to Close
How quickly a candidate moves through your
recruiting and interview process
We measure Source to Close as the number of
days between when a candidate applies and when
their offer is resolved (whether accepted or
rejected)
This accounts for roles that are left open
continuously, where Time to Fill loses its impact

13. BENCHMARK:
Source to Close
Across Greenhouse customers, the
average Source to Close is 39 days

14. 4. Offer Acceptance Rate
The percentage of offers extended to candidates
that are accepted
A strong Offer Acceptance Rate usually indicates
a team has successfully filled a pipeline with
candidates, created an efficient and thorough
interview process, poured thought into the
candidate experience, and helped the hiring team
extend an offer to the right candidate for their
team

15. BENCHMARK:
Offer
Acceptance
Rate
Across Greenhouse customers, the
average Offer Acceptance Rate is 87%

16. 5. Hires to Goal
How well you are meeting your hiring objectives
The right quality of hire is only one side of the
coin; you also need to consider the right number
of hires
Tracking and reporting on your organization’s
progress towards this goal is a critical component
of measuring its recruiting success

17. BENCHMARK:
Hires to Goal
Because hiring goals and the way they
are set are unique to each organization,
we don’t have a benchmark. Of course,
we strive to set realistic goals that still
challenge the team and thereby shoot for
100%.

18. Conclusion

19. Conclusion
Greenhouse’s KPIs have not only helped our own
company improve our hiring process, but have
also helped numerous organizations in various
industries use KPIs to support a more strategic
recruiting function.
You’ll be amazed at the extent to which using
these KPIs and sharing them with senior
leadership will drive transparency into your
organization’s successes and hard work.

20. Want more?
Download our eBook, “5 Recruiting KPIs,”
for a more in-depth description of the
points covered in this slideshow.
Get your copy here.

21. Thank you.