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Debugging your recruiting funnel: the 3 metrics that matter ...
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But if they dug into the data, they’d see that the problem is really at the bottom of the funnel: “Candidates are making it to the offer stage but declining those offers far too frequently.” If you bring more people into the funnel, the problem will compound, as you’ll be wasting even more of your time with candidates who won’t accept offers.
Candidates are making it to the offer stage but declining those offers far too frequently. “If you bring more people into the funnel, the problem will compound, as you’ll be wasting even more of your time with candidates who won’t accept offers.” Instead, you must focus on why your offer acceptance rate is so low. What’s happening at the offer stage keeping great-fit candidates from saying “yes” to us?
If you bring more people into the funnel, the problem will compound, as you’ll be wasting even more of your time with candidates who won’t accept offers. “Instead, you must focus on why your offer acceptance rate is so low. What’s happening at the offer stage keeping great-fit candidates from saying “yes” to us?” Your recruiting funnel contains a wealth of information, alerting you to the stage/s that need your attention. In my experience, there are 3 key metrics (all conversion rates) you should focus on when it comes to your recruiting funnel.
Instead, you must focus on why your offer acceptance rate is so low. What’s happening at the offer stage keeping great-fit candidates from saying “yes” to us? “Your recruiting funnel contains a wealth of information, alerting you to the stage/s that need your attention.” Note: I recommend starting with evergreen roles (e.g., IC engineering) when tracking funnel metrics. Metrics for one-off roles (e.g., leadership hires) will look different. As you’re constantly hiring for evergreen roles, they’ll deliver comprehensive, valuable data for your early funnel-debugging efforts.
As a technical founder, you’re used to building products with an investigative, problem-solving mindset. When things go wrong, you’re constantly probing, talking to customers, and trying to debug what’s up. And yet, when it comes to recruiting, many founders just throw up their hands when things aren’t working. “If you treat your recruiting funnel like a product – constantly tweaking it with data-driven curiosity – you’ll focus on solving the right problems and ultimately close better candidates faster.” A typical example I see: