RecruitLingo

Act as a recruiting operations analyst. Design a hiring dashboard for {{who will read it — the hiring manager, the VP of Engineering, the exec team, or me}}. THE DATA I HAVE: {{e.g. ATS stage counts, application dates, source, offer accepts and declines, interviewer names, req open dates}} WHERE I'M BUILDING IT: {{Google Sheets / Excel / Looker Studio / Power BI / Tableau / our ATS's built-in reporting}} THE DECISION IT SHOULD SUPPORT: {{e.g. "should we open more reqs", "where is our funnel leaking", "is the panel a bottleneck"}} HOW MANY HIRES THIS COVERS PER QUARTER: {{roughly}} Give me: 1. The 5-7 metrics worth showing to this audience, each with the decision it informs. Cut anything interesting but not actionable. 2. The right chart type for each and why, including where a single number beats a chart. 3. A layout: what goes top-left (the thing they should see first) down to what belongs in a footnote. 4. Two or three metrics to deliberately leave out for this audience, and why they'd cause more confusion or bad behaviour than insight. 5. For each metric, the exact fields I need and how to derive them, including how to treat candidates still in process. 6. Where the numbers will be too small to trust at this hiring volume, and how to show that honestly instead of hiding it. 7. Any metric that would rank or name individual interviewers or recruiters, and whether that belongs in front of this audience. 8. How often to refresh it and who owns it, so it doesn't quietly go stale.