Recruiting Pipeline Dashboard
Stop losing candidates to your own process.
What changes when you build this
The gaps you're living with today,
and what this tool fixes.
Problems
- Recruiters track candidates across an ATS, a spreadsheet, and Slack threads — and none of them agree on who's in what stage
- Hiring managers ask "where's that candidate?" in standup because there's no shared view of the pipeline
- Candidates sit 5+ days between interview rounds because nobody notices the gap
- Time-to-hire creeps up quarter over quarter but nobody can pinpoint where the process stalls
- Offer-stage candidates ghost because the recruiter didn't see the clock ticking
Solutions
- One board where every candidate lives, from application through offer, updated from a single source
- Hiring managers see their open roles and candidate status without pinging the recruiter
- Candidates aging past stage thresholds automatically flagged — no manual calendar checks
- Stage-by-stage conversion metrics expose exactly where the funnel leaks
- Custom views per role — recruiters see their full pipeline, hiring managers see only their reqs
What the data model looks like
Refine generates this table structure from your
prompt. Edit columns, types, and relationships after.
100%
Mistakes to avoid
These are the failure patterns teams hit most often
when building this.
Candidates stuck between roundsFix: Flag any candidate with no scheduled next step within 48 hours of completing an interview.
Candidates stuck between rounds
Fix:Flag any candidate with no scheduled next step within 48 hours of completing an interview.
Duplicate candidate recordsFix: Add a unique constraint on email and run dedup checks on CSV imports.
Duplicate candidate records
Fix:Add a unique constraint on email and run dedup checks on CSV imports.
No source attributionFix: Require a source field at application entry so you can measure which channels actually produce hires.
No source attribution
Fix:Require a source field at application entry so you can measure which channels actually produce hires.
Hiring manager blind spotsFix: Build a filtered view per hiring manager from day one so they self-serve instead of asking the recruiter.
Hiring manager blind spots
Fix:Build a filtered view per hiring manager from day one so they self-serve instead of asking the recruiter.
Stage definitions that don't match realityFix: Audit stage names quarterly — if a stage has fewer than 5% of candidates, merge or remove it.
Stage definitions that don't match reality
Fix:Audit stage names quarterly — if a stage has fewer than 5% of candidates, merge or remove it.