Data & Methodology
How PeoplePulse calculates its HR and Talent Acquisition metrics, which dates each one uses, and the governance rules applied throughout.
Metrics are calculated dynamically based on the selected reporting period and filters. Where underlying data is insufficient, the dashboard displays N/A rather than estimating a value.
All employee, promotion, requisition and candidate records, including rehires, are illustrative synthetic data through 09 Nov 2026. Data and the dashboard refresh date advance every two days from 09 Nov 2026 (09, 11, 13 Nov and onwards), when the dashboard is opened or reloaded. Future activity is excluded; the current month is month-to-date. They do not represent actual company data.
1. Workforce Metrics
| Metric | Definition | Date fields |
|---|---|---|
| Headcount | Employees active on the period end date (hired on or before, and no exit or exit after that date). | Hire Date, Exit Date |
| Average Headcount | (Beginning headcount + Ending headcount) ÷ 2. Beginning = active on the day before the period starts. | Hire Date, Exit Date |
| Hires | Unique employees whose Hire Date falls within the period. | Hire Date |
| Exits | Unique employees whose Exit Date falls within the period. | Exit Date |
| Net Change | Hires − Exits for the period. | — |
| Attrition Rate | Exits ÷ Average Headcount (actual, not annualized). | — |
| Annualized Attrition | Attrition Rate × 12 ÷ months in period. | — |
| Voluntary Attrition | Exits with Exit Type = Voluntary ÷ Average Headcount. | — |
| Involuntary Attrition | Exits with Exit Type = Involuntary ÷ Average Headcount. | — |
| Regrettable Attrition | Exits flagged Regrettable Attrition = Yes ÷ Average Headcount. Uses the dataset flag only. | — |
| Average Tenure | Mean years of service of active employees at period end. | — |
2. Organization Health
Promotion Rate measures how many people are promoted; Promotion Velocity measures how long it takes
| Metric | Definition | Date fields |
|---|---|---|
| Promotion Rate | Unique employees promoted during the period ÷ Average eligible active headcount.Measures how many people were promoted. | Promotion Date |
| Promotion Velocity | Median (primary) and average months employees spend at a level before promotion, from Months Since Previous Promotion.Measures how long promotions take — distinct from Promotion Rate. | Promotion Date |
| Employees Promoted | Unique employee IDs with at least one promotion in the period (multiple promotions counted once). | — |
| Internal Mobility | Not calculated. The dataset has no reliable employee transfer events, so this metric is reserved until movement data is available. | — |
| Critical Roles | Active employees flagged Critical Role = Yes at period end. | — |
| High-Potential Population | Active employees with Potential Band = High at period end. | — |
3. Talent Acquisition
| Metric | Definition | Date fields |
|---|---|---|
| Open Requisitions | Requisitions with Status = Open, opened on or before period end and not filled by then. | Open Date, Filled Date |
| Requisitions Filled | Unique requisitions with Status = Filled and Filled Date in the period. One requisition may produce multiple hires. | Filled Date |
| Hires (TA) | Unique candidates with Status = Hired and Joining Date in the period. | Joining Date |
| Time to Fill | Average (Filled Date − Open Date) for requisitions filled in the period. Open requisitions excluded. | Open Date, Filled Date |
| Time to Hire | Average (Joining Date − Application Date) for hires in the period with both dates. | Application Date, Joining Date |
| Offer Acceptance Rate | Offers with status Hired or Offer Accepted ÷ offers made, for offers dated in the period. | Offer Date |
| Application Cohort Hire Conversion | Applicants entering the funnel during the period who subsequently became hires ÷ all applicants from the period. Shown on the dashboard under this name (Candidate-to-Hire Conversion). | Application Date |
| Internal Hiring Rate | Hires flagged Internal Candidate = Yes ÷ total hires (same hire population). Not internal mobility. | Joining Date |
| Rehire Rate | Hires linked to a former Employee ID ÷ total hires (same hire population). Former employees qualify after a voluntary exit or a restructure / role elimination, at least 90 days before applying. Illustrative synthetic links. | Joining Date; prior Exit Date for time away |
| Requisition Aging | Days Open = reporting date − Open Date for currently open requisitions only; bucketed 0–30, 31–60, 61–90, 91–120, 121+ days. | Open Date |
4. Data Governance
- Reporting period
- Last 6 months: 01 Jun 2026 – 09 Nov 2026. Choose a preset, a single month or a custom month range. Prior period = the same number of calendar months immediately before. Current-month activity is partial; comparisons and annualization retain the selected nominal month count, not an equal elapsed-day window.
- Data as of
- 09 Nov 2026 (latest included activity date; the current month is month-to-date and all metrics stop here).
- Dashboard refreshed
- 09 Nov 2026 (automatic two-day data refresh, starting 09 Nov 2026; UTC).
- Population in scope
- 2,659 active employees at period end, no filters applied.
- Unique employee ID logic
- Employee ID is the unique key. Counts of promoted, hired or exited employees are de-duplicated by Employee ID.
- Unique candidate ID logic
- Candidate ID is the unique key; each candidate is counted once, at the furthest stage recorded. Requisitions are de-duplicated by Requisition ID.
- Missing-data treatment
- Missing values are never converted to zero. 0 = genuinely zero; N/A = cannot be calculated for the selection; Data unavailable = the source dataset is not loaded.
- Date logic
- Events count in the period when their date falls between period start and end inclusive. Status-based measures (headcount, open requisitions) are taken as of the period end date. Tenure is measured at the relevant date (period end, or exit date for leavers).
- Filter logic
- Department, Location and Job Level apply to employees, requisitions and candidates. Job Family, Gender, Performance and Potential apply to employee data. Manager also narrows requisitions and candidates by hiring manager; Recruiter applies to recruiting data only.
Data Quality Checks
Reconciliation and integrity checks run on the full dataset
- PASS · Headcount reconciliationReporting-date ledger 2659 vs employee recount 2659 on 2026-11-09
- PASS · Employee uniqueness3023 unique Employee IDs
- PASS · Candidate uniqueness6080 unique Candidate IDs
- PASS · Requisition uniqueness256 unique Requisition IDs
- PASS · Promotions reference employeesEvery promotion links to a known Employee ID
- PASS · Candidates reference requisitionsEvery candidate links to a known Requisition ID
- PASS · Exit Date ≥ Hire DateChecked on all leavers
- PASS · Promotion Date ≥ Hire DateChecked on all promotions
- PASS · Candidate stages in date orderApplied ≤ screen ≤ interview ≤ offer ≤ join
- PASS · Hire Date ≥ Offer Date1248 hired candidates checked
- PASS · Filled Date ≥ Requisition Open DateChecked on all filled requisitions
Attention Area Thresholds
Used by the Attention Areas panel on the Executive Overview · compared with the prior comparable period
Attrition rate
Surface when attrition rises by at least
Time to fill
Surface when time to fill rises by at least
Offer acceptance
Surface when offer acceptance falls by at least
Promotion velocity
Surface when median velocity rises by at least
Open requisitions
Surface when open requisitions rise by at least
Thresholds apply for this session. No scores are derived from them.