PeoplePulse

Executive People Analytics

Reporting period
Jun 2026 – Nov 2026
Population in Scope
2,659 active employees
Dashboard refreshed
09 Nov 2026

Talent Acquisition

Hiring demand, delivery speed, funnel conversion, sourcing effectiveness and recruiter workload for the scope in view.

Open Requisitions
54
Live demand at period end
Requisitions Filled
55
Unique reqs with Filled Date in period+6
Hires
420
Unique hired candidates+70
Time to Fill
94 days
Average across 55 filled requisitions+58 days
Offer Acceptance Rate
75.6%
523 / 692 offers−9.3 pp
Time to Hire
46 days
Average across n = 420 valid hires−0 days
Application Cohort Hire Conversion
14.4%
284 of 1,971 applicants from the period subsequently hired−8.5 pp
Internal Hiring Rate
9.5%
40 / 420 hires+4.1 pp

Talent Acquisition Executive View

Hiring demand
54 requisitions remain open at period end, with 79.6% open for more than 60 days.
Hiring delivery
55 requisitions were filled during the period, with an average time to fill of 94 days; 420 candidates were hired.
Funnel conversion
Application cohort hire conversion was 14.4% (284 of 1,971 applicants from the period subsequently hired).
Sourcing
LinkedIn generated 111 hires (26.4% of hires), with an observed cohort conversion of 12.4%.

Hiring Demand

Is recruiting keeping pace with new demand?

Open at period end
54
New requisitions opened
62
Requisitions filled
55
Cancelled / On hold
5 / 1

Cancelled and on-hold counts are requisitions opened in the period with that current status (no status-change date in the dataset).

Recruiting Funnel

Application cohort: unique candidates who applied in the period, followed to the furthest stage recorded · differs from the Hires KPI, which counts everyone who joined in the period

StageCount% appliedStage conv.
  1. Applied
    1,971100.0%—
  2. Screening
    1,24363.1%63.1%
  3. Interview
    82842.0%66.6%
  4. Offer
    60730.8%73.3%
  5. Offer Accepted
    45323.0%74.6%
  6. Hired
    28414.4%62.7%

Stage conversion = stage candidates ÷ previous stage · % applied = stage candidates ÷ applicants. A candidate counts at every stage up to the furthest one recorded (stage dates and status).

Largest drop-offs

  • 728 candidates exited between Applied and Screening · 36.9%
  • 415 candidates exited between Screening and Interview · 33.4%
  • 221 candidates exited between Interview and Offer · 26.7%

Recorded outcome status

  • Applied756
  • Rejected - Screening393
  • Hired284
  • Rejected - Interview215
  • Offer Accepted169
  • Offer Declined113
  • Rejected - Offer41

Funnel Insight

  • The largest observed drop-off occurs between Applied and Screening (728 candidates).
  • 42.0% of applicants progressed to interview.
  • Among applicants from the period who reached offer, 74.6% accepted.

Recruitment Source Effectiveness

Candidates = unique applicants in period · hires = unique hires (joined) in period · cohort conversion = applicants from the period subsequently hired ÷ candidates

LinkedIn56611112.4%17171.3%30.2%46 days
Job Portal3566513.2%10176.2%28.4%46 days
Employee Referral3468615.6%10978.0%31.5%47 days
Careers Page3306513.9%9767.0%29.4%47 days
Agency1533919.0%5778.9%37.3%46 days
Campus1332212.0%3582.9%26.3%44 days
Internal Mobility873225.3%3781.1%42.5%43 days

Rates shown as N/A when fewer than 10 candidates/offers; time to hire N/A under 5 hires. Time to fill is requisition-level and has no source, so it is not shown by source. Offer acceptance = offers accepted ÷ offers reached by applicants from the period.

Candidates by Source

Unique applicants in period

  • LinkedIn
    566 · 28.7%
  • Job Portal
    356 · 18.1%
  • Employee Referral
    346 · 17.6%
  • Careers Page
    330 · 16.7%
  • Agency
    153 · 7.8%
  • Campus
    133 · 6.7%
  • Internal Mobility
    87 · 4.4%

Hires by Source

Unique hires in period

  • LinkedIn
    111 · 26.4%
  • Employee Referral
    86 · 20.5%
  • Job Portal
    65 · 15.5%
  • Careers Page
    65 · 15.5%
  • Agency
    39 · 9.3%
  • Internal Mobility
    32 · 7.6%
  • Campus
    22 · 5.2%

Source Hire Conversion

Cohort hires ÷ candidates from source · n = candidates

  • Internal Mobility
    25.3% · n = 87
  • Agency
    19.0% · n = 153
  • Employee Referral
    15.6% · n = 346
  • Careers Page
    13.9% · n = 330
  • Job Portal
    13.2% · n = 356
  • LinkedIn
    12.4% · n = 566
  • Campus
    12.0% · n = 133

Source Insights

  • LinkedIn accounts for 26.4% of hires in the period.
  • Internal Mobility candidates represent 4.4% of applicants and 7.6% of hires.
  • Internal Mobility has the highest observed cohort hire conversion (25.3%, n = 87 candidates) among sources with at least 30 candidates.

Time to Fill

Average (Filled Date − Open Date) for requisitions filled in the period · n = filled requisitions

  • Customer Success
    41 days · n = 8
  • Engineering
    78 days · n = 17
  • Finance
    48 days · n = 2 (small sample)
  • HR
    373 days · n = 2 (small sample)
  • IT
    42 days · n = 3
  • Marketing
    80 days · n = 6
  • Operations
    86 days · n = 3
  • Product
    132 days · n = 6
  • Sales
    127 days · n = 8

Recruiter Workload & Hiring Operations

Descriptive workload and delivery — not a performance ranking · use the Recruiter / Hiring Manager filters above to focus the whole page

Aarav Sharma1047769 days47 days281
Sneha Iyer9125775 days43 days333
Karan Mehta9545161 days45 days220
Vikram Rao7652154 days46 days274
Rahul Menon676155 days49 days246
Priya Nair51161127 days46 days256
Neha Kapoor443848 days49 days126
Ananya Das462948 days42 days235

Open Requisitions by Recruiter

At period end

  • Aarav Sharma
    10
  • Sneha Iyer
    9
  • Karan Mehta
    9
  • Vikram Rao
    7
  • Rahul Menon
    6
  • Priya Nair
    5
  • Neha Kapoor
    4
  • Ananya Das
    4

Requisition Delivery

Filled in period · hires · average time to fill

  • Sneha Iyer
    12 · 57 hires · 75 days
  • Priya Nair
    11 · 61 hires · 127 days
  • Rahul Menon
    7 · 61 hires · 55 days
  • Vikram Rao
    6 · 52 hires · 154 days
  • Ananya Das
    6 · 29 hires · 48 days
  • Karan Mehta
    5 · 45 hires · 161 days
  • Neha Kapoor
    4 · 38 hires · 48 days
  • Aarav Sharma
    4 · 77 hires · 69 days

Workload vs Outcome

Open (x) vs filled (y) requisitions · bubble size = hires

Recruiting Operations Insights

  • 8 recruiters currently manage the 54 open requisitions.
  • The median recruiter workload is 6.5 open requisitions.
  • 50.9% of filled requisitions were closed within 45 days.
  • The largest single recruiter portfolio holds 18.5% of open requisitions.

Offer & Hiring Outcomes

Offers dated in the period, by recorded candidate status

Offers made
692
Accepted
523
Declined
123
Acceptance rate
75.6%
Rejected at offer
46
Hires
420

Accepted (Hired or Offer Accepted) · Declined (Offer Declined) · Rejected at offer stage

Hiring by Department

Where demand and delivery are concentrated · click a column to sort

Engineering181715178 days
Marketing1265980 days
Customer Success682641 days
Sales5872127 days
Operations532986 days
Product4647132 days
HR3214373 days
IT131042 days
Finance021248 days

Recruiting Mix

Distribution of hires in the period

By location

Hired candidates

  • Bengaluru203 · 48.3%
  • Hyderabad63 · 15.0%
  • Chennai46 · 11.0%
  • Gurugram43 · 10.2%
  • Pune40 · 9.5%
  • Mumbai25 · 6.0%

By job level

Hired candidates

  • L179 · 18.8%
  • L276 · 18.1%
  • L3151 · 36.0%
  • L453 · 12.6%
  • L543 · 10.2%
  • L618 · 4.3%

By job family

Employee_Master joiners (candidates carry no job family)

  • Operations43 · 14.7%
  • Sales43 · 14.7%
  • Finance40 · 13.7%
  • HR37 · 12.6%
  • IT35 · 11.9%
  • Data & AI35 · 11.9%
  • Engineering35 · 11.9%

By employment type

Data unavailable — the workbook has no Employment Type field.

Rehires

Hired candidates who previously worked here, linked by former Employee ID · illustrative synthetic data

Rehires
24

Prior period 21 · +3

Rehire rate
5.7%

24 of 420 hires · Prior period 6.0% · −0.3 pp

Former-employee applicants
77

Applied in the period

Former-employee hire conversion
22.1%

All applicants: 14.4%

Median time away
9.3 months

Prior exit to rejoining

Rehires by department

  • Engineering
    7
  • Sales
    7
  • Customer Success
    3
  • Marketing
    3
  • Product
    1
  • Finance
    1
  • Operations
    1
  • IT
    1

Prior exit reason

  • Restructure
    6
  • Personal
    4
  • Relocation
    4
  • Manager
    3
  • Compensation
    3
  • Role Elimination
    2
  • Career Growth
    2

Time away before rejoining

  • Under 1 year
    15
  • 1–2 years
    8
  • 2–3 years
    1
  • 3+ years
    0

Rehires in the period

C35021E10996EngineeringL2Involuntary · Restructure04 Apr 202616 Oct 20266.4
C34619E10127EngineeringL4Voluntary · Manager04 May 202615 Oct 20265.4
C30469E11881Customer SuccessL3Voluntary · Compensation21 Jun 202501 Oct 202615.3
C32220E11654Product (was HR)L4Involuntary · Restructure14 May 202525 Sep 202616.4
C30690E12195SalesL3Voluntary · Personal14 Dec 202523 Sep 20269.3
C35289E12207Marketing (was Sales)L1Involuntary · Role Elimination14 Dec 202520 Sep 20269.2
C30944E11367Sales (was Engineering)L3Voluntary · Compensation13 Aug 202517 Sep 202613.1
C34060E12534Engineering (was Operations)L4Involuntary · Restructure13 Feb 202609 Sep 20266.8
C35856E11498Marketing (was Sales)L3Involuntary · Restructure19 Feb 202608 Sep 20266.6
C33510E11539SalesL1Voluntary · Compensation14 Mar 202604 Sep 20265.7
C32201E10356Engineering (was HR)L2Voluntary · Personal14 Aug 202502 Sep 202612.6
C34629E12870SalesL1Voluntary · Career Growth10 Mar 202625 Aug 20265.5

Talent Acquisition Insights

Demand concentration

Observed

Engineering accounts for the largest share of open requisitions (18 of 54, 33.3%). The top three departments hold 66.7% of current demand.

Interpretation

Where recruiting capacity is most needed at period end.

Demand vs delivery

Observed

62 requisitions were opened and 55 were filled in the period (0.89 filled per new requisition).

Interpretation

New demand outpaced fills in this period; the open backlog may grow.

Source conversion

Observed

Internal Mobility has the highest observed application cohort hire conversion (25.3%, n = 87 candidates) among sources with at least 30 candidates.

Interpretation

A descriptive comparison of conversion only; it does not account for role mix or quality of hire.

Time to fill by level

Observed

Average time to fill is highest for L1 roles (202 days, n = 6 filled requisitions).

Interpretation

Levels with at least three filled requisitions are compared.

Offer outcomes

Observed

75.6% of 692 offers made in the period were accepted; 123 were declined.

Interpretation

Based on the candidate status recorded for each offer.

Requisition Aging & Open Demand

Open Requisition Aging

Days Open = reporting date − Open Date · open requisitions only

  • 0–30 days
    7 · 13.0%
  • 31–60 days
    4 · 7.4%
  • 61–90 days
    2 · 3.7%
  • 91–120 days
    2 · 3.7%
  • 121+ days
    39 · 72.2%

Open Demand by Department

Click a column to sort

Engineering18315 days344 days
Marketing12292 days186 days
Customer Success6265 days217 days
Sales5330 days318 days
Operations5236 days254 days
Product4181 days119 days
HR388 days18 days
IT1458 days458 days

Longest Open Requisitions

10 oldest currently open

Req IDDepartmentRecruiterDays open
REQ20097MarketingVikram Rao660
REQ20240EngineeringPriya Nair659
REQ20089Customer SuccessRahul Menon634
REQ20059MarketingKaran Mehta578
REQ20116MarketingPriya Nair578
REQ20069MarketingSneha Iyer545
REQ20045EngineeringSneha Iyer541
REQ20080OperationsPriya Nair505
REQ20167EngineeringRahul Menon497
REQ20180SalesVikram Rao490

Open Requisitions

Rows open more than 60 days are shaded · job title is not recorded in the Requisitions sheet

Req IDLevelLocationHiring managerOpen dateStatus
REQ20097MarketingL3ChennaiVikram RaoManager-059Critical2025-01-18660Open
REQ20240EngineeringL2BengaluruPriya NairManager-075Low2025-01-19659Open
REQ20089Customer SuccessL4BengaluruRahul MenonManager-043Medium2025-02-13634Open
REQ20059MarketingL1PuneKaran MehtaManager-002Medium2025-04-10578Open
REQ20116MarketingL3BengaluruPriya NairManager-090High2025-04-10578Open
REQ20069MarketingL5ChennaiSneha IyerManager-091Medium2025-05-13545Open
REQ20045EngineeringL3BengaluruSneha IyerManager-004High2025-05-17541Open
REQ20080OperationsL3BengaluruPriya NairManager-031Low2025-06-22505Open
REQ20167EngineeringL4GurugramRahul MenonManager-012Low2025-06-30497Open
REQ20180SalesL3BengaluruVikram RaoManager-033Low2025-07-07490Open
REQ20108Customer SuccessL3BengaluruNeha KapoorManager-034Medium2025-07-13484Open
REQ20204ProductL5PuneRahul MenonManager-024Critical2025-07-16481Open
REQ20062ITL3BengaluruSneha IyerManager-024Medium2025-08-08458Open
REQ20186EngineeringL3GurugramKaran MehtaManager-004High2025-09-02433Open
REQ20038EngineeringL3BengaluruNeha KapoorManager-091Medium2025-09-05430Open
REQ20252EngineeringL4BengaluruVikram RaoManager-087Critical2025-09-08427Open
REQ20081EngineeringL2PuneAarav SharmaManager-027Medium2025-09-15420Open
REQ20094OperationsL5HyderabadKaran MehtaManager-080High2025-10-08397Open
REQ20117EngineeringL3BengaluruVikram RaoManager-096Medium2025-10-16389Open
REQ20190Customer SuccessL4PuneAarav SharmaManager-036High2025-10-31374Open
REQ20115EngineeringL1HyderabadVikram RaoManager-051Medium2025-11-06368Open
REQ20049SalesL4BengaluruSneha IyerManager-005Critical2025-11-18356Open
REQ20092MarketingL3BengaluruSneha IyerManager-023High2025-12-16328Open
REQ20003EngineeringL3BengaluruVikram RaoManager-056High2025-12-25319Open
REQ20163SalesL1ChennaiRahul MenonManager-037Medium2025-12-26318Open
REQ20036EngineeringL4HyderabadKaran MehtaManager-068High2026-02-09273Open
REQ20042SalesL4BengaluruAarav SharmaManager-075High2026-02-09273Open
REQ20251OperationsL3BengaluruAarav SharmaManager-096Medium2026-02-28254Open
REQ20077HRL5HyderabadAarav SharmaManager-067Medium2026-03-24230Open
REQ20134SalesL2BengaluruRahul MenonManager-087Medium2026-04-08215Open
REQ20157EngineeringL3HyderabadAarav SharmaManager-009Medium2026-04-17206Open
REQ20013EngineeringL3ChennaiPriya NairManager-007Medium2026-04-23200Open
REQ20030MarketingL3GurugramKaran MehtaManager-025Critical2026-04-27196Open
REQ20088MarketingL1ChennaiKaran MehtaManager-026Medium2026-05-17176Open
REQ20019EngineeringL2BengaluruAnanya DasManager-036Medium2026-06-02160Open
REQ20035ProductL5BengaluruKaran MehtaManager-030Medium2026-06-04158Open
REQ20050MarketingL5PuneSneha IyerManager-018Critical2026-06-14148Open
REQ20027MarketingL3PuneSneha IyerManager-094Medium2026-06-26136Open
REQ20119MarketingL3BengaluruAarav SharmaManager-031Low2026-07-07125Open
REQ20114EngineeringL3BengaluruAnanya DasManager-016Medium2026-07-17115Open
REQ20082EngineeringL4BengaluruKaran MehtaManager-070Medium2026-08-0497Open
REQ20171EngineeringL4GurugramAarav SharmaManager-024Low2026-08-1685Open
REQ20026ProductL2ChennaiKaran MehtaManager-056High2026-08-2180Open
REQ20203Customer SuccessL4BengaluruAnanya DasManager-052High2026-09-1060Open
REQ20002EngineeringL3MumbaiVikram RaoManager-061Medium2026-09-1159Open
REQ20182Customer SuccessL3BengaluruNeha KapoorManager-034Medium2026-10-0238Open
REQ20183MarketingL3PuneSneha IyerManager-094Medium2026-10-0337Open
REQ20192HRL2ChennaiAarav SharmaManager-071Medium2026-10-2218Open
REQ20248HRL1BengaluruAarav SharmaManager-048Medium2026-10-2317Open
REQ20231OperationsL3PunePriya NairManager-031High2026-10-2812Open
REQ20184OperationsL5GurugramAnanya DasManager-020High2026-10-3010Open
REQ20254ProductL5BengaluruSneha IyerManager-048Medium2026-11-063Open
REQ20261Customer SuccessL1GurugramNeha KapoorManager-078High2026-11-072Open
REQ20255MarketingL2BengaluruRahul MenonManager-087Low2026-11-081Open

Demand Insight

  • 79.6% of open requisitions have been open for more than 60 days.
  • Engineering represents 33.3% of current open demand.
  • Median requisition age is 264 days.

Metric Definitions

Populations and date logic used on this page

Hires
Unique candidates with Hire Date in selected period.
Requisitions Filled
Unique requisitions with Filled Date in selected period. One requisition may result in multiple hires.
Time to Fill
Filled Date minus Open Date for requisitions filled in the period.
Time to Hire
Hire Date minus Application Date for hires with both dates.
Offer Acceptance Rate
Accepted offers ÷ offers made (Offer Date in period).
Application Cohort Hire Conversion
Applicants entering the funnel during the period who subsequently became hires ÷ all applicants from the period.
Internal Hiring Rate
Internal hires ÷ total hires (same hire population). Not internal mobility.
Rehire Rate
Hires linked to a former Employee ID ÷ total hires (same hire population). Time away = Hire Date − prior Exit Date.
Recruiting Funnel
Candidates who applied in the period, followed through recorded stage dates.

Data consistency checks

  • Cohort hires ≤ applicants in cohortPass
  • Hires KPI = hires used in Time to HirePass
  • Internal hires ≤ total hiresPass
  • Rehires ≤ total hiresPass
  • Rehires left ≥ 90 days before applyingPass
  • Accepted offers ≤ offers madePass
  • Filled requisitions all have a Filled DatePass
  • No negative Time to FillPass
  • No negative Time to HirePass
  • No duplicate Candidate IDsPass
  • No duplicate Requisition IDsPass