Recruiting: overview and how the section works

What the Recruiting section is

Recruiting is where Verinode reads your hiring funnel, from a role you need to fill through to whether the person you hired is still with you a year later. It does not post your jobs for you or pick a candidate. It reads the requisitions, applicants, interview activity, and hires you already have (or add), lines them up against how fast roles fill and how well hires stick across the peer cohort, and lays out what needs attention the way a fractional COO would flag it in a Monday check-in. You decide who to interview, who to hire, and when to make an offer.

This is a Premier feature (see Premier gating below), because staffing is one of the areas where a peer-benchmarked view (how long a comparable role takes to fill, what retention looks like for new hires) is worth the most.

Where to find it

Open Recruiting from the sidebar. The route is /recruiting.

Recruiting is a switchable section, not one of the four sections every account starts with. If you haven't switched it on yet, the page shows a "Switch on Recruiting" panel instead of your data: one click turns it on and the section renders in place. Until then, nothing in Recruiting is computed, so there's no data-fetch cost to leaving it off if hiring isn't a focus right now.

Once it's active, the page loads two layers:

• A home view: the sticky "Recruiting" title, a hero panel with your open-role count, and a stack of horizontally scrolling tile rows underneath.
• A cards slider: a full-screen overlay with seven tabs (Findings, Open Roles, Applicants, Pipeline, Talent Pool, Hires + Retention, Benchmarks) that opens when you click any tile, tab link, or drill-in target. Closing it drops you back on the home view.

The four record kinds Recruiting tracks

Recruiting is built around four record types. Every tile, list row, and detail panel in the section is one of these four, and each carries its own fields and its own logic for what counts as healthy:

• Open Role (requisition). A role you're actively hiring for: title, location, comp range, posting channels, target close date, and status (Posted, Screening, Interviewing, Offered, Hired, Closed). A requisition is usually spawned from a hiring decision Verinode surfaced elsewhere in the platform (a workload or headcount signal that said you need this role), though you can also start one directly from Recruiting.
• Applicant. A candidate against a requisition: name, resume and cover letter, years of experience, certifications held, an overall score out of 100 with a component breakdown, the channel they came from (referral, job board, direct, etc.), status (New, Screening, Advanced, Offered, Hired, Declined, Withdrawn, Ghosted), and a compliance flag when a background-check consideration needs a documented, non-discriminatory review path (surfaced as a "Legal Review" pill, never as the underlying detail).
• Interview Step. One stage in an advanced applicant's pipeline: Phone Screen, On-Site, Reference Check, Decision, or Offer, each with a status (Pending, Scheduled, Completed, Skipped, Cancelled), a scheduled and completed date, and, once it's done, an interviewer's feedback rating and recommendation (Advance or Decline).
• Talent Pool Candidate. Someone worth staying in touch with even though there's no open role for them right now: a past applicant you asked to stay in touch with, or a candidate you sourced proactively. Status is Cold, Warm, Engaged, Hired, Declined, or Unsubscribed, with the roles they've expressed interest in and when they're next due for a check-in.

The Open Roles, Applicants, and Talent Pool tabs each show one kind directly. Pipeline is built from Interview Steps grouped by applicant. Hires + Retention and Benchmarks roll all four kinds up into rates and comparisons.

Home: the six rows

The home view is a fixed stack of rows, top to bottom:

1. Hero panel. Your open-role count as the headline number, with an "Offer Accept" pill when you have an offer-acceptance rate to show, colored by how it's trending. Below that, two secondary figures: applicants In Flight across your open roles, and average Time To Hire in days. If you have no roles and no applicants yet, the subtext reads "Add Data, open a role or import a roster, and Verinode starts tracking your pipeline." If a historical peak hiring month is coming up within your usual lead time, the subtext instead reads "Post now, [Month] peak is N days out."
2. Take Action. Up to three decision tiles pulled from Recruiting's decision engine, most urgent first. When there's nothing open yet, one of three states shows instead, depending on where you are: "Open your first requisition" (post a role or forward applicant emails to your inbound address, so scored applicants and pipeline signals show up here) if your pipeline is completely empty; "All clear across your pipeline" (naming how many prior signals you've already worked through) if you've resolved everything Verinode has caught so far; or "Still learning your pipeline" (as applicants flow in and you close hires, top decisions will appear here) if there's simply nothing to flag yet.
3. Explore. Seven metric tiles you can scan at a glance and click through to the matching tab: Open Roles (count, or "no roles posted"), Applicants (in-flight count, flags how many are cadence-stale, meaning no contact and no next action logged in several days), Time To Hire (your average close days against the peer median), Hiring Flow (the slowest stage Verinode's process mining found between received, interviewed, and hired, distinct from the raw Time To Hire average because this tile answers where hiring stalls, not how long it takes overall), Offer Acceptance (percent over the past 180 days), Retention 90d (percent of new hires still on the team at the 90-day mark), and Talent Pool (warm-plus-engaged count, and how many currently match an open role).
4. Open Roles. One tile per open requisition, plus a permanent New Role tile at the front so you can start one without waiting for a signal. Clicking New Role opens /recruiting/new, a full-page workspace where the Hiring Advisor drafts the job description with a comp range and state-legal clauses while you refine it in the agent panel alongside. When you have no open roles, only the New Role tile shows.
5. In Play. Your active applicants, most urgent (by severity, then alphabetically) first. Empty state: "Applicants will appear here as resumes flow into your recruiting inbox or get added manually."
6. Talent Pool. Warm and engaged candidates who match one of your open roles by their stated interest. Empty state: "Warm candidates matching your open roles surface here as you build the talent pool."
7. Seasonal. Only appears when your historical peak hiring month is inside the near-term lead window. Reads "Post for [Month]" with "Peak in Nd, open roles now land pipelines before the surge." Outside that window, the row reads "When your historical peak hiring month approaches, this row recommends posting ahead of the window."

Every tile carries a small colored status dot next to its status label: green for on-track, amber for something to watch, red for something urgent. This mirrors the severity logic used across the record: a requisition open more than 30 days without closing turns amber, an urgent-priority role turns red; an applicant flagged for compliance review or gone quiet (ghosted, withdrawn) turns amber, a top-scoring applicant turns red so it doesn't get missed; a talent pool candidate whose next nurture check-in is overdue turns amber.

Drill in: the cards slider and its seven tabs

Clicking any tile opens the cards slider. It carries its own tab strip:

Findings. Recruiting's tips (short, contextual coaching notes), any pending hiring decisions still awaiting a requisition, and the full decision grid for this section, all in one scroll. Selecting a decision opens its own drill view with the reasoning behind it.

Open Roles. Every requisition as a card: title, subtitle (role type, location, comp range), a stance pill (see below), and status. Clicking a card opens its detail. Empty state: "Open roles will appear here as you post them. Forward your Indeed or IICRC postings to your recruiting inbox to auto-land the requisition."

Applicants. A searchable, filterable list: free-text search, a channel filter, a status filter, and a score-band filter (Top, 85 and up; Strong, 70 to 84; Mid, 50 to 69; Low, under 50). Each row shows the applicant's name, a stance pill, a "Legal Review" pill when the compliance flag is set, source channel, status, and overall score out of 100. Check up to four applicants to compare them side by side in a modal. Empty state (no applicants at all): "Applicants will appear here as resumes flow into your recruiting inbox or get added manually." Empty state (filters too narrow): "No applicants match the current filters."

Pipeline. A four-column board: Phone Screen, On-Site, Reference, Offer, each column showing every applicant currently at that step. A card flags Stalled when its interview was scheduled more than a week ago and still hasn't been marked complete. Below the board, a Drop-off Heat Strip shows the conversion rate between each pair of adjacent stages over a trailing window, redder where fewer applicants make it through, greener where most do. Empty state: "Pipeline activity will appear as applicants flow in. Forward resumes to your recruiting inbox or upload manually to seed the funnel, drop-off rates unlock once receive / score / advance events log."

Talent Pool. The pool split into three sections, Engaged, Warm, Cold, each showing its count and its candidates. Empty state: same as the Talent Pool row on the home view.

Hires + Retention. Four checkpoint cards, 30-Day, 90-Day, 180-Day, and 365-Day, each showing the percentage of your hires still with you at that mark. The 90-Day and 365-Day cards also show the peer median and how many operators are behind it once the cohort is large enough (peer figures stay directional, without a peer comparison at all, until the cohort has grown past that point). A banner appears when you've had departures in the last 90 days, noting that each one runs back through the retention-reviewer and feeds into how future hiring profiles get benchmarked. Below that, an Awaiting Checkpoint list shows hires whose next 30/90/180/365-day check-in is due, each with a Capture button to log Retained, Departed, or Departing Soon with optional notes, tied to a team member record. Empty state: "Retention retrospectives appear once you've hired and at least one 30/90/180/365-day checkpoint lands. Peer benchmarks unlock at cohort-min."

Benchmarks. A Data Dividend explainer (see below) followed by five metric rows, your value against the peer median, side by side: Time To Fill (days), Applicants Per Requisition, Offer Acceptance, Retention 90d, and Retention 365d. A dash shows wherever you don't have enough of your own history yet for that metric. Empty state: "Benchmarks load once you have hires with received_at and hired_at and at least one retention checkpoint. Peer values unlock when the cohort hits cohort-min." (In plain terms: log enough hires and at least one retention check-in, and this tab starts filling in on its own.)

Stance pills, in plain language

Across Open Roles and Applicants, a small colored pill reads one of: Healthy, Progressing, Watching, At Risk, Blocked, or Closed. This is Verinode's read on where a role or an applicant sits relative to how these things normally move, factoring in things like applicant count, days since posting, and whether an applicant is matched to any open role. It's a quick signal for "does this need my attention," not a score to act on by itself, click through to the detail for the reasoning.

The Data Dividend

Every benchmark on the Benchmarks tab is built from anonymized contributions across the peer cohort, never sold to carriers. Until enough operators in your cohort have contributed hiring data, the tab explains that peer comparison unlocks as the cohort grows, and that every hire you close and every retention checkpoint you capture sharpens the benchmark for you and for everyone else in it. Once the cohort is established, the tab names how many operators are contributing so the number behind the peer figures is never a mystery.

Premier gating: who sees the full section

Recruiting is a Premier feature. Contributor and Executive memberships see a single summary line in place of the full section, something like "Verinode is tracking your operations in this area, full detail unlocks at Premier," with an Upgrade to Premier button. Premier and Founding memberships see the section in full, every row, every tab, no blur.

This is a separate gate from switching the section on (described above). A Premier operator who hasn't switched Recruiting on yet still sees the "Switch on Recruiting" panel first; a Contributor or Executive operator who has switched it on still sees the upgrade summary instead of live data. Both gates have to clear before the section renders.

How the bundle feeds every surface

Everything in Recruiting, the hero panel, the six home rows, all seven slider tabs, and the questions IQ can answer about your pipeline in chat, reads from one computed snapshot: a bundle built fresh on each page load from your requisitions, applicants, interview steps, talent pool, funnel events, retention checkpoints, and referral records, plus the peer benchmark and seasonal-pattern reference data. Because the page and IQ's own "what's my recruiting status" tool share that same bundle, an answer IQ gives you about time-to-hire or a stalled requisition always matches exactly what the page itself shows, there's no separate calculation that could quietly drift out of sync.

A few numbers worth knowing where they come from: Time To Hire averages the days between an applicant's received date and their hired date, across everyone hired in your history. Offer Acceptance is offers accepted divided by offers made, over the trailing 180 days. Cadence-stale counts active applicants who haven't been contacted in several days and have no next action scheduled, so nobody quietly falls off your radar mid-pipeline. All percentage figures are capped at 100 percent even if the underlying event counts are momentarily out of order, so you never see an impossible number like 225 percent retention.

Best-practice example

Say your peak hiring month is coming up and the Seasonal row is showing "Post for [Month]." Before drafting a new requisition, check the Open Roles tab, a role sitting At Risk for three weeks with only two applicants tells you the channels you're using aren't reaching enough candidates for this peak, so widen posting channels on the new requisition rather than repeating what didn't work last time. Once applicants start arriving, watch the Pipeline tab's drop-off heat strip: a hot red segment between Phone Screen and On-Site means good candidates are getting lost between those two steps specifically, that's a scheduling or screening-quality conversation, not a sourcing one. After you hire, the Hires + Retention tab's Awaiting Checkpoint list is the one habit that pays off months later: capturing the 30 and 90-day check-ins is what turns "we think retention has been rough this year" into an actual number you can benchmark against peers.

Related reading

• Understanding your margin
• Benchmarks overview
• Reading a benchmark
• How benchmarks work
• The decision workspace
• Clients and carriers
• Forwarding documents
• Connecting your data