Funnel Chart for Recruitment Hiring — ATS Applicant to Offer Yield
A recruitment funnel chart models Applicant Tracking System (ATS) candidate progression ($N_{Applied} \to N_{Screen} \to N_{Onsite} \to N_{Offer} \to N_{Hired}$) to measure pass-through rates and sourcing capacity.
Tip: Paste Excel or Google Sheets rows (Ctrl+V / ⌘V) directly into any cell.
| # | Label | ||
|---|---|---|---|
| 1 | |||
| 2 | |||
| 3 | |||
| 4 | |||
| 5 | |||
| 6 |
Application-to-Hire Yield = (Hired / Applications) * 100%. Onsite-to-Hire Ratio = Hired / Onsite. Interviews per Hire = TotalStages / Hired.
Chart Design & Use-Case Tips
- 01Application-to-Hire Yield = (Hired / Applications) * 100%. Onsite-to-Hire Ratio = Hired / Onsite. Interviews per Hire = TotalStages / Hired.
- 02Use stage pass-through ratios to backward-calculate how many top-of-funnel screens your recruiting team needs to fill open headcount reqs.
- 03If Onsite-to-Offer conversion is very low (< 20%), tighten technical assessment calibration earlier in the funnel to save engineering interview hours.
- 04Paste Lever, Greenhouse, or Ashby pipeline reports directly into the CSV/TSV Workbench.
Frequently Asked Questions
How do talent teams use a hiring funnel for capacity planning?+
If your historical funnel shows 1 hire per 25 phone screens, hiring 10 engineers next quarter requires scheduling roughly 250 phone screens.
What is a healthy Offer-to-Acceptance rate?+
Competitive tech and enterprise recruiting teams target an 80%+ offer acceptance rate; you can add '5b. Offers Extended' and '6. Offers Accepted' as consecutive rows to track it.
Can I pair this with headcount waterfall reporting?+
Yes, use the Waterfall Chart for Headcount Changes to show how those hires net against attrition across the organization.