Accessing analytics
Click Analytics in the left sidebar to open the analytics dashboard. It provides a real-time overview of your interview activity and candidate performance.
Filtering your data
At the top of the analytics page, use the filters to narrow the data:
Date range — Choose from Last 7 days, Last 30 days, Last 90 days, or All time.
Interview — View analytics for all interviews or select a specific one from the dropdown.
All metrics and charts update immediately when you change filters.
Key metrics
Four summary cards appear at the top of the analytics page:
Active interviews — The number of interviews currently open and accepting candidates.
Total interviewed — The number of candidates who completed interviews in the selected period, with a trend indicator comparing to the previous period.
Avg. score — The mean overall score (out of 100) across all candidates in the period, with a trend indicator.
Completion rate — The percentage of candidates who started and completed the interview.
Trend indicators (on Total interviewed and Avg. score) show the percentage increase or decrease compared to the previous equivalent period (e.g., last 30 days vs. the 30 days before that).
Charts and visualizations
Interview pipeline
Shows the volume of completed interviews over time as an area chart, broken down by day (for 30 days or less), week (for 90 days or less), or month (for longer periods). Use this to identify hiring activity trends and busy periods.
Score distribution
Displays how candidate scores are distributed across five ranges: Excellent, Good, Average, Below Avg, and Poor. This helps you understand whether your interviews are calibrated correctly — a healthy distribution typically shows a bell curve rather than all candidates clustering at the top or bottom.
Top interview flows
Ranks your interviews by average score, showing which roles have the strongest candidates. This chart is hidden when you filter to a specific interview.
Performance breakdown
Breaks down average scores by evaluation category (Communication, Domain Exp., Problem Solving, Cultural Fit, Professionalism) across all candidates. This reveals which areas candidates tend to be strongest or weakest in, helping you adjust your questions or evaluation criteria.
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Tip: Use the Performance breakdown chart to identify if candidates consistently score low in a specific area — it may indicate your questions need adjustment rather than a candidate quality issue.
Tips for using analytics
Check completion rate regularly — A low completion rate may indicate the interview is too long, the device check is causing friction, or pre-screening is too strict.
Compare periods — Use the trend indicators to see whether your hiring metrics are improving over time.
Filter by interview — When you have multiple active roles, filter to a single interview to isolate performance data for that specific position.
Watch score distribution — If scores cluster too high, you may need tougher questions or stricter evaluation. If they cluster too low, review whether the questions match the expected candidate pool.