Analytics

Finally know what's working in your hiring process.

Pickr tracks every source, stage, and placement, then shows you where good hires actually come from. You get reports a client can read without a walkthrough.

Analytics

What you get

Know which sources produce hires, not just applicants

Every candidate keeps their source from first contact to placement. You see which job boards, referral programs, and sourcing channels turn into interviews, offers, and hires that stay, so the next budget decision is based on placements rather than applicant volume.

See exactly where your process stalls

Time in stage, time to hire, and stage-by-stage conversion for every job and every client. You find out that the delay is the days spent waiting for interviewer feedback, not the interview itself, and you fix that stage instead of guessing.

Intelligence that learns from placement outcomes

Pickr checks how placements went after the start date and uses what it learns when it ranks the next candidates for similar roles and clients. Match scores get more accurate for your roles over time. Every hire makes the next one smarter.

Reports your clients understand

Cost per hire, pipeline health, interviewer activity, and decline reasons in one report you can send to a client or a hiring manager. A weekly email summary keeps everyone current without anyone building a spreadsheet on Friday afternoon.

Before and after

Before and after

Source decisions
BeforeNo idea which sources produce good hires
With PickrData-backed decisions on where to invest
Slow stages
BeforeOne time-to-hire number that hides the broken stage
With PickrTime in every stage, per job and per client
Match accuracy
BeforeScores that never learn from what happened next
With PickrRankings that improve with every placement outcome
Client reporting
BeforeAn afternoon in a spreadsheet before every client review
With PickrA report the client reads without a walkthrough
Cost per hire
BeforeA rough guess once a year
With PickrCost per hire by job, client, and source

FAQ

Frequently asked questions

What recruiting analytics does Pickr include?

Pipeline conversion, time to hire, time in stage, source quality, cost per hire, interviewer performance, recruiter activity, scorecard compliance, and decline reasons. You can filter every report by job, client, source, and time window, and Pickr can email a weekly summary to your team so nobody has to open a dashboard to stay current.

How does Pickr track which candidate sources produce the best hires?

Every candidate keeps their source from the first touch to the placement, so you see how each job board, referral program, and sourcing channel converts at every stage, including how those hires performed after they started. That is what lets you move budget toward sources that produce placements rather than applicants.

What does outcome-calibrated recruiting mean in Pickr?

Pickr asks what happened to a placement after the start date and uses those answers when it ranks the next candidates for similar roles and clients. Over time, match scores reflect what actually worked for you rather than a generic definition of a good candidate. A recruiter still makes every decision; Pickr never rejects or hires anyone on its own.

Can I share Pickr reports with clients or hiring managers?

Yes. Pickr's reports are written for people who do not live in the ATS. You send a client or hiring manager pipeline health, time to hire, and where candidates drop out in plain language, instead of rebuilding the same slide before every review meeting. Interviewer and hiring-manager seats are free.

Does Pickr calculate cost per hire?

Yes. Enter your rates once and Pickr breaks down cost per hire by job, client, and source, including the recruiter time spent in each stage. You see which roles are expensive to fill, which sources are worth the spend, and how a role compares with similar roles you have already filled.

Is recruiting analytics in Pickr GDPR compliant?

Yes. Pickr is GDPR / DSGVO compliant. Candidate data and the application are hosted in Frankfurt, Germany, a Data Processing Agreement (AVV) is included, names and emails are redacted from AI prompts by default, and your data never trains any AI model. Reports run on the data you already hold, and no candidate data is exported to an external reporting or BI tool.

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Written by Andreas Amann

Founder of Pickr. Former operator at startups in Berlin and Silicon Valley, where he helped scale companies from 40 to 200+ people. Built Pickr after years of using every major ATS as a recruitment agency owner at ScalingPPL.

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