recruiting-pipeline

A lightweight reference for tracking and managing a recruiting pipeline from initial sourcing through offer acceptance. It is intended to be triggered by prompts such as asking for a recruiting update, checking the candidate pipeline, asking how many candidates are in play, or requesting hiring status, as well as during any discussion of sourcing, screening, interviewing, or extending offers. The goal is to help a recruiter or hiring manager keep a structured view of where candidates stand and what action each stage calls for.

The pipeline is modeled as a sequence of stages, each with a description and key actions: Sourced (identified and reached out, with personalized outreach), Screen (a phone or video screen to evaluate basic fit), Interview (on-site or panel interviews using structured evaluation), Debrief (a team decision that calibrates feedback), Offer (extending an offer, covering the comp package and negotiation), and Accepted (offer accepted, transitioning to onboarding). This staged structure gives a common vocabulary for reporting progress and for deciding what to do next at each step.

Alongside the stages, the skill identifies a set of metrics worth tracking: pipeline velocity measured as days per stage, conversion rates capturing stage-to-stage drop-off, source effectiveness showing which channels actually produce hires, offer acceptance rate comparing offers extended to offers accepted, and time to fill measured from req open to offer accepted. If an applicant tracking system (ATS) is connected, the skill notes that candidate data can be pulled automatically, statuses updated, and pipeline metrics tracked in real time. The document is intentionally concise and high level, providing the framework for pipeline management rather than detailed integration steps or tooling specifics.