HR & People Ops dashboards
Know your people data before the meeting starts
Headcount sits in the HRIS, pipeline in the ATS and pay in payroll. RapidDashboard joins them in a private data store, maps every role to a SOC code and an EEO-1 category, and answers plain-English questions with a full people dashboard.
Live examples
One question, one full dashboard
Pick a question. RapidDashboard answers with KPIs, charts, the records behind them and an AI summary of what to do next. Hover any chart for values or open its table view.
Show me voluntary turnover by department for the last 12 months. Which teams are above our 15% target?
Voluntary turnover by department
Voluntary turnover
15.2%
+2.3 pts vs prior 12 months
Regretted turnover
6.3%
+1.1 pts 19 of 46 exits
Customer Support
29.0%
+6.4 pts highest team
Average tenure
4.2 yrs
-0.3 yrs all employees
Target: 15.0%
- Customer Support
- Production
- Company
- Engineering
- Target 15%
| Customer Support | Production | Company | Engineering | |
|---|---|---|---|---|
| Oct | 22.6% | 15.8% | 12.9% | 9.8% |
| Nov | 23.4% | 16.1% | 13.1% | 9.6% |
| Dec | 24.0% | 16.5% | 13.2% | 9.5% |
| Jan | 24.8% | 16.8% | 13.4% | 9.3% |
| Feb | 25.3% | 17.2% | 13.6% | 9.2% |
| Mar | 25.9% | 17.5% | 13.7% | 9.1% |
| Apr | 26.4% | 17.9% | 13.9% | 9.0% |
| May | 27.0% | 18.2% | 14.1% | 8.9% |
| Jun | 27.6% | 18.6% | 14.4% | 8.8% |
| Jul | 28.1% | 18.9% | 14.7% | 8.7% |
| Aug | 28.6% | 19.2% | 15.0% | 8.7% |
| Sep | 29.0% | 19.4% | 15.2% | 8.6% |
- Pay
- Career growth
- Schedule & shift
- Other
| Pay | Career growth | Schedule & shift | Other | |
|---|---|---|---|---|
| Production | 5 | 3 | 6 | 3 |
| Customer Support | 3 | 2 | 3 | 1 |
| Engineering | 2 | 3 | 0 | 1 |
| Sales | 2 | 2 | 0 | 1 |
What changed and what to do
- Critical: Customer Support voluntary turnover reached 29.0%, nearly double the 15% target. Four of its nine exits came in the July to September quarter.
- Warning: Production (19.4%) and Sales (18.2%) are also above target. Schedule and shift account for 6 of Production's 17 voluntary exits.
- Good: Engineering turnover eased to 8.6% while the team grew from 64 to 76 people.
AI summary
Voluntary turnover reached 15.2% over the last 12 months, just above the 15% target and up 2.3 points on the prior year. Customer Support, Production and Sales are above target; every other team is below it. Pay and schedule are the most common exit reasons on the front line. Recommend a shift-flexibility pilot in Customer Support and Production, paired with a pay review against market for both roles before the FY27 budget is set.
Ask next
- What did this turnover cost us?
- Show regretted exits by tenure band
- Compare Support pay to market
What is our average time-to-hire by department over the last 6 months, and which candidates are stalled?
Recruiting velocity
Time-to-hire
26 days
-3 days vs prior 6 months
Offer acceptance
85%
+1 pt 40 of 47 offers
Open reqs
15
+2 vs last month
Candidates in process
64
+9 across open reqs
- Applied 1,120
- Screened 334 30%
- HM interview 140 42%
- Final round 79 56%
- Offer 47 59%
- Hired 40 85%
| Candidate | Role | Stage | Days in stage | Status |
|---|---|---|---|---|
| J. Morris | Senior Software Developer | HM interview | 18 | Feedback overdue |
| T. Chen | Electrical Engineer II | HM interview | 14 | Feedback overdue |
| R. Okafor | Sales Rep, Southeast | Final round | 12 | Panel not booked |
| L. Duarte | Production Supervisor | Screening | 9 | Awaiting screen |
| M. Haas | Customer Service Rep | Offer | 4 | Offer out |
What changed and what to do
- Critical: Two Engineering finalists have waited 14 and 18 days for hiring manager feedback. Both roles have been open more than 70 days.
- Warning: The largest drop after screening is to hiring manager interview: 140 of 334 screened candidates (42%) move forward.
- Good: Time-to-hire improved in every department, led by Maintenance, which went from 34 to 30 days after the referral bonus launched in April.
AI summary
Average time-to-hire fell to 26 days over the last 6 months, down from 29, and offer acceptance reached 85%. Engineering remains the slowest department at 41 days, and two of its finalists are waiting on hiring manager feedback. Recommend a 3-business-day feedback standard for hiring managers and a same-day recruiter follow-up on the five stalled candidates.
Ask next
- Which sources produce the most hires?
- Show time-to-hire by hiring manager
- What is our cost-per-hire?
List all open reqs by age. Which have been open more than 60 days, and what stage are they in?
Open requisition aging
Open reqs
15
+2 vs last month
Open over 60 days
4
+1 vs last month
Median req age
28 days
-4 days vs last month
Vacancy cost to date
$184K
+$21K open reqs, estimated
$184K
estimated across 15 open reqs
- Electrical Engineer II
- $50.2K
- Senior Software Developer
- $42.9K
- Sales Rep, Southeast
- $27.9K
- Other 12 reqs
- $63.0K
- Electrical Engineer II · HM interview81 days
- Senior Software Developer · HM interview74 days
- Maintenance Mechanic, 2nd shift · Sourcing66 days
- Sales Rep, Southeast · Final round62 days
- Production Supervisor · Screening38 days
What changed and what to do
- Critical: The 2nd-shift Maintenance Mechanic req has no active candidates after 66 days. Job board sourcing has gone quiet for this role.
- Warning: Three of the four oldest reqs already have finalists at hiring manager interview or final round, so the next step is scheduling.
- Good: Eleven of 15 open reqs are under 60 days old, and the Customer Service Rep req has an offer out.
AI summary
Fifteen reqs are open with an estimated $184K in vacancy cost to date. Four have passed 60 days, and the two Engineering roles alone account for $93K. Recommend booking hiring manager interviews for the Engineering finalists this week, moving the Mechanic req to a trade-school and referral campaign, and reviewing every req past 45 days in the weekly staff meeting.
Ask next
- Which hiring managers have the oldest reqs?
- Show reqs with no candidates
- Forecast fill dates for open reqs
Which employees are outside their approved pay band? Show the count and the annualized cost to correct it.
Pay band compliance
Paid within band
94.2%
+1.6 pts 294 of 312
Below band minimum
11
-3 $41.8K to correct
Above band maximum
7
+2 $52.4K above max
Average compa-ratio
0.98
+0.01 base ÷ band midpoint
- Within band29494%
- Below minimum114%
- Above maximum72%
| Segment | Value | Share |
|---|---|---|
| Within band | 294 | 94% |
| Below minimum | 11 | 4% |
| Above maximum | 7 | 2% |
| Employee | Role | Band | Base pay | Compa-ratio | Status |
|---|---|---|---|---|---|
| E-2310 | Software Developer III | $118K to $158K | $113.5K | 0.82 | $4.5K below min |
| E-1964 | Electrical Engineer II | $92K to $124K | $88.0K | 0.81 | $4.0K below min |
| E-2187 | Machinery Mechanic II | $52K to $70K | $48.9K | 0.80 | $3.1K below min |
| E-1733 | Production Supervisor | $58K to $78K | $56.2K | 0.83 | $1.8K below min |
| E-0988 | Senior Sales Rep | $62K to $84K | $89.5K | 1.23 | Red-circled |
| E-1205 | Assembler II | $38K to $50K | $53.1K | 1.21 | Re-level pending |
What changed and what to do
- Critical: Three Engineering and Maintenance employees sit $3.1K to $4.5K below their band minimum. All three were hired before the 2026 band update.
- Warning: Maintenance averages a 0.93 compa-ratio, the lowest of any department, and its oldest open req has no candidates.
- Info: Seven employees are above band maximum. Five are long-tenured and red-circled by policy; two are waiting on a job re-level.
AI summary
Of 312 employees, 294 are paid within their approved band. Bringing the 11 employees below minimum up to band would cost $41.8K a year, concentrated in Engineering and Maintenance. Recommend funding those adjustments in the January cycle and completing the two pending re-levels so the above-maximum list reflects policy alone.
Ask next
- Compare our bands to BLS OEWS
- Show compa-ratio by performance rating
- Run a pay equity check
Build the quarterly board slide: headcount against plan, hires and exits, and progress on the hiring plan by department.
FY26 people summary
Headcount
312
+18 +6.1% vs last year
Hires
76
95% of plan plan was 80
Exits
58
46 voluntary 19.1% total turnover
Variance to plan
-4
312 vs 316 year-end headcount
| Step | Change |
|---|---|
| Start of year | 294 |
| Hires | +76 |
| Voluntary exits | -46 |
| Involuntary exits | -12 |
| End of year | 312 |
- Actual
- Plan
| Actual | Plan | |
|---|---|---|
| Oct | 295 | 295 |
| Nov | 296 | 297 |
| Dec | 294 | 299 |
| Jan | 297 | 300 |
| Feb | 299 | 302 |
| Mar | 301 | 304 |
| Apr | 303 | 306 |
| May | 305 | 308 |
| Jun | 307 | 310 |
| Jul | 308 | 312 |
| Aug | 310 | 314 |
| Sep | 312 | 316 |
- Engineering19 / 23
- Production21 / 20
- Sales14 / 14
- Maintenance4 / 5
- Customer Support5 / 5
- All other departments13 / 13
What changed and what to do
- Warning: Headcount closed the year at 312, 4 below the plan of 316. The gap sits in Engineering, where 19 of 23 planned hires have started.
- Info: Production made 21 hires against a plan of 20 because 22 exits needed backfilling, more than the plan assumed.
- Good: Sales delivered its full plan of 14 hires and grew from 24 to 31 people.
AI summary
Headcount grew 6.1% to 312 in FY26, with 76 hires and 58 exits. The company finished 4 below plan, all of it in Engineering roles that are still open. Recommend presenting the Engineering gap alongside the two oldest reqs and their target fill dates, and setting the FY27 Production plan with a higher backfill assumption.
Ask next
- Break headcount down by EEO-1 category
- Forecast FY27 headcount at current attrition
- Show cost per hire by department
Sample data for a fictional company. Your dashboards run on your own connected systems.
Sound familiar?
Where the numbers live today
Headcount depends on the source
The CEO asks for headcount by department, and the HRIS, payroll and the org chart each return a slightly different number.
Turnover has a rate and no price
Turnover is tracked as a percentage, while recruiting fees, ramp time and vacancy days sit in three other systems.
EEO-1 prep runs in a spreadsheet
Each filing season starts with mapping job titles to the ten EEO-1 job categories by hand.
Workforce plans live in slides
Next year's hiring need is set once a year, so a shift in attrition shows up after the plan is already approved.
Deep dives
Nine HR dashboards, one question each
Each one is a single plain-English question answered as a complete dashboard for the same sample company.
Operational: day-to-day people metrics
Compliance: what HR presents to auditors and the board
Strategic: what the CHRO brings to the executive team
Metrics glossary
The metrics behind these dashboards
How each number is defined, so everyone reads it the same way.
- Voluntary turnover rate
-
Employees who chose to leave during a period, as a share of average headcount for that period.
FormulaVoluntary separations ÷ Average headcount × 100
- Regretted turnover rate
-
Voluntary exits the company would have preferred to keep, usually strong performers or hard-to-fill roles, as a share of average headcount.
FormulaRegretted separations ÷ Average headcount × 100
- Time-to-fill
-
Calendar days from the date a requisition opens to the date a candidate accepts the offer. Time-to-hire is the shorter span from a candidate's application to acceptance.
FormulaOffer accepted date − Requisition open date
- Offer acceptance rate
-
The share of extended offers that candidates accept.
FormulaOffers accepted ÷ Offers extended × 100
- Cost-per-hire
-
Total external and internal recruiting cost divided by the number of hires, as defined in the ANSI/SHRM cost-per-hire standard.
Formula(External costs + Internal costs) ÷ Total hires
- Compa-ratio
-
An employee's base pay relative to the midpoint of their pay range. 1.00 means paid exactly at midpoint.
FormulaBase pay ÷ Pay range midpoint
Connections
How your systems connect
Supported APIs and exports sync into a private RapidDashboard store you approve. Dashboards read from that store, so source systems keep their normal load.
BambooHR, Rippling, Gusto
PullsHeadcount, job titles, departments, pay bands, terminations
Official HRIS and payroll APIs on a scheduled, audited sync into your private store.
Greenhouse, Lever
PullsRequisitions, pipeline stages, offers, sources of hire
Vendor-supported APIs. Candidate data stays inside your approved environment.
15Five, Lattice, Culture Amp
PullsReview ratings, engagement scores, exit surveys
API exports, aggregated to team level according to your data governance policy.
BLS OEWS and SOC
PullsWage percentiles by SOC code and metro area
Public federal datasets, refreshed on each release and matched to your role taxonomy.
What you can build
Dashboards and reports teams build next
Retention & turnover
- Voluntary and regretted turnover by team
- Exit reason analysis
- Cost per separation by occupation
Recruiting
- Time-to-fill by SOC occupation
- Pipeline stage conversion
- Source of hire and cost-per-hire
Pay & equity
- Pay band compliance
- Adjusted pay gap review
- Pay vs BLS OEWS benchmarks
Compliance & planning
- EEO-1 category rollup
- Workers' comp claims by role
- Headcount gap forecast
People data stays inside your boundary
Compensation, performance and health records are among the most sensitive data a company holds. RapidDashboard keeps them in a private data store with role-based access, so managers see their own teams and pay data stays with authorized HR, finance and legal users. AI features are optional and run on enterprise endpoints whose terms prohibit training on your data.
FAQ
HR & People Ops dashboards: common questions
What should an HR dashboard show?
Most HR leaders start with headcount against plan, voluntary and regretted turnover by team, time-to-fill and open req aging, and pay band compliance. RapidDashboard builds each of these from a plain-English question, so the next view, such as EEO-1 categories or a pay equity review, is one more question.
Can RapidDashboard connect to BambooHR, Rippling, Gusto and Greenhouse?
Yes. HRIS and payroll systems such as BambooHR, Rippling and Gusto connect through their official APIs, and applicant tracking systems such as Greenhouse and Lever through vendor-supported APIs. Data syncs on a schedule into a private store, so one dashboard can join headcount, pipeline and pay.
How is voluntary turnover rate calculated?
Voluntary turnover rate is the number of employees who chose to leave during a period divided by average headcount for the same period, times 100. RapidDashboard shows it as a rolling 12-month figure by team, next to regretted turnover and the exit reasons behind it.
How does RapidDashboard map job titles to SOC codes and EEO-1 categories?
Each job title is matched to a federal Standard Occupational Classification (SOC) code, and the SOC code determines its EEO-1 job category. An HR reviewer confirms the mapping once, and new titles that need a decision appear as exceptions.
Who can see compensation and performance data?
Access is role-based. Managers see their own teams, and pay, pay equity and performance views are limited to the HR, finance and legal users you authorize. All data stays in a private store, and AI features are optional.
Keep exploring
Related example dashboards
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