HR dashboard · Time-to-fill
Time-to-fill by occupation, ranked by vacancy cost
Days open shows how long a role has waited. Vacancy cost shows what the wait is worth, so each week of recruiting starts with the reqs that matter most to the business.
Live examples
The dashboard this question builds
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 time-to-fill by occupation over the last 12 months, and rank open roles by what they cost while vacant.
Time-to-fill and open req exposure
Avg time-to-fill
46 days
-5 days target 35 days
Avg time-to-hire
27 days
-3 days application to acceptance
Offer acceptance
84%
+3 pts 76 of 90 offers
Vacancy cost, open reqs
$184K
+$21K 15 open reqs, estimated
- Time-to-fill
- Time-to-hire
- Target 35 days
| Time-to-fill | Time-to-hire | |
|---|---|---|
| Oct | 52 d | 30 d |
| Nov | 50 d | 29 d |
| Dec | 51 d | 29 d |
| Jan | 49 d | 28 d |
| Feb | 48 d | 28 d |
| Mar | 47 d | 27 d |
| Apr | 46 d | 27 d |
| May | 45 d | 26 d |
| Jun | 44 d | 26 d |
| Jul | 43 d | 26 d |
| Aug | 42 d | 25 d |
| Sep | 41 d | 25 d |
- Sourcing & screening853%
- HM interview427%
- Final round213%
- Offer17%
| Segment | Value | Share |
|---|---|---|
| Sourcing & screening | 8 | 53% |
| HM interview | 4 | 27% |
| Final round | 2 | 13% |
| Offer | 1 | 7% |
Target: 35 days
- Applied 2,140
- Screened 642 30%
- HM interview 268 42%
- Final round 151 56%
- Offer extended 90 60%
- Hired 76 84%
| Role (SOC) | Days open | Stage | Candidates | Exposure | Status |
|---|---|---|---|---|---|
| Electrical Engineer II (17-2071) | 81 | HM interview | 3 | $50,220 | Over 60 days |
| Senior Software Developer (15-1252) | 74 | HM interview | 3 | $42,920 | Over 60 days |
| Sales Rep, Southeast (41-4011) | 62 | Final round | 2 | $27,900 | Over 60 days |
| Maintenance Mechanic, 2nd shift (49-9041) | 66 | Sourcing | 0 | $20,460 | No pipeline |
| Production Supervisor (51-1011) | 38 | Screening | 5 | $10,640 | Past target |
| Software Developer II (15-1252) | 21 | Screening | 6 | $8,820 | On track |
What changed and what to do
- Critical: The two Engineering reqs have been open 81 and 74 days and carry $93K of vacancy cost. Both have finalists waiting on hiring manager interviews.
- Warning: Seven of the 15 open reqs are at hiring manager interview or later, so scheduling and decisions now set the pace more than sourcing does.
- Good: Assemblers fill in 18 days and Customer Service Reps in 22, both well inside the 35-day target, with employee referrals as the top source.
AI summary
Average time-to-fill over the last 12 months was 46 days against a 35-day target, improving to 41 days in September. Engineering and skilled-trade roles drive the average, while front-line roles fill in under 25 days. Offer acceptance held at 84% and cost-per-hire was $4,750. Recommend a 5-business-day decision standard after hiring manager interviews and a referral and trade-school campaign for the 2nd-shift Mechanic req.
Ask next
- Which sources produce the fastest hires?
- Show time-to-fill by hiring manager
- Forecast fill dates for open reqs
Sample data for a fictional company. Your dashboards run on your own connected systems.
Why it matters
What this view changes
Ranking open reqs by vacancy cost puts the most expensive wait at the top of the list, which makes weekly recruiting priorities clear.
The stage view shows where each req is waiting, so the fix matches the step: sourcing, interview scheduling or the hiring decision.
Grouping by SOC occupation compares fill times for the same role across departments and hiring managers.
Metrics glossary
The metrics behind these dashboards
How each number is defined, so everyone reads it the same way.
- Time-to-fill
-
Calendar days from the date a requisition opens to the date a candidate accepts the offer.
FormulaOffer accepted date − Requisition open date
- Time-to-hire
-
Calendar days from a candidate's application to their offer acceptance. It measures the candidate experience, while time-to-fill measures the business wait.
FormulaOffer accepted date − Application 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
- Vacancy cost
-
The estimated value of work not done while a role sits open.
FormulaDays open × Estimated daily value of the role
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.
Greenhouse
PullsRequisitions, pipeline stages, interviews, offers, sources
Harvest API on a scheduled, audited sync into your private store.
Lever
PullsPostings, opportunities, stage changes, offers
Vendor-supported API. Candidate data stays inside your approved environment.
BambooHR, Rippling
PullsStart dates, departments, pay for vacancy cost estimates
Official HRIS APIs, joined to each requisition so fill time ends on the real start date.
Candidate data stays in your environment
Recruiting dashboards include candidate names, stages and offer details. RapidDashboard keeps them in a private data store, limits candidate-level views to recruiters and hiring managers on each req, and follows the retention rules set in your ATS. AI features are optional and run on enterprise endpoints whose terms prohibit training on your data.
FAQ
Time-to-Fill dashboards: common questions
What is the difference between time-to-fill and time-to-hire?
Time-to-fill runs from the day a requisition opens to the day a candidate accepts, so it measures how long the business waits for the role. Time-to-hire runs from a candidate's application to acceptance, so it measures how quickly the process moves once a candidate is in it.
How is cost-per-hire calculated?
Cost-per-hire is total external recruiting costs, such as agency fees and job ads, plus internal costs, such as recruiter time, divided by the number of hires in the period. This follows the ANSI/SHRM cost-per-hire standard.
What is a good time-to-fill?
Averages of roughly six weeks are widely cited across industries, and skilled technical roles often take longer. The most useful target is set by occupation, then tracked against your own trend, which is how this dashboard compares each role with a 35-day goal.
Can RapidDashboard connect to Greenhouse and Lever?
Yes. Greenhouse and Lever connect through their vendor-supported APIs, and the data syncs on a schedule into a private store. RapidDashboard joins it with HRIS start dates and pay, so fill time and vacancy cost sit in one view.
Keep exploring
Related example dashboards
See dashboards like these on your own data
Fifteen minutes with an AIBMM™ Certified Coach: bring one question, leave with the dashboard it would build on your systems.
Schedule a demo