Talent Acquisition Metrics

Our Talent Metrics approach is to support our leader’s ability to define talent needs, drive decisions using data, and attract & retain the best external and internal talent. We strive to create an amazing candidate to teammate experience, and data drives continuous iteration!

The two pillars of our Talent Metrics strategy include:

  • Transparency into real-time data through self-service reporting tools
  • Adhoc reporting and insights

Tools:

  • TalentWall: Provides key recruiting metrics in real-time to all teammates
  • Ashby: Adhoc reporting tool. We leverage this to analyze DEI efforts and targeted business objectives.
  • Greenhouse Reporting: We leverage our ATS data and reports for interview calibration, the Requisition Report, and more.
  • Open Roles - Tracking Sheet: This is an Excel doc showing our quarterly open roles This report ensures we hire the right talent at the right time, allowing our BUs to execute on goals.

What we measure:

Diversity lifecycle: applications, recruited, interviewed, offers extended & offers accepted

  • The talent acquisition workflow metrics are specific to candidates who self-identified as coming from an underrepresented group.
  • Diversity refers to the characteristics of the people who make up Sourcegraph and how they identify. Race, gender, age, ethnicity, religion, national origin, disability, and sexual orientation are some examples of how the data might be categorized when looking at Sourcegraph’s diversity.

Offer acceptance rate

  • Metric definition: The percentage of offers extended that are accepted
  • Measurement: Total offers accepted ÷ total offers extended X 100
  • Metric use: Measure recruiting effectiveness at candidate conversion and determine the strength of our offers for different positions
  • Target: >90%

Average time to hire (days)

  • Metric definition: The average number of days between the application date and the date the candidate is marked as hired
  • Measurement: Total time taken to complete the individual component of the hiring process for all requisitions ÷ total number of requisitions
  • Metric use: Calibrate the timeliness and efficiency of the recruiting process. Identify components of the hiring process that need improvement.
  • Target: <30 days

Average time to fill (days)

  • Metric definition: Average number of days elapsed between requisition kick-off date and offer acceptance for internal and external hires
  • Measurement: Total days to fill ÷ total offers accepted
  • Metric use: Calibrate the timeliness and efficiency of the recruiting process
  • Target: <45 days

Recruitment source breakdown

  • Metric definition: Measure the distribution of external hires by recruitment source, including referral, rehire, agency, etc.
  • Measurement: Total number of external hires for each source group ÷ external hires X 100
  • Metric use: Evaluate the effectiveness of sourcing channels to understand their impact on retention and monitor recruitment costs

Recruiter effectiveness

  • Metric definition: The volume of recruiter screens required to make a hire.
  • Measurement: Number of candidates interviewed (interview scheduled or scorecard submitted) in these stages ÷ the number of candidates who received offers. The date filter is by the interview date, or scorecard submitted date if no interview was scheduled.
  • Metric use: Evaluate sourcing quality and recruiter efficiency
  • Target: 12:1

Candidate experience

  • Metric definition: An indication of how satisfied candidates and recent hires were with the recruiting process
  • Measurement: Candidate perceptions, measured through a survey
  • Metric use: Expose gaps in the recruiting process that may cause a loss of quality to the candidates experience. Understand how to improve the recruiting process and itterate on feedback.
  • Target: Average survey rating >4.0/5

Employment brand strength

  • Metric definition: The attractiveness of our organization’s employment value proposition
  • Measurement: Labor market perceptions of our brand are measured through channel ratings (ie Glassdoor, Blind etc) & Quality/Volume of Internal Applicants
  • Metric use: Assess the internal/external perception of the employment opportunity and determine the impact of marketing or other external distribution of information about Sourcegraph

For questions regarding Recruiting Metrics and reports please e-mail Recruiting@sourcegraph.com