Speed metrics (with guardrails)
Time-to-shortlist and time-to-offer are useful, but always compare to quality outcomes.
If speed improves while offer acceptance drops, the process may be misaligned.
Quality metrics
Interview-to-offer ratio, offer acceptance rate, and post-hire performance (when available).
Candidate drop-off by stage helps identify friction (forms, scheduling, assessments).
Consistency metrics
Rubric adherence and variance between interviewers reveal where training or structure is needed.
Standardize assessments and question banks to improve reliability.
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