The Team tab reports on the people running the pipeline rather than the candidates in it: how much work each recruiter is getting through, how fast candidates get a first response, whether offers are landing, and whether interviewers agree with each other. These numbers are most useful as conversation starters — they show you where to look, not who to blame.
Recruiter throughput
Throughput counts actions per recruiter over the selected date range, split three ways: screens, advances, and hires. It's a volume report — how much moved through each person's hands.
Read it for workload balance, not for a leaderboard. A recruiter with high screens and low hires may be carrying your hardest-to-fill roles; one with few actions may have spent the month on a single executive search that doesn't generate many transitions. Throughput is honest about quantity and silent about difficulty, so it answers "is the work spread evenly?" far better than it answers "who's best?".
Contact SLA
Contact SLA measures responsiveness: the time between a candidate entering the pipeline and their first real contact — an email or a stage change. It reports the median and average hours, the share contacted within 24 and within 48 hours, and a breakdown by source.
This is the report that catches candidates going cold. A strong applicant who waits four days for any acknowledgement has often already moved on, and the source breakdown shows whether one channel is consistently slower than the rest. Treat the median as the number that matters — it's the typical candidate's experience, not skewed by the one who slipped through a crack.
Offer acceptance and time to hire
The hiring-outcomes report pairs two numbers that describe the end of the pipeline.
Offer acceptance rate is hires divided by offers — the share of offers candidates said yes to — shown overall and broken down by job and by source. A rate that sags points at something outside the pipeline: compensation, a slow close, or a candidate experience that cooled between offer and signature.
Time to hire is the average and median days from application to offer, and to hired. It's the number leadership asks for. Use the median, filter by job when you need it, and read a long time-to-hire as a question — is the pipeline slow, or selective? — that time in stage answers.
Both also appear as headline cards on the Overview tab, so you don't have to open the Team tab to see them.
Interviewer calibration
Calibration looks at interview feedback and asks whether your interviewers agree with each other and with reality. Per interviewer, it reports how many reviews they've given, their average decision score, how far that sits from the team average — positive means more lenient, negative means stricter — and an accuracy figure: how often their calls matched the candidate's eventual outcome.
The chart sorts interviewers into four groups by combining those two signals: lenient or strict, and accurate or noisy. A strict interviewer who's accurate is valuable — they say no often and they're right. A lenient, noisy one is the problem case: high scores that don't predict anything. Calibration is a tool for running better interview debriefs, not for ranking colleagues — it tells you whose feedback to weight and who'd benefit from a calibration session.
Pipeline coverage
Pipeline coverage answers a forward-looking question: for each open job, how many candidates are realistically still in play — past the screening stage — versus stuck at the top. It always reflects your current open roles, so the date filter doesn't apply to it.
Read it as a risk list. A job with twenty applicants but two qualified candidates is a job to source for now, before it becomes urgent. A healthy sourcing habit is what keeps this report calm.
A note on reading team metrics
Every number here is a count or an average, and none of them know context. Throughput doesn't know which roles are hard. Calibration doesn't know that one interviewer only sees final-round candidates. Use these reports to find the thing worth a conversation — a stalled SLA, an interviewer whose calls never land, a job with no coverage — and have the conversation. The metric is the prompt; the recruiter has the answer.
Limits
Team reports describe activity, not effectiveness or effort. Low throughput can mean a quiet month or a brutal search. A high calibration delta can mean a biased interviewer or simply a small sample. Offer acceptance is blind to the reason behind a "no". Date filters scope to candidate creation or recorded actions in the window, so a recruiter who joined mid-range will look underweight. Read these alongside the pipeline reports — a team metric and a funnel metric together usually point at the real story; either one alone rarely does.