@ranaq Thank you for doing this AMA. My question: What are the metrics we should start capturing in the hiring/recruitment data of the company? And going forward what could be the main focus point among the metrics we should strive to achieve first or which could increase our hiring efficiency?

1. Job Positions - Drafted, Open and Closed (Offered + Candidate Joined) Job Requisitions broken down by Verticals - Drafted, Open and Closed (Offered + Candidate Joined) Job Requisitions broken down by Recruiters/Verticals/Departments( similar view as above but includes different details) 2. Offers and Drop-outs - M-o-m drop-out trend calculated using the number of expected joinees and actual joinees each month based on offers rolled out - Monthly and weekly count of offers shared by Verticals - Monthly and weekly count of expected future joinees based on offer acceptances broken down by Verticals 3. Interview Panel - Monthly and Weekly view of interviews conducted and rescheduled/cancelled by the interview panel 4. Recruitment Funnel -Intuitive backward looking view for % selection of candidates from all completed assessments based on applications -TAT view to determine the TAT between each stage of recruitment. 5. Pipeline Status - Pipeline status of all candidates currently in the recruitment pipeline (not rejected) broken down by Verticals - Number of candidates interviewed monthly and weekly (i.e. in which week was the latest interview taken for each candidate) broken down by Verticals

Thank you so much @ranaq 🙌