How are hiring metrics reported?

Reporting is a key part of Recruiting as a Service (RaaS). Metrics give your business clear visibility into how well the recruiting process is working. Instead of waiting until a hire is made, you receive regular updates that track progress and highlight results. This makes it easier to see the value of the service and adjust priorities when needed.

Typical metrics include time-to-source, time-to-interview, and time-to-hire. These numbers show how quickly candidates move through the pipeline. Recruiters also report on candidate quality by sharing how many applicants meet your role requirements and pass screening. For ProEdit clients, this often includes data on writing samples, portfolio reviews, and industry experience. Tracking these details helps your team understand where the strongest candidates are coming from and how well they align with your needs.

RaaS engagements also include collaborative check-ins with your internal point of contact. These meetings review current metrics, discuss upcoming roles, and identify areas to improve. Some companies also request customized reports that track candidate diversity, sourcing channels, or long-term retention. By combining standardized metrics with flexible reporting, RaaS gives businesses both transparency and control. The result is a hiring process that is measurable, accountable, and aligned with your goals.

Key points

RaaS reporting includes time-to-source, time-to-interview, and time-to-hire metrics.
Candidate quality is tracked through screening, writing samples, and portfolio reviews.
Regular check-ins with a point of contact ensure metrics stay aligned with business goals.

Need help? Talk with ProEdit about how Recruiting as a Service can support your hiring goals.

How are hiring metrics reported?

Key points

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