Engineering Recruitment Funnel

This funnel tracks a Q2 hiring process for backend engineers from application through accepted offer. It gives the recruiting team a shared picture of the volume required at each stage and the points where candidates leave the process. The largest reductions are expected in early screening and technical evaluation, but the offer-to-acceptance ratio deserves attention because it directly affects hiring plans. Use a consistent definition for each stage and exclude candidates who have not had enough time to progress when reporting a recent cohort. Pair the funnel with time-in-stage, demographic review, and candidate feedback to assess both speed and fairness.

Type Graphique en entonnoirMoteur echarts-funnelMis à jour 24/09/2026

La demande

“Create a Q2 backend engineer recruitment funnel: 680 applications, 210 recruiter screens, 86 technical interviews, 24 final interviews, 9 offers, and 6 accepted offers.”

Essayez ensuiteAdd a hiring-manager review stage with 132 candidates.Change the final stage to Hires started.

Ce que contient ce dessin

Comprenez les décisions qui le sous-tendent.

01Calibrate screening

Review applicant-to-screen criteria.

02Protect interview capacity

Plan technical interviewer time for 86 candidates.

03Understand offers

Review reasons for declined offers.

Use for candidates in one requisition family and reporting period.

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FAQ

Questions fréquentes

What does an offer accepted represent?

A candidate who formally accepted the offered role in the reporting cohort.

Should rejected candidates remain in the funnel?

They are reflected in the drop between stages; do not add them as a sequential stage.

Why track time-in-stage too?

Counts alone do not show whether the process is moving quickly enough.