<aside> 🙊 This documented is only intended for Ashby customers, please do not distribute

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<aside> 📕 This catalog focuses mostly on advanced reports, if you want to explore more basic reports take a look at our Report Catalog - Essentials .

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This document provides an overview of various types of reports you can run in Ashby. We use this document during implementation, to pick your initial set of reports, and it is also a great reference for expanding your reports over time.

All reports are grouped into high level categories.

Note, that with Ashby's flexible report builders, we can build any other kind of report you'd like, that is not shown here. If you're interested in that and have trouble building the report yourself, contact your Ashby point person!

Before you Get Started

As you read through the report catalog, keep in mind that all of the following reports can be filtered and grouped by any field and can be reported on for any timeframe you'd like.

We have some general recommendations on how to filter the reports:

• Most companies tend to break up their hiring process into a few major areas (e.g. business and product & engineering). This is helpful since these different types of roles can have a vastly different recruiting process. When using any of the reports below, you most likely should run them separately for each of these major areas.
• If you are hiring across different locations with very different local labor markets or recruiting processes, you will likely want to further separate your reports by location / region
• For each of the reports below, filtering and/or grouping by Source, Department, Hiring Manager, etc. will allow you to compare relative performance between different parts of your team and different channels.

Conversion Rate Reports

Conversion reports allow you to find inefficiencies in your hiring funnel. Are there parts of your funnel in which too many or too few candidates are moving to the next stage? You can answer these questions with the reports below.

Funnel Report

Focuses on the overall, historical, pass-through rate from stage to stage.

By looking at the conversion rates of previously completed applications, you can get an estimate of how candidates that are currently in process might progress. You can also see if you are dropping too few or too many candidates at a particular stage.

Grouped Passthrough Report