Talent Flow Analytics
Track hiring velocity, internal mobility, and attrition patterns
Talent Flow Sankey Diagram
Visual representation of talent movement: Sources → Current Workforce → Destinations
Sources
Current Workforce
Retained
Transfers
Exits
Hiring Funnel Analysis
Conversion rates and bottlenecks across hiring stages
Bottleneck Alert: Technical Interview Stage
45% drop (average is 55%) - Review interview difficulty and candidate preparation
Applied
3,456 candidates
3456
Screened
1,234 candidates36% conversion
1234
First Interview
567 candidates46% conversion
567
Technical/SkillsBottleneck
312 candidates55% conversion
312
Final Interview
189 candidates61% conversion
189
Offer Made
134 candidates71% conversion
134
Offer Accepted
107 candidates80% conversion
107
Started
98 candidates92% conversion
98
Overall Conversion
2.8%
Avg Time in Funnel
42 days
Show Rate
92%
Time-to-Fill Metrics
Hiring velocity and efficiency by role and department
Average Time-to-Fill
42 days
Target:36 days
Industry Avg:38 days
By Role Level
C-Suite127 days
VP/Director68 days
Manager45 days
IC34 days
By Department
| Department | Avg Days | Trend | Open | Risk |
|---|---|---|---|---|
| Engineering | 48 | 67 | 🔴 | |
| Sales | 35 | 23 | 🟢 | |
| Product | 52 | 12 | 🟡 | |
| Data Science | 71 | 28 | 🔴 | |
| Marketing | 38 | → | 8 | 🟢 |
Internal Mobility Intelligence
Track internal movement patterns and career progression
Transfer Rate Dashboard
18.4%
Annual internal transfer rate
Target:20%
Industry:15%
Lateral moves:62%
Promotions via transfer:28%
Adjustments:10%
Cross-Functional Mobility Matrix
Movement between departments (last 12 months)
| From / To | Eng | Sales | Prod | Mktg | Other |
|---|---|---|---|---|---|
| Engineering | - | 12 | 28 | 8 | 15 |
| Sales | 5 | - | 18 | 22 | 12 |
| Product | 15 | 8 | - | 14 | 9 |
| Marketing | 3 | 16 | 11 | - | 7 |
| Other | 18 | 14 | 12 | 10 | - |
Key Insight
Engineering → Product is the most common cross-functional move (28 transfers)
Career Path Analysis
Most common progression paths
IC → Manager
45 movesAvg Time
2.3 years
Success Rate
89%
Manager → Director
23 movesAvg Time
3.1 years
Success Rate
78%
Cross-functional IC
67 movesAvg Time
1.8 years
Success Rate
92%
Technical → Product
34 movesAvg Time
2.7 years
Success Rate
85%
Recommendation
Create formal mentorship program for IC → Manager transitions (highest volume, high success)
Attrition Analysis
Exit trends, reasons, and regrettable loss tracking
Exit Trends (Last 6 Months)
7.9%
Total Attrition
6.8%
Voluntary
1.1%
Involuntary
Trending Up
Voluntary attrition increased 1.4% over last 6 months - investigate compensation and growth opportunities
Exit Reasons Breakdown
Better compensation45 (24%)
Career growth38 (20%)
Work-life balance32 (17%)
Management issues28 (15%)
Relocation22 (12%)
Other22 (12%)
Top Concern
Compensation (24%)
Addressable
76% of exits
Recent Regrettable Losses
High Priority| Name | Role | Department | Tenure | Reason | Impact |
|---|---|---|---|---|---|
| Sarah Chen | Senior Engineer | Engineering | 4.2 years | Better comp | High |
| Michael Torres | Product Manager | Product | 3.8 years | Career growth | High |
| Emily Watson | Data Scientist | Analytics | 2.9 years | Remote policy | Medium |
Action Required
3 high-impact departures in last 30 days - schedule retention review with department heads
Retention Cohort Analysis
Track retention rates by hire year and identify at-risk cohorts
| Hire Cohort | Original Size | Still Employed | Retention Rate | Retention Visual | Risk Level |
|---|---|---|---|---|---|
| 2024 Hires | 487 | 456 | 93.6% | 🟢 Low | |
| 2023 Hires | 623 | 534 | 85.7% | 🟡 Medium | |
| 2022 Hires | 512 | 398 | 77.7% | 🟡 Medium | |
| 2021 Hires | 445 | 312 | 70.1% | 🔴 High | |
| 2020 Hires | 389 | 245 | 63% | 🔴 High | |
| Pre-2020 | 1234 | 645 | 52.3% | 🔴 High |
Best Performing Cohort
2024 Hires
93.6% retention
At-Risk Cohort
Pre-2020
52.3% retention
Critical Period
Year 2-3
Highest attrition risk
AI-Powered Insights & Recommendations
Critical
Engineering Hiring Bottleneck
Technical interview stage showing 45% drop vs 55% average. Consider interview training or difficulty calibration.
Impact: Could delay 67 open positions by 2-3 weeks
High
Voluntary Attrition Trending Up
Voluntary exits increased 1.4% over 6 months. Top reasons: compensation (24%) and career growth (20%).
Impact: 187 voluntary exits in last 12 months
Medium
Strong Internal Mobility
18.4% internal transfer rate exceeds industry average (15%). Engineering → Product is most common path.
Impact: Positive indicator for employee engagement