Our Talent Metrics approach is to support our leader's ability to define talent needs, drive decisions using data, and attract & retain the best external and internal talent. We strive to create an amazing candidate to teammate experience, and data drives continuous iteration!

The two pillars of our Talent Metrics strategy include:

• Transparency into real-time data through self-service reporting tools
• Adhoc reporting and insights

Tools:

• TalentWall: Provides key recruiting metrics in real-time to all teammates
• Greenhouse Reporting: We leverage our ATS data and reports for interview calibration, candidate experience feedback, job board performance, and more.
• Company-Wide Recruiting Update: This is an Excel doc showing our current open roles.

What we measure:

Diversity lifecycle: applications, interviewed, offers extended & offers accepted

• The Talent team uses Greenhouse's Pipeline by demographic report to track candidate's demographic data.
• Diversity refers to the characteristics of the people who make up Sourcegraph and how they identify. Race/ethnicity, gender, and veteran status are examples of how the data is categorized when looking at Sourcegraph’s diversity.

Offer acceptance rate

• Metric definition: The percentage of offers extended that are accepted
• Measurement: Total offers accepted ÷ total offers extended X 100
• Metric use: Measure recruiting effectiveness at candidate conversion and determine the strength of our offers for different positions
• Target: >90%

Time to hire

• Metric definition: The average number of days between the application date and the date the candidate is marked as hired