Talent Hub App Overview

Talent Hub

1. What it is

Talent Hub is the recruiting analytics and pipeline-management layer that sits on top of the data created by Job Board, Interview Hub, and Offer Manager. It has no candidates, jobs, or offers of its own — every record it displays is the live record from those apps, so there is no export or import step to see the full pipeline in one place.

• Enablement: Talent Hub requires a licence and is off by default. An admin enables it from Admin → Apps → All Apps.
• What it is not: Talent Hub does not replace Job Board for posting jobs or managing individual candidates. It is the reporting, analytics, and cross-job pipeline view — not the per-job operational surface.

2. Standing it up

1. Go to Admin → Apps → All Apps → Talent Hub → Enable. The app requires a licence.
2. No additional configuration is mandatory. Because Talent Hub reads from Job Board, Interview Hub, and Offer Manager, it starts working the moment at least one of those apps has data (published jobs, candidates, interviews, or offers).
3. Access is open to recruiting staff — admins, HR admins, and app admins of Talent Hub, Job Board, Interview Hub, or Offer Manager — and to anyone holding the manager role or higher. A plain employee below manager who is not recruiting staff cannot open it. Who sees candidate names, contact details and AI scores is set separately on Settings → Candidate data access (default: managers and above, plus recruiting staff).
4. Confirm it worked: open Apps → Talent Hub. The Home tab shows quick metrics (Total Open Jobs, Applications, Interviews, Hires, Avg Time to Fill) and an Action Center of prioritised to-do items drawn from live pipeline data.

The Sources tab is empty until you seed it. Go to Sources → Seed Standard Sources to load the built-in set (Indeed, LinkedIn, ZipRecruiter, employee referrals, and others), or create your own.

Silent dependency: the Compliance tab only appears for people with EEO report access — recruiting staff always, plus whoever Settings → EEO report access names (default: managers and above) — and only while EEO compliance reporting is on. The AI Insights tab shows while AI insights or Predictive analytics is on, and is hidden only when both are off (both default to on). If either tab is missing from the sidebar, check those settings.

Talent Hub also provides sample data that can be loaded from Settings → Load/Remove Sample Data. This loads a shared recruiting dataset (jobs, candidates, interviews, and offers) used across Talent Hub, Job Board, Interview Hub, and Offer Manager. Sample records are tagged and can be removed without touching real data.

3. How it fits together

Pipeline stages — Every candidate moves through a fixed progression of nine stages:

Applied → Screening → Qualified → Potentially Qualified → Interviews in Process → Interviewed → Ready for Offer → Offered → Hired

Three terminal stages sit outside this sequence: Rejected, Withdrawn, and Unsuitable. The pipeline board enforces meaningful transitions rather than just flipping a status. Dragging a candidate to Offered redirects to Offer Manager to create a real offer. Dragging to Interviews in Process (when no interview exists) redirects to Interview Hub. Hired isn’t set by dragging. A recruiter sets Hired from Change Status on the Candidates tab (needs Job Board) or Mark as hired on the accepted offer in Offer Manager; signing an offer also promotes the candidate automatically. With Offer Manager on, Change Status needs an accepted or signed offer. Terminal moves and moving a candidate backwards (including reversing a rejection) require a reason.

Example: A candidate applies to “Senior Engineer” through Job Board. They appear on Talent Hub’s pipeline board in the Applied column. A recruiter drags them to Screening, then to Interviews in Process — the board opens Interview Hub to create the interview. After the interview, the recruiter drags them to Interviewed, then to Offered — the board opens Offer Manager. When the offer is signed, the candidate moves to Hired automatically — or a recruiter clicks Mark as hired on the accepted offer.

Sources and attribution — A source tracks where a candidate came from. Sources belong to one of eight categories: Job boards, Social media, Referrals, Direct applications, Recruitment agencies, Events and career fairs, Passive sourcing, or Other. Each source can carry a price (CPC, CPA, Flat Fee, or Monthly). A per-application (CPA) price is counted for each application the source is credited with; for a flat, monthly or per-click fee, record what you paid for a period under Recorded spend on the source’s edit page. Source Analytics and cost per hire add both, spreading a period’s spend evenly over its days. UTM parameters on application links feed the campaign-performance view.

Relationship to sibling apps — Talent Hub is where recruiting staff review the pipeline. Jobs, interviews, offers and onboarding plans are created and edited in Job Board, Interview Hub, Offer Manager and Onboarding Hub. From Talent Hub you can move a candidate between stages on the board and recruiting staff can delete a candidate; the Action Center links into those apps for the rest (converting a hire to an employee, submitting interview feedback, following up on an expiring offer). The Quick Access panel on the Home tab shows links to all enabled recruiting apps.

AI Insights — The AI Insights tab provides five groups of narrative analysis: general, pipeline, sourcing, interview, and bias insights. These are generated by a real LLM grounded in the tenant’s actual recruiting metrics. The page loads instantly with a heuristic baseline; a background job warms the AI-generated narrative so the next page load shows it. The Hiring Forecast card is always a numeric projection and is never run through the LLM.

Stalled candidates — A candidate in a non-terminal stage with no activity (a stage move, edit, note, call or email) for 14 or more days is flagged as stalled. The Candidates tab badges the count, the Action Center lists them, and a daily background job nudges whoever sourced the candidate — or, if nobody sourced them or that person has left, the job’s recruiter and hiring manager, else the person who created the job. If none of them is still active here, the Talent Hub admins who can reassign the job or close the candidate out (else the company’s admins) are asked once instead. Each recipient gets at most one nudge a week and three per stall; an admin asked because the job has no active owner gets one per stall. Candidates idle for more than 60 days, on a closed or filled job, or with an offer awaiting the candidate’s answer or an approval while Offer Manager’s automated reminders are on are not nudged.

Talent Metrics — The Talent Metrics tab surfaces key conversion rates (application-to-interview, interview-to-offer, overall hire rate), time-to-fill statistics (average, fastest, slowest), and pipeline distribution charts. All metrics are scoped to a configurable date range that defaults to the last 30 days.

4. Running it

Reviewing the pipeline

1. Open Apps → Talent Hub → Pipeline.
2. The board defaults to all jobs. Use the job picker to filter to a single requisition, or filter by department, recruiter, or source.
3. Drag a candidate card between columns to advance or reverse their stage. Terminal moves (Rejected, Withdrawn, Unsuitable) and moves backwards prompt for a reason.
4. Click a candidate card to open the detail drawer with their timeline, interviews, and offers.

Each column shows a badge with the true total count; the board renders up to 50 cards per column to keep load times fast. Use the Show rejected, withdrawn & unsuitable toggle to show those columns alongside the active pipeline.

Running reports

1. Open Apps → Talent Hub → Reports.
2. Choose one of the five report types: Executive Summary, Hiring Manager Report, Sourcing Effectiveness, Diversity Analytics, or Compliance Report.
3. Pick a date range (Last 7 Days, Last 30 Days, Last 90 Days, Last 6 Months, or Last Year, or your own dates). The report updates as you choose; export it as PDF or CSV.
4. To schedule recurring delivery, click Schedule delivery on the Reports page and create a schedule with a cadence (Weekly, Monthly, or Quarterly), format (PDF or CSV), reporting window, and recipients.

Eight report types can be scheduled — the five above plus Pipeline Analytics, Performance Analytics, and Trends Analysis. The reporting window is Last 7 days, 30 days, 90 days, 6 months, or 12 months (default 30 days). Recipients must be people in this workspace who can open this report in Talent Hub and see candidate details; Diversity and Compliance reports also need EEO report access. Report schedules are managed by recruiting staff (admins, HR admins, and recruiting app admins).

Using AI Insights

1. Open Apps → Talent Hub → AI Insights. The tab shows while AI insights or Predictive analytics is on, and is hidden only when both are off.
2. The page shows five insight groups: general performance, pipeline optimisation, sourcing effectiveness, interview process, and bias/fairness analysis. Each card includes actionable recommendations.
3. Use the Predictions sub-tab for hiring forecasts and predicted pipeline outcomes.
4. Use the Recommendations sub-tab for sourcing, candidate and process recommendations calculated from your pipeline.

The AI narrative refreshes in the background. When no cached AI result exists, the page shows a heuristic baseline derived from the same metrics. The next page load displays the AI version once the background refresh completes.

Reviewing compliance

1. Open Apps → Talent Hub → Compliance (visible to people with EEO report access — see Settings → EEO report access).
2. The EEO Compliance dashboard shows diversity metrics and demographic breakdowns.
3. Four dedicated reports are available: EEO-1 Report, Applicant Flow Analysis, Adverse Impact Analysis, and Diversity Trends.
4. Adverse Impact Analysis uses the four-fifths (80%) rule per EEOC Uniform Guidelines: if any demographic group’s selection rate falls below 80% of the highest group’s rate, adverse impact is flagged. A group with too few candidates to compare is left out of the comparison and shown as Too few to judge.

All compliance reports can be exported as CSV. EEO-1 reports also export as PDF.

Searching and filtering candidates

1. Open Apps → Talent Hub → Candidates.
2. Filter by status, job, department, date range, or use the search bar to find candidates by name or email.
3. Quick filters at the top: Active (non-terminal stages only), Stalled (no activity for 14+ days), Recent Hires (hired in the last 30 days), and My Candidates (candidates you sourced, or on a job where you are the recruiter or hiring manager).
4. Sort by Match Score to surface the highest-scored candidates first; a keyword estimate is marked as one under its score.
5. Candidates can be exported as CSV by recruiting staff (admins, HR admins, and recruiting app admins). Bulk actions include adding candidates to a talent pool.

Managing sources

1. Open Apps → Talent Hub → Sources (recruiting staff only).
2. Create, edit, activate, or deactivate sources. A source with candidate attributions or recorded spend cannot be deleted — deactivate it instead.
3. Set a price per source (CPC, CPA, Flat Fee, or Monthly), and record flat or monthly fees as spend for their period on the source’s edit page, so Source Analytics can compute cost per hire and ROI.
4. Use Seed Standard Sources to load the built-in set of common sources across all categories.

5. Settings

Settings default to On unless noted. Go to Apps → Talent Hub → Settings (recruiting staff only: admins, HR admins, and recruiting app admins).

Setting	Section	Default	What it changes
Executive summary report	Reports	On	Offers the Executive Summary report type on the Reports tab
Hiring manager report	Reports	On	Offers the Hiring Manager report type on the Reports tab
Talent Hub Agent	AI and analytics	On	Answers Talent Hub questions in the Ask AI sidebar
AI insights	AI and analytics	On	Shows the AI Insights and Recommendations pages and their cards; the AI Insights tab stays while Predictive analytics is on, and opens Predictions
Predictive analytics	AI and analytics	On	Shows the Predictions page and the forecast cards on Analytics, Trends and Talent Metrics
Pipeline analytics	AI and analytics	On	Shows the Pipeline Analytics page
Performance analytics	AI and analytics	On	Shows the Performance Analytics page
Stalled-candidate nudge emails	Notifications	On	Sends the daily stalled-candidate nudge described above
EEO compliance reporting	Compliance	On	Shows the Compliance tab and its reports, and allows scheduled Compliance Report and Diversity Analytics emails
EEO report access	Compliance	Managers and above	Who besides recruiting staff can see the Compliance tab and the EEO report types
Candidate data access	Compliance	Managers and above	Who besides recruiting staff can see candidate names, contact details and AI scores
Require identity verification for exports	Data security	On for new companies	When on, downloading candidate PII or EEO data as CSV or PDF asks the person to verify their identity again. Companies that had Talent Hub before this setting existed were kept Off; only a company admin can change it.

Mobile

Talent Hub has a mobile-optimised view at /m/apps/talent-hub with the dashboard summary, active jobs, candidates (search, plus status, Stalled and Active filters), upcoming interviews, and open offers. Tapping a candidate you can manage opens their Job Board page; tapping an interview or offer opens it in Interview Hub or Offer Manager when that app lets you see it. Phone browsers are automatically redirected from the desktop view. The same access rules apply: recruiting staff and anyone holding the manager role or higher can open it.

6. More help

• Talent Hub FAQ — specific setup, operating, and troubleshooting questions
• Job Board, Interview Hub, Offer Manager — the apps whose data Talent Hub reports on
• Ask AI — the assistant answers questions about Talent Hub from these articles.