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 Scheduler, 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 the Apps Marketplace.
• 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 Apps Marketplace → Talent Hub → Enable. The app requires a licence.
2. No additional configuration is mandatory. Because Talent Hub reads from Job Board, Interview Scheduler, 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 restricted to the recruiting staff tier: admins, HR admins, and app admins of Job Board, Interview Scheduler, or Offer Manager. Users with the Recruiting View permission also have access. A plain employee or people-manager without one of those roles cannot open the dashboard.
4. Confirm it worked: open Apps → Talent Hub. The Home tab shows quick metrics (open jobs, recent applications, upcoming interviews, pending offers) 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 users who are Manager or above. The AI Insights tab only appears when the AI Insights setting is on (it defaults to on). If either is missing from the sidebar, check the user’s role or the setting.

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 Scheduler, 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 Scheduler. Hired cannot be set manually — it happens automatically when an offer is signed. Terminal moves require a reason, and moving a candidate backwards requires Manager or above.

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 Scheduler 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.

Sources and attribution — A source tracks where a candidate came from. Sources belong to one of eight categories: Job Board, Social Media, Referral, Direct, Agency, Event, Passive Sourcing, or Other. Each source can carry cost-tracking data (CPC, CPA, Flat Fee, or Monthly) so the Source Analytics tab can compute cost-per-hire and ROI by channel. UTM parameters on application links feed the campaign-performance view.

Relationship to sibling apps — Talent Hub reads but does not write the core recruiting records. Candidates belong to Job Board, interviews to Interview Scheduler, offers to Offer Manager, and onboarding plans to Onboarding Hub. The Action Center links directly into those apps for the actual work (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 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 the candidate’s recruiter or hiring manager (up to 3 nudges per candidate, at most once every 7 days).

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) prompt for a reason. Moving backwards requires Manager or above.
4. Click a candidate card to open the detail drawer with their timeline, interviews, offers, and notes.

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 Include terminal stages toggle to show Rejected, Withdrawn, and Unsuitable columns alongside the active pipeline.

Running reports

1. Open Apps → Talent Hub → Reports.
2. Choose a report type: Executive Summary, Hiring Manager Report, Sourcing Effectiveness, Diversity Analytics, Compliance Report, Pipeline Analytics, Performance Analytics, or Trends Analysis.
3. Set the date range and click Generate. Reports can be exported as PDF or CSV.
4. To schedule recurring delivery, go to Reports → Schedules and create a schedule with a cadence (Weekly, Monthly, or Quarterly), format (PDF or CSV), and one or more recipient email addresses.

Report schedules are managed by admins and app admins only. The date-range look-back window for a scheduled report accepts 1–365 days, defaulting to 30. Available cadences are Weekly, Monthly, and Quarterly.

Using AI Insights

1. Open Apps → Talent Hub → AI Insights (only visible when the AI Insights setting is on).
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 AI-generated sourcing, candidate, and process recommendations.

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 Manager or above only).
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 minimum of 5 candidates per group is required for the analysis to run.

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 Mine (candidates you sourced).
4. Sort by AI score to surface the highest-scored candidates first.
5. Candidates can be exported as CSV (admin or app admin only). Bulk actions include adding candidates to a talent pool.

Managing sources

1. Open Apps → Talent Hub → Sources (admin or app admin only).
2. Create, edit, activate, or deactivate sources. A source with candidate attributions cannot be deleted — deactivate it instead.
3. Set cost-tracking per source (CPC, CPA, Flat Fee, or Monthly) to enable ROI calculations in Source Analytics.
4. Use Seed Standard Sources to load the built-in set of common sources across all categories.

5. Settings

All settings are stored in the app’s JSON configuration and default to On unless noted. Go to Apps → Talent Hub → Settings (admin or Talent Hub app admin only).

Setting	Section	Default	What it changes
Executive Summary Report	Dashboard Views	On	Shows or hides the Executive Summary report type under the Reports tab
Hiring Manager Report	Dashboard Views	On	Shows or hides the Hiring Manager report type under the Reports tab
AI Insights	AI & Analytics Features	On	Shows or hides the AI Insights tab and its three sub-pages (Insights, Predictions, Recommendations)
Predictive Analytics	AI & Analytics Features	On	Shows or hides the Predictions sub-page under AI Insights
Pipeline Analytics	AI & Analytics Features	On	Shows or hides the Pipeline Analytics sub-page under Analytics
Performance Metrics	AI & Analytics Features	On	Shows or hides the Performance Analytics sub-page under Analytics
EEO Compliance Reporting	Compliance	On	Shows or hides the entire Compliance tab and its four reports
Require identity verification for exports	Data Security	Off	When on, downloading candidate PII or EEO data as CSV or PDF requires a step-up re-verification

All seven feature toggles default to On for a newly enabled tenant. Require identity verification for exports defaults to Off.

Mobile

Talent Hub has a mobile-optimised view at /m/apps/talent-hub with read-only access to the dashboard summary, active jobs, candidates (filterable by status), upcoming interviews, and pending offers. Phone browsers are automatically redirected from the desktop view. The same access rules apply: only recruiting staff and users with the Recruiting View permission can open it.

6. More help

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