Show applicants, pipeline movement, and time-to-hire from real data rather than a spreadsheet.
You replace spreadsheet counts with a data-driven recruitment summary. This guide shows you how to extract applicant volume, pipeline movement, and time-to-hire from Breezy HR, then package those metrics into a short leadership update.
Use the free plan's GDPR tools to handle candidate data properly.
Preserve candidate records before the free plan's retention window closes.
Plan hiring around the free plan's single active position.
Gather manager feedback inside the pipeline rather than over scattered email.
Set the reporting period and the role or roles covered. Define the date range. If you ran multiple roles, decide whether to report on each separately or aggregate the data.
Pull the headline numbers: applicants received, screened, interviewed, and hired. Review the pipeline stages or your exported data. Count how many candidates entered the process and how many advanced to each stage.
Show which job boards or sources produced the strongest candidates. Breezy HR distributes to 50+ job boards. Identify which sources delivered applicants and which sources contributed candidates who progressed furthest through the pipeline.
Measure the time from application to hire. For each hired candidate, calculate the number of days between their application date and their hire date.
Note where the free-tier limits constrained the process. Document instances where the one-active-role limit or other constraints affected your hiring process.
Summarise into a short leadership update with a recommendation on whether to upgrade. Combine the headline numbers, source performance, time-to-hire, and constraint notes into a concise summary.
**Recruitment Pipeline Summary: [Period]** Period: [start date] – [end date] Role: [role title] **Headline Numbers** - Applicants received: [number] - Screened: [number] - Interviewed: [number] - Hired: [number] **Source Performance** - [Source A]: [number] applicants, [number] progressed to [stage] - [Source B]: [number] applicants, [number] progressed to [stage] - [Source C]: [number] applicants, [number] progressed to [stage] **Time to Hire** - [Metric]: [number] days from application to hire **Free-Tier Constraints** - [Description of constraint and impact] **Recommendation** [Upgrade recommendation if constraints blocked hiring]
For the period, show applicants received, how many progressed through each stage, the best-performing sources, and the time from application to hire, with a note on where free-tier limits constrained hiring.
Compare structured candidate data against the role's requirements consistently.
Track where every candidate stands without a spreadsheet.