How to Interpret Your Recruiting Performance Metrics on juucy

Your juucy dashboard gives you a clear overview of your recruiting performance. These KPIs are not just numbers — they help you understand where you’re doing well and where you can adjust to increase your chances of making placements.

Here’s what each metric means and how you can use it to improve your results:

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1. Interview Invite Ratio

What it measures:
The percentage of your submitted candidates who are invited by the client to an interview.

How to interpret:

A high ratio means you’re submitting strong, well-matched profiles that clients want to meet.
A low ratio could mean:
- Candidates weren’t close enough to the requirements.
- You focused too heavily on one role that later closed, and many candidates were rejected simply because the position was already filled.
- You didn’t diversify your active projects enough, so one closed pipeline skews your numbers.

What you can do:

Always check the briefing notes and stick to the briefing during your sourcing activities.
Diversify your portfolio (5–10 roles in parallel is usually healthy).
Review past rejections to identify patterns (skills, language, seniority, location, salary expectations). Be honest to yourself and try to improve!

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2. Hire to Interview Ratio

What it measures:
The percentage of interviewed candidates who are ultimately hired.

How to interpret:

A high ratio means you’re not just finding candidates, but preparing them to succeed.
A low ratio can indicate:
- Candidates are technically good but not well-prepared for interviews.
- Candidates are not actually as good/suitable as their resumes suggest.
- Clients are finding mismatches in soft skills, motivation, or expectations during interviews.

What you can do:

Ensure that you integrate a clear pre-qualification process into your recruiting activities.
Prepare candidates thoroughly before interviews: review the client’s culture, likely questions, and unique selling points of the role.
Align expectations in advance (salary, remote work, benefits, start date).
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3. Quality Control Ratio

What it measures:
The percentage of your candidates who are stopped in juucy’s Quality Control process.

How to interpret:

A low ratio means you consistently submit candidates that fit the brief.
A high ratio means too many candidates are missing the basics (wrong skills, no language fit, unclear motivation, wrong location etc.).

What you can do:

Super basic: Always check language requirements — this is one of the most common rejection reasons.
Confirm the candidate’s fit against the must-have criteria in the briefing notes before submission.
Provide strong recruiter briefing notes in the submission — QC is much faster and smoother if context is clear.

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4. The Leaderboard

The juucy Leaderboard is updated weekly and showcases the top-performing recruiters on the platform. It’s designed to give you orientation and inspiration by showing how other Talent Partners achieve strong results. You can filter the leaderboard by different KPIs, which makes it easier to see where others excel — whether in Interview Invite Ratios, Hire to Interview Ratios, or Quality Control.

The purpose of the leaderboard is not to diminish anyone’s performance but to spark your “athletic ambition.” Think of it as a healthy benchmark: it helps you compare, learn, and adopt best practices from others in the community. Even if you don’t appear on the leaderboard yet, you can use it as motivation and a source of ideas to sharpen your own recruiting performance.

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Leaderboard

Updated weekly to bring transparency and inspiration to our Talent Partner community.

ID	Talent Partner	IV Ratio	QC Ratio	Hires	Applicants
1	G. Gepardo	34.6%	3.8%	16	316
2	L. Vera	18.0%	15.7%	9	411
3	P. Urban	22.3%	0.0%	9	246
4	S. Weasley	26.9%	4.2%	7	139
5	J. Jansen	21.1%	6.5%	6	198
6	M. Horn	19.4%	8.3%	5	160

Data updates weekly. Use the leaderboard for orientation and inspiration — sort by any column to explore different strengths.

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5. Market Feedback

What it measures:
The number of feedback inputs you’ve provided on juucy about role challenges (e.g. compensation too low, skill set too narrow, location issues).

How to interpret:

Regular feedback shows you’re actively engaged and helping shape the client’s success.
It also increases the chances that juucy can improve the role conditions or ease requirements (e.g. salary flexibility, hybrid options), which directly benefits your sourcing.

What you can do:

Share feedback on every role you’re working on. Even if you don’t have candidates yet, your sourcing insights are valuable.
Be detailed and specific (e.g. “70% of senior developers I reached out to expect €85k+, while this role is capped at €70k”).
Remember: this feedback is used internally to create market reports for clients — it’s not sent word-for-word. Be honest and data-driven.

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Putting It All Together

Think of these metrics as a feedback loop for your own performance:

Interview Invite Ratio shows how well you match candidates to roles.
Hire to Interview Ratio shows how well you prepare and align candidates.
Quality Control Ratio shows how disciplined you are in only submitting candidates who fit.
Market Feedback shows how proactive you are in helping clients adjust when the market reality doesn’t fit their role.

The goal is not to hit perfect numbers — nobody does. What matters is the trend and the context. A dip in one KPI isn’t a failure, it’s a signal of where you can grow. Use these insights as motivation to get better step by step.

At juucy, we never overinterpret a single data point. We look at the bigger picture, because recruiting is complex and every case is different. The dashboard is here to give you transparency and clarity — so you can improve, grow, and ultimately succeed.

We are all on a journey, and none of us is perfect. These KPIs are simply tools to help you get better every day.