Analysis reportJuly 1, 2026
HR KPI Dashboard
- Source
- sample-data.csv · 6 rows
Annualized turnover
14.2%
-1.8ppTime to hire
31 days
-4 daysOffer acceptance
87%
+3.0ppeNPS
+34
+6Headcount by month
Sample data — trailing 6 months
HR KPI dashboard
HR dashboards earn their seat when they connect people metrics to operational cost: what attrition actually costs, where hiring stalls, and whether the employee experience is trending the right way.
Live render with sample data — upload your own export and this structure regenerates from your numbers, with the computation attached to every figure.
The hr KPIs that matter, defined
- Turnover rate
- Departures divided by average headcount, annualized, split voluntary vs involuntary — the two need entirely different responses.
- Departures ÷ Avg headcount × 100
- Time to hire
- Requisition open to offer accepted, at the median per role family. The bottleneck stage matters more than the total.
- Offer acceptance rate
- Offers accepted divided by offers extended. Below ~85%, compensation or process is misfiring.
- Accepted ÷ Extended × 100
- Cost per hire
- Total recruiting cost (agencies, ads, recruiter time) divided by hires, tracked by source.
- Employee NPS (eNPS)
- "Would you recommend working here?" Promoters minus detractors. Crude but trendable — direction beats precision.
Frequently Asked Questions
Everything you need to know about using AnalyzeData.
Turnover (split by type), time to hire, offer acceptance, cost per hire, and eNPS — the flow in, the flow out, and the experience in between.
Export headcount, hires, and departures from BambooHR, Workday, or a spreadsheet, upload the CSV, and ask for the people review. Rates compute from the actual rows.
Yes; blending them hides the story. Voluntary departures point at pay, management, or growth problems you may need to fix, while involuntary departures reflect performance or restructuring decisions you made. The two demand entirely different responses, so splitting turnover into voluntary and involuntary is what turns the number into something actionable rather than just a headcount-loss figure annualised against average headcount.
Offer acceptance is offers accepted divided by offers extended, and persistently below roughly 85% signals that compensation or the hiring process is misfiring: pay lagging the market, the process running too slow, or a weak closing step letting candidates cool. Read it next to time to hire, since slow, drawn-out searches are a common reason strong candidates accept somewhere else before your offer arrives.
Build your hr KPI dashboard
Upload the export you already have — the dashboard computes itself, verifiably.
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