A live read on your whole funnel: what came in, where it came from, how fast it moves, and where it stalls. Make the case for headcount with numbers, not vibes.
Hiring funnel
Applied, interviewing, offer, hired. See how many reach each stage and where candidates drop off.
Source performance
Know which channels, boards and referrals bring your best-fit applicants, so you spend where it counts.
Time in stage
Spot the bottlenecks. See where candidates wait longest and unblock your pipeline.
Team & role breakdowns
Filter by role, department or time range to compare what's working across your hiring.
Clear, current numbers on every open role, without exporting a spreadsheet or building a chart by hand.
Most hiring teams can say how many people applied this month. Far fewer can say why an offer took six weeks to close, which job board actually produced hires instead of just clicks, or which stage in the pipeline quietly loses good candidates every cycle. That gap between activity and insight is where hiring plans quietly go wrong: budgets get renewed out of habit rather than results, and recruiters take the blame for slow timelines nobody can actually diagnose. The information usually exists somewhere, spread across spreadsheets, job board dashboards, and someone's memory of "that one role that dragged on forever." Aster's analytics pulls all of it into one place, tied to the same pipeline your team already works in.
How it works
Every move gets logged
As candidates apply, get shortlisted, interview, and move toward an offer, Aster records the stage change, the timestamp, and the source automatically in the background. There is nothing extra to tag or track by hand. The funnel and time-in-stage views are simply a read on the pipeline your team is already running every day.
The funnel takes shape
Aster counts candidates at each stage for the role, department or time range you pick, then shows the drop-off between them as both a number and a percentage. You see exactly where the pipeline narrows and by how much, rather than guessing from a gut feel about how the role "felt."
Bottlenecks surface on their own
Time-in-stage tracking flags where candidates are sitting longest, whether that is scorecards left incomplete, interviews not yet scheduled, or offers awaiting sign-off from a hiring manager. Instead of hunting through the board card by card, the slow point is named for you directly, with the average and longest wait both attached.
Pull it out anytime
Every view exports on demand, so the same numbers that live in Aster can go straight into a leadership update, a board deck, or a budget review, without anyone rebuilding a chart from scratch or waiting on a report. Nothing here is locked behind a request or a wait for someone else to run it for you.
In depth
Every role in Aster runs through the same shared pipeline: applied, shortlisted, interviewing, offer, hired. The analytics view turns that pipeline into a funnel, showing how many candidates entered at the top and how many made it through each step, with the drop-off between stages shown plainly rather than buried in a raw count. A role that pulled in 300 applicants and hired one person looks different depending on where those 299 fell away: did the match score filter out most before a human looked, did shortlisted candidates go quiet before an interview was booked, or did interviews happen but offers stall.
Aster shows you which it was, and that changes what you fix. A screening problem calls for tighter role requirements. A scheduling problem calls for turning on self-scheduling. An offer problem calls for a look at your templates or sign-off timeline. Without stage-by-stage drop-off, all three look identical from the outside: a low hire count and a slow close. With it, the fix is obvious, and visible per role, so a pattern across several requisitions is easy to spot rather than a set of anecdotes nobody connects.
Every role in Aster runs through the same shared pipeline: applied, shortlisted, interviewing, offer, hired. The analytics view turns that pipeline into a funnel, showing how many candidates entered at the top and how many made it through each step, with the drop-off between stages shown plainly rather than buried in a raw count. A role that pulled in 300 applicants and hired one person looks different depending on where those 299 fell away: did the match score filter out most before a human looked, did shortlisted candidates go quiet before an interview was booked, or did interviews happen but offers stall.
Aster shows you which it was, and that changes what you fix. A screening problem calls for tighter role requirements. A scheduling problem calls for turning on self-scheduling. An offer problem calls for a look at your templates or sign-off timeline. Without stage-by-stage drop-off, all three look identical from the outside: a low hire count and a slow close. With it, the fix is obvious, and visible per role, so a pattern across several requisitions is easy to spot rather than a set of anecdotes nobody connects.
In practice
The monthly leadership update
A recruiting lead has a standing monthly review with the executive team, and every month meant an hour spent stitching together numbers from the job boards, the applicant tracker, and a hiring manager's memory of how interviews went. Now the funnel, drop-off and time-in-stage views for every open role are already sitting in Aster. The lead filters to the roles in question, exports the view, and walks in with numbers that match what recruiters and hiring managers are actually seeing day to day, not a reconstruction assembled the night before.
FAQ
The stages match the same shared kanban pipeline your team already works in: applied, shortlisted, interviewing, offer, and hired. Every time a candidate moves between these stages in Aster, that move is what feeds the funnel and the drop-off percentages. There is no separate configuration step or extra tagging required. Because it is the same pipeline recruiters and hiring managers use to actually run the role day to day, the analytics reflect real activity rather than a parallel record someone has to keep updated. If your team customizes stage names or adds sub-stages within that structure, the reporting follows the same underlying stage data, so the funnel view always lines up with what the board itself shows.
Source tracking is built into how applications enter Aster. Your branded career site at jobs.hireaster.com/{slug} carries its own link, and any job board or channel you post to, including LinkedIn or JobStreet, along with referral links, is tagged at the point of apply. Nothing needs to be set up per role or re-tagged manually. As long as candidates are applying through the links Aster generates for each channel, the source performance view will already have what it needs to compare them. If a channel is sending candidates through a link that was not generated per source, that channel will not be distinguishable in the breakdown, so it is worth using Aster's generated links wherever you post a role.
Both. The funnel, source performance, and time-in-stage views all support filtering by individual role, by department, or by a date range you choose, in addition to the company-wide view. That means a department head can look at only their open roles, a recruiting lead can compare one quarter to the last, and a hiring manager can see just the role they own without company-wide numbers diluting the picture. Every breakdown pulls from the same underlying pipeline data, just filtered differently, so there is no separate report to configure or wait on. You can move between the overall view and a specific slice in the same session, depending on the question you are actually trying to answer.
Any analytics view in Aster, whether it is the full funnel, a source breakdown, or a time-in-stage report filtered to a role or department, can be exported on demand for use outside the platform, whether that is a leadership deck, a board update, or a conversation with finance about sourcing spend. Access to exports follows the same role-based permissions as the rest of Aster, so what a given team member can see and pull out is governed by their access level, and every export, like every other action in Aster, is captured in the audit trail. That gives teams on Premium or Enterprise plans with stricter compliance needs a clear record of who pulled what data and when.
The analytics reflect your pipeline as it stands when you open the view, since they are built directly from the same stage moves, source tags, and scorecards your team is already recording in Aster, not from a batch import that runs overnight. For most hiring teams, that is enough to catch a stalled stage or an underperforming channel while there is still time to act on it. Aster is not trying to replace a company-wide business intelligence tool that blends hiring data with finance or product metrics. It is built to answer hiring-specific questions quickly, using the same data your recruiters and hiring managers already touch, and to export cleanly into a broader BI tool or report if your organization needs hiring data to sit alongside everything else.
The core funnel, source performance and time-in-stage views are available across Aster's plans, so even a team on Free or Pro can see where a role stands and where it is stalling. Enterprise adds the audit trail depth, SSO and white label options that larger or more regulated teams need around who accessed what data and when, plus dedicated support if a reporting question needs a fast answer from Aster directly. If you are deciding between plans specifically for reporting depth, the honest answer is that the numbers themselves are consistent across tiers. What changes at the higher tiers is control over access and support, not whether you can see your own funnel.
Hiring decisions get made with or without good data. The only question is whether yours are grounded in what the pipeline actually shows or in what it felt like this quarter. Aster's analytics takes the funnel, source tags and stage timestamps your team is already generating just by working the board, and turns them into a live, filterable read on every role, department and channel, ready to export whenever someone needs the real numbers instead of an impression. Nothing here asks for extra work: no separate tool to feed, no report to request, no waiting for someone to reconstruct what happened last month. You already did the work by running the pipeline. Aster just makes sure you can see it clearly, and share it just as easily.
Create your workspace and let Aster read, score and schedule for you. Free to start, no card required.