See every open role, every source and every bottleneck from one dashboard, and make the case for headcount with numbers instead of vibes.
The problem
Hiring the way most teams still do it, before Aster does the first pass for you.
How Aster helps
The whole funnel, live
Applied, interviewing, offer, hired, with drop-off visible at every stage.
Know which sources work
See which boards, links and referrals bring your best-fit candidates.
Find the bottlenecks
Time-in-stage shows exactly where candidates wait and pipelines stall.
A consistent process, every team
Structured interviews and scorecards mean every role is run the same way.
Current, honest numbers on every role. No spreadsheet exports, no charts built by hand.
3×
faster shortlists
46 → 3
applicants to a shortlist
~2 weeks
sooner to a hire
Typical results teams see after switching to Aster.
More by role
Ask a Head of Talent how many roles are open right now, how long each has been stuck in interviewing, and which source is actually producing hires, and most get a shrug or a spreadsheet nobody trusts. Hiring runs across a dozen inboxes, a dozen hiring managers, and a dozen different habits, and the view from the top is a patchwork of status update emails and gut feel. By the time a stall shows up, it has already cost weeks. You need a single, current picture of every requisition, not a reconstruction after the fact.
How it works
Every role, one pipeline
Every requisition moves through the same shared kanban pipeline, applied, shortlisted, interviewing, offer, hired, no matter which hiring manager owns it. Role-based access keeps each manager focused on their own roles while you keep a live view across the whole organization, with an audit trail behind every move.
See where candidates stall
Time-in-stage tracking shows exactly how long candidates sit at each step, applied, shortlisted, interviewing, offer, so a bottleneck between shortlist and first interview looks different from one between interview and offer. You stop guessing which stage is slow and start pointing at the number.
Compare source performance
Source-tracked apply links show which channels, job boards, referrals, the career site, your sourcing pool, actually produce hires and not just applicants. You see cost and quality side by side instead of assuming the loudest channel is the best one.
Make the case with real numbers
Funnel drop-off, time-to-hire and source data roll up into one dashboard you can bring to a headcount conversation or leadership review. Instead of arguing from instinct, you show exactly where hiring is stuck and what closing that gap would take.
In depth
A headcount number tells you almost nothing on its own. Forty applicants for a role sounds healthy until you see that thirty-two never made it past resume screen, six stalled in interviewing, and only two reached an offer. Aster's funnel view breaks every role down by stage, applied, shortlisted, interviewing, offer, hired, and shows exactly where candidates drop off and how many. That is the difference between "we have plenty of applicants" and "we lose most of them at the same point every time."
Maybe the match score bar is set too high and you are filtering out good candidates before a human ever looks. Maybe interviewing takes so long that strong candidates take other offers. Maybe the offer stage is where things fall apart because the template is slow to send. You cannot fix a bottleneck you cannot see, and until now most heads of talent were inferring it from complaints instead of measuring it directly.
A headcount number tells you almost nothing on its own. Forty applicants for a role sounds healthy until you see that thirty-two never made it past resume screen, six stalled in interviewing, and only two reached an offer. Aster's funnel view breaks every role down by stage, applied, shortlisted, interviewing, offer, hired, and shows exactly where candidates drop off and how many. That is the difference between "we have plenty of applicants" and "we lose most of them at the same point every time."
Maybe the match score bar is set too high and you are filtering out good candidates before a human ever looks. Maybe interviewing takes so long that strong candidates take other offers. Maybe the offer stage is where things fall apart because the template is slow to send. You cannot fix a bottleneck you cannot see, and until now most heads of talent were inferring it from complaints instead of measuring it directly.
In practice
Justifying a new recruiter to leadership
You ask for another recruiter every quarter and get the same question back: prove it. Instead of a gut-feel pitch, you pull up the funnel view for the last two quarters, three open roles sitting in interviewing for over three weeks each, heavy drop-off between shortlisted and interviewing, and time-to-hire trending up. The conversation shifts from "we feel stretched" to "here is exactly where capacity is missing and what it is costing us." The headcount gets approved.
FAQ
Every time a candidate moves from one stage of the kanban pipeline to the next, applied, shortlisted, interviewing, offer, hired, that move is timestamped automatically as part of the audit trail. Nobody has to log hours or fill in a separate tracking sheet. The time-in-stage numbers come directly from how the team is already using the pipeline day to day, so the data is accurate because it is a byproduct of normal work, not an extra reporting task layered on top of it.
Both. The dashboard rolls up funnel, source and time data across every open role in the workspace, so you get one view of where hiring stands overall. You can also drill into a single role to see its own funnel and stage timing, which is useful when a specific requisition is stalling and you need to know exactly where. Role-based access means hiring managers typically see their own roles while you see the aggregate.
No. The shared pipeline and scorecard format standardize how a process is tracked and compared, not the decisions inside it. A hiring manager still decides who to advance and who to pass on, still runs the interview their way within the stages, and still weighs the scorecard however their team weighs it. What changes is that the process becomes visible and comparable across roles, so you can see where it is working and where it is not, without dictating how any single manager evaluates a candidate.
Anything with a tracked apply link: your branded career site at jobs.hireaster.com/{slug}, job boards like LinkedIn and JobStreet, referrals, and candidates pulled from your own sourcing pool. Each one carries a source tag from the moment someone applies, so the funnel and hire data can be broken down by where a candidate actually came from, not just how many applied in total.
The dashboard reflects the full history of activity in your workspace, so as roles move through the pipeline over weeks or quarters, funnel, source and time-in-stage data accumulate for every one of them. Because every team uses the same kanban pipeline, the data is comparable across departments from day one, there is no separate setup needed per team or per role.
No. The funnel, source performance and time-in-stage views are built to be read at a glance, not queried like a spreadsheet. If you can read a bar chart, you can see which stage a role is stuck in, which source is producing hires, and how long each part of the process is taking. It is built for a headcount conversation or a leadership review, not for a data team.
Running hiring on gut feel means every stalled role is a mystery and every headcount request is an argument you cannot fully back up. Aster replaces that with one dashboard that shows every open role, every source, and every bottleneck, drawn from a process every hiring manager actually runs the same way. You stop reconstructing what happened after the fact and start seeing it as it happens: where candidates drop off, which sources produce real hires, and which stage is quietly costing you weeks. The next time you ask for a recruiter or explain why a role slipped, you will have the numbers already in hand, not a spreadsheet built the night before.
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