Recruitment Dashboard & Hiring Tracker — Excel Template

What's included: 7 sheets from requisition to interview scorecard

The workbook has seven sheets: Instructions, Settings, Requisitions, Candidates, Pipeline Funnel, Dashboard, and Interview Scorecard. Settings is where you define your hiring stages (10 by default, from Applied through Hired, Rejected and Withdrawn), your sourcing channels (7, each with an editable cost per posting), your departments (8, editable), and an as-of date that every duration calculation runs against.

That as-of date is deliberate rather than a live TODAY() formula: it means the days-open and time-to-hire numbers you see are fixed to the date you set them, and don't silently change between the day you build a report and the day someone else opens the file.

Requisitions and candidates: the pipeline data

Requisitions holds up to 40 open roles: req ID, job title, department, hiring manager, location, employment type, target start date, opened date, status, budgeted salary and filled date. Days open, candidate count and hires are calculated per requisition from those dates and from the Candidates sheet.

Candidates holds up to 300 rows across 19 columns, with days in process and time to hire calculated automatically from each candidate's stage and dates. This is a hiring tracker, not an applicant tracking system: there's no login for multiple recruiters to work in at once, no email sending from inside the file, and no change-history audit trail — it records the current stage of each candidate, not every stage they passed through.

Pipeline funnel: stage-to-stage and cumulative conversion

The Pipeline Funnel sheet shows 8 stages from Applied to Hired, with the number of candidates at or beyond each stage, the conversion rate from one stage to the next, and cumulative pass-through from Applied, plus a horizontal bar chart of the funnel.

One honest limitation: the funnel counts active and hired candidates only. Rejected and Withdrawn candidates are excluded, because the file tracks each candidate's current stage rather than a full history of every stage they moved through, so there's no stored record of where in the pipeline a rejected or withdrawn candidate dropped out.

Dashboard: 7 KPIs, source effectiveness, and department rollup

The Dashboard shows seven KPIs: open requisitions, active candidates, offers outstanding, hires to date, average time to hire, average cost per hire, and offer acceptance rate. A source-effectiveness table breaks down all 7 sourcing channels, and a department table (8 rows, matching the departments set in Settings) shows open reqs, hires, and average time to hire per department, alongside a chart of hires by source.

Hires to date is a running total, not a monthly or quarterly count — there's no date filter on that number, so it reflects everything logged in Candidates as of your as-of date, not hires in a specific period.

The by-department table has 8 rows wired to it. You can rename the 8 departments in Settings and every row updates with the new name, but adding a 9th department doesn't add a 9th row to the table.

Interview Scorecard: weighted criteria, printable

The Interview Scorecard covers 6 criteria — technical skills, experience relevance, communication, culture add, problem solving, and motivation — with editable weightings (30/20/15/15/10/10% by default), a 1-5 rating scale per criterion, a calculated weighted total score, and a comments section. It's laid out to print one candidate per page, so an interviewer can fill it out on paper or hand it around before scores are compared.

How this compares to free recruitment trackers

The free templates we reviewed in this category, from indzara.com and free-power-point-templates.com, both track a candidate pipeline with some form of dashboard, but neither one is built for multiple open roles across departments with a consolidated KPI view: no requisition tracking, no pipeline funnel with stage conversion, no cost-per-hire, and no source-effectiveness breakdown.

The one paid competitor we found, an Etsy listing at $39.90, is priced above this template. We didn't get enough detail from the listing to compare feature-for-feature, but the category overall is thin on paid options with a real KPI dashboard, which is what this template is built around.

Excel vs Google Sheets, and who this is for

Both an Excel build and a Google Sheets build ship with the file, with the same formulas driving time-to-hire, cost-per-hire and the funnel calculations in each, so the numbers match regardless of which one you open. There are no macros or VBA in either version.

This is built for a hiring manager, small HR team, or founder who is filling a handful of roles a year and wants time-to-hire, cost-per-hire and source effectiveness calculated instead of estimated. It doesn't replace an applicant tracking system once multiple recruiters need to work in the same file at the same time, once you need to email candidates from inside the tool, or once you need an audit trail of every change — at that point, a spreadsheet has reached its limit and an ATS is the right move.