Overview

This dashboard tracks how employees engage with the Talent Marketplace — Career Hub adoption, internal mobility activity (job views and applications), networking and referral behavior, and mentorship participation — alongside core workforce outcomes like headcount, hiring, attrition, retention, tenure/progression, and retention risk. It's intended for HR and Talent leaders and People Analytics teams who need visibility into both marketplace usage and the workforce outcomes it's meant to influence.

Metrics

Total Employee - All Time

Definition: Total Employees measures the total number of employee profiles ingested into Eightfold. This metric provides visibility into the organization's profile data within the platform.

How it is calculated: Counts each unique employee profile with a valid employee ID once, across the entire employee population ingested into the platform.

Note:

• Only counts employees who have a valid employee ID on their profile.
• Reflects the entire ingested employee population, with no date range filter applied.
• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Employees using Career Hub - All Time

Definition: Employees Career Hub measures the count of distinct employee profiles that have been activated in the Talent Marketplace Career Hub. This metric provides visibility into Career Hub adoption among the organization's active user base.

How it is calculated: Counts each unique employee, with an activated profile and a valid employee record, who has ever generated at least one Career Hub activity event.

Note:

• Only counts employees with an activated profile and a valid employee ID.
• This is an all-time count and is not affected by the dashboard's Date Range filter — unlike the period-scoped "Employees using Career Hubs" metric below, which is scoped to the selected date range.
• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Employees using Career Hub % - All Time

Definition: Employees using Career Hub measures the % of distinct employee profiles that have been activated in the Talent Marketplace Career Hub. This metric provides visibility into Career Hub adoption among the organization's active user base.

How it is calculated: Divides the count of employees who have ever activated Career Hub by the total employee count, then multiplies by 100.

Note:

• If the total employee count is zero, this percentage cannot be calculated.
• No date range filter is applied.
• Can be broken down by Business Unit, Job Function, Employee Level, and Location Country.

Monthly Retention %

Definition: Monthly Retention % measures the percentage of employees who remained employed within the organization during each month, broken down by month, filtered by period start date. Only records with a valid month are included. The retention rate may exceed 100% in months where new hires outnumber terminations.

How it is calculated: For each month, subtracts the number of employees terminated from the number active at the start of the month, divides by the active count, and multiplies by 100.

Note:

• Only includes months with a valid, recorded month value.
• Retention can show as more than 100% in months where hiring outpaced departures.
• Results are shown in ascending order by month.
• Can be broken down by Job Function, Location Country, Seniority, and Business Unit.
• Filtered by period start date.

Monthly Hires and Terminations

Definition: Monthly Hires and Terminations measures the total number of new hires and terminations per month, broken down by month, filtered by period start date. Only monthly granularity records with a valid month are included.

How it is calculated: For each month, totals the number of new hires and the number of terminations separately and plots them side by side.

Note:

• If the "Is Alumni?" filter is applied and set to exclude alumni, terminations disappear from the chart and only hires of current employees are shown.
• Only includes records at monthly granularity with a valid month value.
• Can be broken down by Job Function, Location Country, Seniority, and Business Unit.
• Filtered by period start date.

Headcount Trend

Definition: Headcount Trend measures the total number of active employees, filtered by month start date. Only monthly granularity records with a valid month are included.

How it is calculated: For each month, totals the number of employees who were active at the start of that month and plots the trend over time.

Note:

• Only includes records at monthly granularity with a valid month value.
• Results are shown in ascending order by month.
• Can be broken down by Job Function, Location Country, Seniority, and Business Unit.
• Filtered by period start date.

Internal Hires %

Definition: Internal hires (% of total hires) measures the percentage of total hires that were filled by internal employee applicants within the selected date range. This metric reflects the organization's reliance on internal mobility versus external hiring, and indicates the effectiveness of internal talent development and career progression pipelines.

How it is calculated: Divides the number of hired applications that were sourced internally (or flagged as Internal Mobility) by the total number of hired applications, then multiplies by 100.

Note:

• Assumes at least one hire exists in the selected date range; if there are none, the percentage cannot be calculated.
• Only includes applications marked as hired.
• Can be broken down by hire date.
• Filtered by hire date.

Employees using Career Hubs

Definition: Employees using Career Hub measures the count of distinct employees who accessed the Career Hub at least once within the selected date range. Unlike the All Time variant, this metric is scoped to the selected period via the activity date filter, enabling tracking of active user growth and period-over-period engagement trends.

How it is calculated: Counts each unique employee, with an activated profile and valid employee record, who generated at least one Career Hub activity event within the selected date range.

Note:

• Only counts employees with an activated profile and a valid employee ID.
• Unlike the All Time version of this metric above, this one is scoped to whatever date range is selected on the dashboard.
• Can be broken down by activity date, Business Unit, Job Function, Location, and Location Country.
• Filtered by activity date.

Employees using Networking

Definition: Employees using Networking measures the count of distinct activated employees who have viewed at least one Networking-related page (excluding the home page), filtered by activity date. Only events mapped to the 'People and Networking' category are included — such as profile search, viewing profiles, favoriting profiles, and org chart interactions.

How it is calculated: Counts each unique activated employee who triggered at least one People & Networking event (such as profile search, org chart view, or favoriting a profile) other than simply viewing the home page, within the selected date range.

Note:

• Only includes activity mapped to the "People and Networking" category — profile search, viewing profiles, favoriting profiles, contacting by email, referring to a job, and org chart interactions.
• Simply viewing the home page does not count as Networking activity.
• Can be broken down by activity date, Business Unit, Job Function, Employee Level, and Location Country.
• Filtered by activity date.

Employees using Networking %

Definition: Employees using Networking % measures the percentage of activated employees who have used Networking-related features out of all activated employees who performed any activity (excluding home page views), filtered by activity date.

How it is calculated: Divides the number of employees who used Networking features by the number of employees who had any qualifying activity (excluding home-page views alone), then multiplies by 100.

Note:

• If no employee had any qualifying activity in the period, this percentage cannot be calculated.
• Can be broken down by activity date, Business Unit, Job Function, Employee Level, and Location Country.
• Filtered by activity date.

Employee as Mentors %

Definition: Employee as Mentors % measures the percentage of employees who are registered as mentors, calculated across all time with no date filter applied. An employee is considered a mentor when their mentor count is greater than 0.

How it is calculated: Divides the number of employees whose mentor count is greater than zero by the total employee count, then multiplies by 100.

Note:

• An employee counts as a mentor once their mentor count is greater than zero.
• No date range filter is applied — reflects the mentorship program as it stands today.
• Can be broken down by Business Unit, Location Country, and Job Function.

Employee as Mentees %

Definition: Employee as Mentees % measures the percentage of employees who are registered as mentees, calculated across all time with no date filter applied. An employee is considered a mentee when their mentee count is greater than 0.

How it is calculated: Divides the number of employees whose mentee count is greater than zero by the total employee count, then multiplies by 100.

Note:

• An employee counts as a mentee once their mentee count is greater than zero.
• No date range filter is applied.
• Can be broken down by Business Unit, Location Country, and Job Function.

Employees making Referrals

Definition: Employees making Referrals measures the count of distinct employees who have referred at least one candidate to a position, filtered by refer date. Only activities within the Career Hub, SmartRefer, and Project Marketplace namespaces are included.

How it is calculated: Counts each unique employee who referred at least one candidate to a job, based on referral activity recorded in Career Hub, SmartRefer, or Project Marketplace.

Note:

• Only includes referral activity within Career Hub, SmartRefer, and Project Marketplace.
• Once the "Is Alumni?" filter is applied, the metric reflects current employees only.
• Can be broken down by activity date, Business Unit, Job Function, and Location Country.
• Filtered by refer date.

Employees making Referrals %

Definition: Employees making Referrals % measures the percentage of employees who have referred at least one candidate to a position, filtered by refer date. Only activities within the Career Hub, SmartRefer, and Project Marketplace namespaces are included.

How it is calculated: Divides the number of employees who made at least one referral by the number of employees active across Career Hub, SmartRefer, and Project Marketplace, then multiplies by 100.

Note:

• Only includes referral activity within Career Hub, SmartRefer, and Project Marketplace.
• Once the "Is Alumni?" filter is applied, the metric reflects current employees only.
• Can be broken down by activity date.
• Filtered by refer date.

Avg. Tenure of Progressing Employees

Definition: Avg. Tenure of Progressing Employees measures the average tenure (in years) of employees who have progressed in their career — either through multiple internal experiences or a documented role change since hire.

How it is calculated: Averages the number of years since hire for employees who either have more than one internal work experience on record or have a role-change date different from their hire date.

Note:

• An employee is considered "progressing" if they have more than one internal work experience, or if their role-change date differs from their hire date.
• No date range filter is applied.
• Can be broken down by Location Country, Business Unit, and Job Function.

Avg. Tenure of Stagnant Employees

Definition: Avg. Tenure of Stagnant Employees measures the average tenure (in years) of employees who have not changed roles since being hired.

How it is calculated: Averages the number of years since hire for employees who have at most one internal work experience and no recorded role change since being hired.

Note:

• An employee is considered "stagnant" if they have at most one internal work experience and either have no recorded role change or their role-change date matches their hire date.
• No date range filter is applied.
• Can be broken down by Location Country, Business Unit, and Job Function.

Internal Job Views

Definition: Internal Job Views measures the count of distinct job positions viewed by employees through the Career Hub, filtered by activity date. Only position-view events within Career Hub are included.

How it is calculated: Counts each unique internal job posting that was viewed by an employee through Career Hub.

Note:

• Only includes job-view activity that occurred within Career Hub.
• Can be broken down by activity date, Business Unit, Employee Level, Location Country, and Job Function.
• Filtered by activity date.

#Applications Started

Definition: Applications Started measures the count of positions for which employees initiated an application through Career Hub, filtered by activity date. Only application-form-loaded and apply-to-external-job events are included.

How it is calculated: Counts each unique job posting for which an employee began an application, based on either loading the application form or clicking through to apply on an external site.

Note:

• Counts a position as having a "started" application when an employee either loads the application form or clicks through to apply externally.
• Can be broken down by activity date, Business Unit, Employee Level, Location Country, and Job Function.
• Filtered by activity date.

#Applications Completed

Definition: Applications Completed measures the count of distinct positions for which employees completed and submitted an application through Career Hub, filtered by activity date. Only application-submitted events are included.

How it is calculated: Counts each unique job posting for which an employee fully submitted an application.

Note:

• Only counts positions where the employee fully submitted an application.
• Can be broken down by activity date, Business Unit, Employee Level, Location Country, and Job Function.
• Filtered by activity date.

Employees searching Internally % - Business Unit

Definition: Employees Searching Internally % - Business Unit measures the percentage of employees who viewed or searched for internal job positions through Career Hub, broken down by business unit, filtered by activity date.

How it is calculated: For each business unit, divides the number of employees who searched for or viewed an internal job by the total number of employees active in Career Hub, SmartRefer, or Project Marketplace, then multiplies by 100.

Note:

• If a business unit has no employees active in Career Hub, SmartRefer, or Project Marketplace during the period, its percentage cannot be calculated.
• Can be broken down by activity date, Job Function, Location Country, and Employee Level.
• Filtered by activity date.

Top Profile Skills

Definition: Top Profile Skills measures the count of distinct employees who possess each skill, ranked in descending order. This metric identifies which skills are most prevalent across the organization.

How it is calculated: Counts the number of unique employees who list each skill on their profile and ranks skills from most to least common.

Note:

• No date range filter is applied — reflects skills as currently recorded on employee profiles.
• Results are shown in descending order (most common skill first) and paginated 10 rows at a time.
• Can be broken down by Job Function, Business Unit, Location Country, and Employee Level.

Monthly Attrition %

Definition: Monthly Attrition % measures the rate at which employees left the organization during a given month, relative to the number of employees active at the start of that month. All terminations are counted regardless of reason, including both regrettable and non-regrettable attrition.

How it is calculated: For each month, divides the number of employees terminated by the number of employees active at the start of the month, then multiplies by 100.

Note:

• Does not work in combination with the "Is Alumni?" filter.
• Only includes records at monthly granularity with a valid month value.
• Results are shown in ascending order by month.
• Can be broken down by Job Function, Location Country, Seniority, and Business Unit.
• Filtered by period start date.

Quarterly Attrition %

Definition: Quarterly Attrition % measures the rate at which employees left the organization during a given quarter, relative to the number of employees active at the start of that quarter.

How it is calculated: For each quarter, divides the number of employees terminated by the number of employees active at the start of the quarter, then multiplies by 100.

Note:

• Does not work in combination with the "Is Alumni?" filter.
• Only includes records at quarterly granularity with a valid quarter value.
• Results are shown in ascending order by quarter.
• Can be broken down by Job Function, Location Country, Seniority, and Business Unit.
• Filtered by period start date.

Annual Attrition %

Definition: Annual Attrition % measures the rate at which employees left the organization during a given year, relative to the number of employees active at the start of that year.

How it is calculated: For each year, divides the number of employees terminated by the number of employees active at the start of the year, then multiplies by 100.

Note:

• Does not work in combination with the "Is Alumni?" filter.
• Only includes records at yearly granularity with a valid year value.
• Results are shown in ascending order by year.
• Can be broken down by Job Function, Location Country, Seniority, and Business Unit.
• Filtered by period start date.

Employees Distribution by Retention Risk - All Time

Definition: Employees Distribution by Retention Risk - All Time shows the count of active employees grouped by their assessed risk of loss, giving a distribution view of retention risk across the workforce.

How it is calculated: Counts the number of active employees in each retention-risk category (such as low, medium, or high).

Note:

• No date range filter is applied — reflects the current retention-risk assessment as of the latest data refresh.
• Can be broken down by Location Country, Business Unit, and Job Function.

Impact of Loss for those with High Retention Risk - All Time

Definition: Impact of Loss for those with High Retention Risk - All Time shows the count of employees flagged with high retention risk, grouped by the assessed impact of losing them, highlighting where succession exposure is greatest.

How it is calculated: Among employees flagged as high retention risk, counts how many fall into each impact-of-loss category.

Note:

• Only includes employees flagged with a high retention-risk rating.
• No date range filter is applied.