Full visibility of every consultant, every stage, every score.
Filter by team, individual, or date range, and manage performance at scale with nothing hidden, averaged away, or summarised.
Get in touchMost managers run one-to-ones from memory and a handful of activity metrics: calls made, CVs sent, meetings booked. Recruiter Insider replaces that with objective, verified data on exactly how each consultant is performing, and exactly where coaching will have the greatest commercial impact.
Filter by consultant, team, and date range
Compare this month against last month or this quarter against last quarter. Performance is a trend, visible at whatever level of detail is needed.
Full transparency of every stage
Every question, every stage, and every score is visible for each consultant. Nothing is hidden, averaged away, or summarised.
See exactly where performance changed, and when
Green and red indicators show where scores have improved or dropped against the comparison period, and in which direction they are trending.
Numbers that tell you exactly where the bar sits
90 is platform average and the bare minimum before fill rate starts to suffer. 94 and above is where it really counts. 97 and above is consistent, excelling performance, a clear, shared benchmark for every conversation.
A one-to-one that runs on data, not memory
Filter the stages dashboard to a single consultant before every one-to-one and you walk in with a question-level view of their period, not a vague sense of how things have been going.
Identify the highest-impact coaching priorities
The fill rate uplift dashboard identifies the three competencies where each consultant has the greatest opportunity to improve, benchmarked against what the top 25% of performers by fill rate are doing differently.
Reporting aligned to your meeting cadence
The manager report delivers on any day, at weekly, fortnightly, or monthly frequency, with scores and feedback ahead of every team meeting, so there is no need to pull data live before you sit down.
Full visibility of how each consultant represents the client
See how candidates report each consultant's pitching of the client's culture, brand, and role at every stage, making client representation a measurable, manageable standard across the team.
See whether the data is actually making it into pitches
Effective platform use goes beyond score monitoring. Check whether hiring manager reviews, case studies, and score combos are actually showing up in outreach and proposals, not just whether consultants are prospecting at all.
Know exactly what is being taken to every client meeting
Activity metrics alone, jobs worked, CVs sent, are rarely enough for a quarterly review. Check that consultants are pulling the full client data pack and benchmarking report ahead of time, not relying on memory in the room.
Systematic management of candidate referrals
The referrals dashboard flags every referral generated through the platform the moment it arrives, so none are left unchased, leads that convert at far higher rates than cold outreach.
Build a service-call habit, not just a sales one
The manage email dashboard surfaces everyone due for a check-in, candidates at interview stage, hiring managers at 30 days or contract end. A structured fortnightly call slot routinely lifts response rates by 50 to 60%.
Certification gives you a consistent standard to manage to
Every Academy certificate is tracked against real platform data, not a generic pass mark. As a manager, that gives you one more consistent, comparable standard across every consultant on the team, regardless of office, region, or tenure.
Explore the Academy"It was essential to ensure people only had access to the insights and data relevant to their role, region and scope."— Brunel, global recruitment and workforce solutions
Bringing a single consultant's scores into every one-to-one, rather than relying on memory or anecdote, turns performance from a once-a-quarter surprise into a conversation the consultant is already tracking themselves.
— Recruiter Insider clientFrequently asked questions
What exactly can I filter and compare as a manager?
Any consultant, any team, any date range, with the ability to compare one period directly against another, this month against last month, or this quarter against last quarter, at whatever level of detail you need.
What score should I actually be aiming for?
90 is platform average and the bare minimum before fill rate starts to suffer. 94 and above is where it really counts. 97 and above represents consistent, excelling performance, the same benchmark every consultant can see for themselves.
How should I actually use this in a one-to-one?
Filter the stages dashboard to that consultant before the meeting, so you are looking at a question-level view of their actual period rather than relying on memory or a general impression of how things have been going.
How does the fill rate uplift dashboard decide what to coach on?
It compares each consultant against the top 25% of performers by fill rate and identifies the three competencies where they have the greatest opportunity to close the gap, a structured starting point rather than a generic score review.
How do I get the manager report to actually fit my team's routine?
Set the frequency, daily, weekly, fortnightly, monthly, or quarterly, to match your existing meeting cadence. It arrives ahead of the meeting with scores, testimonials, and hiring manager reviews already pulled together, so there is nothing to gather live.
Can I tell if consultants are actually using the data in their pitches?
Yes. Beyond score monitoring, you can check whether hiring manager reviews, case studies, and score combos are actually showing up in outreach and proposals, a meaningful signal of commercial capability beyond simply being active.
Can I check what consultants are bringing to client meetings?
Yes. Rather than assuming a quarterly review is backed by real preparation, you can confirm the consultant has pulled the full client data pack and benchmarking report ahead of time, not just activity numbers from memory.
How do I make sure referrals don't get missed?
The referrals dashboard flags every referral the moment it comes through the platform, giving you direct visibility of whether your team is following up, something that is otherwise invisible until a placement does or does not happen.
What is a good cadence for service calls, not just sales calls?
A fortnightly slot using the manage email dashboard to call candidates at interview stage and hiring managers at the 30-day or contract-end mark routinely lifts feedback response rates by 50 to 60%, well above passive email follow-up alone.
Manage performance with nothing hidden, ever.
Speak to our team about giving your management team full visibility, consistent benchmarks, and one-to-ones backed by real data, not memory.
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