> ## Documentation Index
> Fetch the complete documentation index at: https://doc.enfue.com/llms.txt
> Use this file to discover all available pages before exploring further.
# Reports
> Hiring reports Enfue builds for you automatically: how hiring is going, where every job stands, where applicants come from, and how your team is performing.
The **Reports** page pulls together your hiring data automatically. There's nothing to set up: as your team adds applicants, schedules interviews, and moves people through the pipeline, the reports update themselves.
The page is organized for the people who use it: an overview for everyone, **Pipeline Detail** for hiring managers, **Recruiter Activity** for recruiters, and **Team Performance** for team leaders.
Open **Reports** from the main menu.
## Choose what to report on
* **Dates**: pick a start and end date at the top, for example **Oct 1 → Oct 9**. The funnel, pipeline, and activity sections cover this period.
* **Jobs**: report on all jobs, or tick the jobs you want to focus on.
## Share and export
Click **Share Report** to create a link to a PDF version of the report, and send it to anyone who needs it. Click the arrow next to it for more options:
* **Download PDF**: a ready-to-send report, for example for management.
* **Export CSV**: the data as a file you can open in Excel or another spreadsheet.
## Hiring Health at a Glance
Four **Activity** cards show the **Last 7 days**, each with a small chart of each day's activity and the change from the week before, for example **↓ 56%**:
| Card | What it counts |
| - | - |
| **New applicants** | Candidates who entered the pipeline. |
| **Interview** | Interviews conducted. |
| **Actions** | Applicants moved, reviewed, or updated. |
| **Hires** | People hired. |
### Hiring Pipeline Funnel
Shows how many applicants are at each stage of your hiring process in the selected period, for example **4 Applied**, **2 Matching Interview**, and **0 Hired**. A sharp drop between two stages shows you where candidates are getting stuck.
## Pipeline Detail (for hiring managers)
A job-by-job view of your pipeline. The badges at the top show the period, **Total Jobs**, **Total applicants**, and **Total Hired**.
| Column | What it shows |
| - | - |
| **Job** and **Location** | The job and where it's based. |
| **Days** | How many days the job has been open. |
| **Apps** | How many applicants applied. |
| **Disq%** | The share of applicants who were disqualified. |
| **Prog.** | Applicants still in progress. |
| **Offering** | Applicants at the offer stage. |
| **Hired** | Applicants hired. |
| **Lead** | The team member leading the job. |
Click a column heading to sort by it.
Sort by **Disq%** to spot jobs where most applicants are disqualified. A very high rate often means the job description or the channels you post it on are attracting the wrong candidates.
## Recruiter Activity (for recruiters)
| Chart | What it shows |
| - | - |
| **Weekly Applicant Activity** | Applicants who were **New**, **Processed**, **Hired**, and **Disqualified** each week. |
| **Source Breakdown** | Where applicants came from, with each channel's share, for example **Facebook**, **LinkedIn**, **Career Page**, and **Job Site**. |
| **Applicants by Month** | Applicants, disqualifications, and hires per month. |
| **Disqualified Reason Breakdown** | Why applicants were disqualified, with each reason's share, for example **Did Not Pass Screening**, **Did Not Pass Interview**, or **Candidate Withdrew**. |
The **Disqualified Reason Breakdown** is only as useful as the reasons your team picks. Ask everyone to choose the reason that really applies when they disqualify an applicant.
## Team Performance (for team leaders)
### Recruiter Activity
A table showing what each team member did in the selected period:
| Column | What it shows |
| - | - |
| **Assigned applicants** | Applicants assigned to them. |
| **Applicants reviewed** | Applicants they reviewed. |
| **Interviews scheduled** | Interviews they scheduled. |
| **Offers sent** | Job offers they sent. |
| **Total hired** | People they hired. |
| **Score** | An overall activity score for the period. Hover over the **ⓘ** icon to see how it's worked out. |
| **Performance** | A rating based on the score: **Excellent**, **On Track**, **Needs Attention**, or **Critical**. |
The **Total** row adds up the whole team.
### Open Jobs per Recruiter
How many open jobs each team member is responsible for, across all time (**Lifetime**). Each bar is split in two:
* **Green**: public jobs, which candidates can see on your [career page](/workplace/career-page).
* **Orange**: internal jobs, which aren't on your career page. Use these when your team is actively sourcing applicants for a role itself.
Use it to check that work is shared fairly, and to see who has room for a new job.
### Open Job Lateness
Your open jobs grouped by how many days late they are: **0-7**, **8-14**, **15-30**, **31-60**, and **60+** days. Click a bar to see which jobs are in that group and who owns them.
Review **Open Job Lateness** in your weekly team meeting. Jobs in the **60+** group either need more attention or should be closed.
## Related topics
- [Job report](/hiring/jobs/job-report.md)
- [Talent Pools](/hiring/talent-pools.md)
- [Hired](/hiring/hired.md)
- [Get help](/help/overview.md)
- [Applicant stages](/settings/applications/applicant-stages.md)
- [Applicant sources](/integrations/applicant-sources.md)
- [Admins](/settings/users/admins.md)
- [Tasks](/hiring/tasks.md)
- [Disqualified reasons](/settings/applications/disqualified-reasons.md)
- [Share a job and receive applicants](/hiring/jobs/job-integrations.md)
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