See where applications start.
Review job-page views and application sources, including tracked links and visits from your website widget. Attribution depends on the information available from each visit.
All hiring tools
See where hiring needs attention.
Follow job views, applications and hiring activity. Use the evidence from your own recruiting process to decide what needs attention next.
Start with 1 open vacancy and 2 recruiter seats on Free. Workspace limits apply. See plan details.
Find the source behind an application.
Switch between two reporting periods to explore fictional activity for one role.
Fictional sample · Explore locally, with no changes to your workspace
Product designer · Last 7 days
- Your website
- 120 job views · 12 applications
- Shared job link
- 80 job views · 4 applications
- Direct
- 40 job views · 3 applications
19 applications from 240 job views in this sample period.
Look at the role in context.
Open an individual job report to see its recruiting activity. Compare the flow of views and applications with the state of the job’s pipeline.
Use a consistent time window.
Choose a reporting period and investigate changes with your team. Numbers show activity; candidate review and conversation explain the story behind it.
A few useful details.
Are the figures on this page real customer results?
No. The interactive example uses fictional data to show how a source report can be read. It is not a performance claim or a live customer dashboard.
Can I track links I share?
Yes. Job-page and application tracking captures supported UTM parameters. Use consistently tagged links so recorded visits and applications can be grouped meaningfully.
Does attribution measure candidate quality?
Source and conversion numbers describe recorded activity. They do not establish a person’s suitability for a role or explain every hiring outcome.