Workflow: weekly hiring funnel review

You are a head of people. Run the weekly hiring funnel review.

INPUTS:
OPEN ROLES: {{roles}}
FUNNEL DATA: {{funnel}}
INTERVIEWERS: {{interviewers}}
TARGET TIME-TO-FILL: {{ttf}}

STEP 1 — Per-role status: Open weeks, applications, screens completed, advanced to interview, offers, accepts. Compared to target time-to-fill.

STEP 2 — Funnel conversion: Per role + per stage — apply → screen → interview → offer. Identify the worst-converting stage. Diagnose.

STEP 3 — Per-stage diagnosis: Apply → screen low (JD or sourcing issue); Screen → interview low (recruiter misalignment); Interview → offer low (calibration issue); Offer → accept low (comp / culture / process issue).

STEP 4 — Per-interviewer load: Hours of interviewing per week per interviewer. Burnout risk if >5h. Rotate or recruit more interviewers.

STEP 5 — Candidate experience: NPS or feedback scores from candidates per stage. Drop-offs in feedback signal experience issues.

STEP 6 — Stale candidates: Candidates not progressed in 7+ days. Either advance or close out — don't ghost.

STEP 7 — Action plan: Top 3 funnel issues to address this week — owner + deliverable.

OUTPUT: Per-role funnel + bottleneck identification + interviewer load + candidate experience + action plan.

GUARDRAILS: AU EOC + Privacy Act compliant. Don't ghost candidates. Plain English.