You should be setting hiring strategy. Not waiting for weekly status updates.
NeoHireX gives Talent Acquisition leaders real-time visibility across every open role, every recruiter, and every pipeline stage, with AI-predicted fill timelines, risk alerts, and performance intelligence delivered before problems become crises. Lead your function with data, not dashboards you built yourself.
Your weekly status meeting is too late. NeoHireX gives you real-time.
The most experienced TA leaders are operating with a one-week lag between what is happening in their function and what they can see. Pipeline health comes from a recruiter update. Fill risk is discovered in a hiring manager complaint. Recruiter performance is assessed in the annual review. NeoHireX closes all three gaps simultaneously.
Pipeline Data Lives in Recruiter Heads
When you ask about a role's status, you get an update from whoever owns it. There is no live view. There is no consistent format. There is no way to compare pipeline health across 20 open roles without scheduling 20 conversations.
You Discover Fill Risk After It Happens
A role missed its 45-day target. The hiring manager is upset. Now you are doing post-mortem. The warning signs - pipeline stalling at HR Review, candidate drop-offs, recruiter inactivity - were all there two weeks ago. Nobody surfaced them.
Recruiter Performance Is Assessed by Gut
You know which recruiters are strong. But you cannot prove it with data in a performance review, or identify why a mid-performer is struggling, or catch an anti-pattern before it costs you a placement. The data exists - it just is not surfaced.
Real-time intelligence across your entire TA function.
NeoHireX's TA leadership view is built for function-wide visibility, not recruiter-level task management. You see what matters, when it matters, with enough context to act before it escalates.
Pulse - Fill Probability Predictions
Every open role gets a fill probability score and a predicted time-to-fill from Pulse. Roles scoring below threshold are surfaced to you before they become issues. You see which roles need your attention today - not next Friday.
Shield - SLA Risk Alerts
Shield monitors every open role against its configured SLA. When a role is at risk, Shield escalates to you - not the recruiter - if the recruiter has not acted. You intervene before the hiring manager calls you first.
Sage - Recruiter Performance Intelligence
Sage detects recruiter anti-patterns across the entire function - cherry-picking, ignoring AI shortlists, stalling on stage advancement, taking shortcuts on documentation. You see exactly where each recruiter is underperforming and why.
Scale - Workload Distribution View
See how job volume is distributed across your recruiting team in real time. Identify who is overloaded, who has capacity, and which jobs should be redistributed to maintain consistent performance across the function.
Function-Wide Analytics Dashboard
Time-to-fill by role type, by recruiter, by department. Offer acceptance rate trends. AI shortlist hit rate vs. manual selection. Sourcing channel effectiveness. Candidate drop-off by pipeline stage. Everything in one dashboard built for TA leadership.
Scribe - Automated Reporting
Weekly TA function reports, recruiter performance matrices, SLA performance summaries, and hiring ROI calculations - generated by Scribe on a schedule. No spreadsheet maintenance. No Friday afternoon data gathering. Reports ready when you need them.
Everything you need to lead your function. Nothing you don't.
Real-time metrics visible at all times
- Open roles by department, status, and SLA proximity
- Fill probability score per role (from Pulse)
- Recruiter workload distribution (from Scale)
- Time-to-fill trend vs. target by role category
- AI shortlist adoption rate per recruiter
- Offer acceptance rate vs. period average
- Candidate NPS and interview completion rate
Alerts surfaced to you proactively
- Roles at SLA risk (from Shield), with days remaining
- Recruiters with detected anti-patterns (from Sage)
- Pipeline bottlenecks by stage across the function
- Roles with no pipeline movement in 5+ days
- Interview completion rates below target (from Nova activity)
- Bench gaps affecting active hiring mandates
Replace annual performance reviews with continuous intelligence.
Sage gives you data-backed recruiter coaching, not impressions. You can have a specific, evidence-grounded conversation with any recruiter about what they are doing well and what needs to change, based on behavioral data from their actual pipeline work.
Anti-Pattern Detection
Sage flags specific behaviors - bypassing AI shortlists, advancing candidates with low integrity scores, leaving stages idle for 7+ days, submitting candidates without completing required documentation. Named, timestamped, linked to specific job records.
Performance Comparison
Compare any recruiter's metrics against team averages - time in stage, submission rate, offer conversion, AI adoption rate. Identify who needs support and what specific behavior to target - before it becomes a performance issue.
Coaching Prompts
Sage generates specific coaching prompts for each recruiter - not generic feedback. 'Recruiter has advanced 3 candidates in the past two weeks who scored below 65 on the AI interview. Recommend discussing AI score thresholds in next 1:1.' That level of specificity.
Training Gap Identification
When anti-patterns are systemic across multiple recruiters - not just one - it signals a training gap, not an individual performance issue. Sage helps you distinguish between coaching needs and systemic process failures.
Turn TA from a cost center into a data-driven function.
TA leaders who can answer 'why did that hire fail' with evidence, or 'which sourcing channel has the best quality-to-fill ratio' with data, or 'what is our time-to-fill prediction for Q2' with a number - those leaders get headcount, budget, and credibility. NeoHireX gives you all three types of answers.
In the Leadership Meeting
Q: 'Why is Engineering hiring taking 55 days?' A: 'Pipeline stalls at HR Review - average 8 days. Candidate drop-off spikes at that stage. We have implemented a 48-hour SLA for HR Review stage. Pulse predicts 42-day time-to-fill by next quarter.' That is a TA leader conversation.
In the Budget Discussion
Q: 'Do we need another recruiter?' A: 'Scale shows current team at 73% capacity with 18 open roles. Adding 6 roles triggers overload. We need one additional recruiter by Q2, or we onboard NeoHireX Autopilot for low-complexity roles to absorb volume without headcount.' That is a data-driven ask.
In the Hiring Manager Review
Q: 'The last 3 hires from that sourcing channel did not work out - why?' A: 'Sourcing channel effectiveness data shows that LinkedIn-sourced candidates in engineering have a 34% 90-day retention rate vs. 71% for referral. We are shifting sourcing mix for the next engineering cohort.' That is credibility.
What TA leaders ask before their first call.
Lead your TA function with real data for the first time.
We will build your demo around your team size, your open role volume, and the performance conversation you need to have with leadership this quarter.