Member Analytics

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Overview

While the agency dashboard gives you a high-level view of team performance, member analytics let you drill into individual recruiter activity. This is where you can understand what each team member is working on, how productive they are, and where they might need support or coaching. Member analytics are available to users with an Admin or Admin Member role. Regular members cannot view other members’ analytics — they can only see their own activity data.

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Accessing Member Analytics

There are two ways to access a team member’s individual analytics:

1. From the agency dashboard — Click on a member’s name in the leaderboard table. This takes you directly to their analytics detail view.
2. From the Members page — Navigate to Agency > Members, find the team member in the list, and click their View Analytics button.

Both paths lead to the same detailed view. The dashboard path is faster when you are already reviewing team performance; the Members page path is better when you want to review a specific person.

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What Metrics Are Tracked

The member analytics view shows a comprehensive set of metrics for the selected recruiter, organized into several sections.

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Profile Information

At the top of the page, you will see the member’s basic profile:

• Name — Their first and last name
• Email — Their registered email address
• Credit Balance — Their current remaining credits, showing how much capacity they have left

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Activity Statistics

The main analytics section displays five KPI cards, each with a trend indicator comparing to the previous equivalent period: Each metric includes a trend indicator — a percentage showing whether the number has gone up or down compared to the equivalent previous period. A green upward trend means the recruiter is ramping up; a red downward trend means activity is declining.

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Outreach Analytics

An outreach analytics chart visualizes the member’s outreach activity over time. This chart shows the volume and distribution of outreach steps, helping you understand their communication patterns and whether they are maintaining consistent activity. A recruiter who only sends emails might benefit from coaching on LinkedIn outreach, and vice versa.

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Activity Log

At the bottom of the member analytics page, you will find a chronological activity log showing recent actions taken by the recruiter. Each entry includes:

• Date and time — When the action occurred
• Type — The category of action (message sent, outreach step, job added, company added, search created)
• Description — A human-readable description of what happened

The activity log gives you granular visibility into what a recruiter has been doing day by day. This is particularly useful for understanding how someone spends their time beyond what the aggregate numbers show. A recruiter might have low outreach numbers but show heavy research activity (many searches and saved jobs), indicating they are in a pipeline-building phase.

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Comparing Member Performance

To compare performance across your team, use the agency dashboard leaderboard as your starting point. The leaderboard ranks all active members by outreach activity and shows key metrics side by side. For a deeper comparison, open member analytics for two or three team members in separate browser tabs. This allows you to compare their metric trends, outreach channel distribution, and activity patterns in detail. Key things to look for when comparing:

• Activity balance — Are some members doing far more outreach while others focus on searches and candidate management? This might indicate an imbalanced workload or different specializations.
• Channel distribution — If one member sends mostly emails while another focuses on LinkedIn, consider whether they are targeting different audiences or whether one approach is more effective for your agency’s market.
• Trend direction — Are all members trending upward, or are some declining? A declining trend might indicate burnout, lack of motivation, insufficient training, or external factors affecting that recruiter’s work.
• Credit usage patterns — A member burning through credits quickly is likely very active. One with barely used credits may need encouragement or may be stuck.

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Using Analytics for Coaching and Feedback

Member analytics are most valuable when used as a foundation for constructive coaching conversations. Data-driven feedback is more actionable and less personal than subjective assessments.

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Regular One-on-Ones

Review a member’s analytics before your one-on-one meeting. Note any changes in their activity patterns, credit usage, or outreach volume. Use these observations as discussion starters rather than performance judgments. Example: “I noticed your outreach volume dropped last week but your job saves went up significantly. Were you focusing more on research? How did that go?”

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Setting Targets

Use historical data to set realistic activity targets. If a recruiter typically completes 50 outreach steps per week, a target of 55-60 is ambitious but achievable. Setting targets far above historical performance is likely to be counterproductive and demoralizing.

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Identifying Strengths

Analytics can reveal hidden strengths. A member who ranks lower on outreach volume but consistently saves high-quality jobs and builds strong pipelines might be more effective despite fewer raw outreach numbers. Look beyond volume metrics to understand quality and efficiency.

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Onboarding Support

For new team members, track their analytics closely during the first few weeks. A gradual ramp-up in activity is normal and expected. If a new recruiter’s numbers plateau early (within the first week), they might need additional training, mentoring, or process guidance. Compare their ramp-up trajectory against other members’ first-month analytics to calibrate expectations.

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Addressing Underperformance

If a recruiter consistently shows declining or flat metrics over 2-3 weeks:

1. Check their analytics to understand the pattern (is it all activities or just outreach?)
2. Review their activity log for clues (are they active but in non-outreach activities?)
3. Have a conversation focused on understanding barriers, not assigning blame
4. Set specific, measurable improvement goals for the next period
5. Follow up by checking analytics at the next meeting

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The Member Detail View

The full member detail view includes:

1. Member info card — Member name, email, and credit balance
2. KPI cards — Five metric cards (Credits, Searches, Jobs, Clients, Projects) with trend indicators
3. Outreach analytics chart — A chart visualizing outreach activity over time
4. Active projects — A card showing the number of active projects for the member
5. Activity log — A scrollable list of recent actions with timestamps and descriptions

The trend indicators on KPI cards compare against the previous equivalent period to show directional change.

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Advanced

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How Member Analytics Are Calculated

Member analytics are calculated by querying the member’s activity records for the selected time period. The system aggregates:

• Searches: Count of search records created by the user within the period
• Jobs: Count of job records saved by the user within the period
• Companies: Count of company records created by the user within the period
• Outreach steps: Count of outreach step completions across all channels
• Credits used: Sum of credit transactions for the user within the period

Trend indicators are calculated as ((current_period - previous_period) / previous_period) * 100, showing the percentage change. If the previous period value is zero, the trend shows a special indicator rather than infinity.

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Activity Log Data Sources

The activity log pulls from the platform’s logging system, which records user actions as they happen. Each log entry contains a timestamp, user ID, action type, and a descriptive message. The log is sorted chronologically (most recent first) and paginated for performance. The activity log shows all recorded actions, not just outreach. This includes:

• Searches created
• Jobs saved and removed
• Companies added
• Outreach steps initiated and completed
• Credit-consuming actions
• Project management activities

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Connection to the Agency Dashboard

The member analytics view is a drill-down from the agency dashboard. The dashboard shows aggregated team-level data; clicking on a member takes you to their individual view. The metrics use the same calculation methodology, ensuring consistency between what the dashboard shows for a member and what their individual analytics page shows.

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Connection to Team Projects

While the member analytics page does not directly show project details, the “Projects” metric card indicates how many projects the member has active. For detailed project information, use the Team Projects view and filter by the specific member.

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Role-Based Access

Only Admin and Admin Member roles can view other members’ analytics. A regular Member can see their own activity data through their personal dashboard but cannot access the detailed member analytics view for other team members. This privacy boundary ensures that team members are not exposed to comparative data without management context.

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Data Retention

Member analytics data persists as long as the member’s account exists. Even if a member is removed from the agency, their historical activity records remain in the database and contribute to historical aggregate analytics. However, once removed, their individual analytics page is no longer accessible from the agency admin panel.

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Power-User Tips

• Track weekly snapshots. Note each member’s key metrics at the same time each week. Over a month, you will have a trend line that tells a clearer story than any single data point.
• Look at ratios, not just totals. The ratio of outreach steps to jobs saved (conversion rate) or outreach to searches (efficiency rate) can be more insightful than raw counts. A recruiter who contacts 10 companies from 50 saved jobs is operating differently than one who contacts 10 from 12.
• Use the activity log for pattern recognition. Check if the member tends to cluster all outreach on one day, spread it evenly, or do outreach in the morning and research in the afternoon. Understanding their work pattern helps you provide relevant advice.
• Benchmark new hires against veterans. Establish “first month” and “second month” benchmarks based on your experienced team members’ early analytics. This gives you realistic expectations for new hire ramp-up.

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