HR Analytics: Power BI Talent Acquisition Dashboard

@sareheshak

السلام عليكم ,,, I ALREADY MADE SIMILAR PROJECT LIKE THAT BEFORE. I can start working immediately on "HR Analytics: Power BI Talent Acquisition Dashboard" ,, I will deliver a fully dynamic solution that meets all your requirements efficiently and with high accuracy. About me: 10+ years Advanced Excel/data visualization experience, Certified VBA Programmer, MBA.

@sohelswdu

With a decade-long HR experience in Bangladesh and one year of supporting an Australian recruitment agency, my expertise marries perfectly with your need for a comprehensive Talent Acquisition Control Tower & Executive Dashboard. Having worked on end-to-end recruitment, data management, and reporting using ATS/CRM systems like JobAdder, I have gained significant skills in Business Analysis, Data Analysis, and Data Visualization. Hence, constructing a superior Power BI solution for your project comes naturally to me. Lastly, I assure you of my unwavering commitment towards efficient collaboration. My consistent focus on accuracy and detail during tasks will ensure precision even in elements like SLA rules configurability. It’s not just about delivering the project; it’s about elevating your business – an objective that echoes deeply with me. Thank you again for considering my services. I'm eager to discuss your requirements further and see how we can bring this project to life.

@tauqeer0307

Hello, I clearly understand that you need an Executive Power BI Dashboard and Talent Acquisition Control Tower that provides both daily recruitment visibility and executive-level HR insights. I am a Data Analyst with 5 years of experience, specializing in Power BI, Advanced DAX, Power Query, data modeling, KPI development, and executive dashboards. I have already worked with a Saudi-based company to build an HR dashboard, analyzing workforce data and presenting key HR KPIs in Power BI. I have also developed executive-level HR dashboards for other clients, helping management track performance, trends, workforce insights, and key business metrics. For your project, I will build a scalable data model covering requisitions, openings, candidates, recruitment stages, SLA and aging, offers, joining, recruiter/HM performance, source performance, and critical vacancies. Data accuracy will be a major priority, especially for requisition vs. opening counts, duplicate candidates, remaining vacancies, filter context, and multiple recruitment dates. I can share relevant HR/Recruitment Power BI samples on request. Once I review your data structure, I can recommend the most suitable data model, timeline, and fixed-cost approach. Best regards, Tauqeer Ahmad

@CauaAlves

A control tower like this usually breaks at the stage transitions, where a candidate silently drops between HM Review and Interview and the funnel numbers stop reconciling. I'd model the recruitment lifecycle as a proper star schema so each stage has clean conversion and time-in-stage metrics, build the executive summary and drill-through views on top of that, and add data quality checks so gaps get flagged instead of hidden in the aggregate. You'd get a working Power BI model plus documentation on the data model. What's the current source system for the recruitment data (ATS export, SQL, Excel), and roughly how many requisitions per month are we modeling?

@Algorista92

Hi, nice to greet you. This is Matías speaking from Córdoba, Argentina. I am the CEO and founder of MJE Data Consulting, a consultancy specialized in data science, business intelligence, advanced Power BI, data modeling, and data-driven solutions. I can help you build the Talent Acquisition Control Tower as a scalable Power BI solution, starting with the data assessment and data dictionary, followed by a professional Star Schema, Power Query transformations, Calendar/Date dimensions, and advanced DAX measures. I can develop the recruitment lifecycle analysis covering Demand vs Delivery, Pipeline/Funnel, SLA & Aging, Daily Action Center, Recruiter and Hiring Manager performance, Offer & Joining, Source Performance, Critical Vacancies, Data Health, and the Executive TA Dashboard. Particular attention would be given to correctly distinguishing requisitions from openings/headcount, handling multiple recruitment dates, avoiding duplicate and many-to-many issues, and ensuring that KPIs such as Remaining Vacancies, Completion %, Time to Fill, Time to Hire, SLA Compliance, conversion rates, and joining forecasts reconcile with the source data. I would like to schedule a meeting within the platform to review the available recruitment data, existing Excel/SharePoint structures and mock-ups, understand the business rules and KPI definitions, and define the data model, development phases, timeline, fixed investment, revisions, and support period before starting. Best regards, Matías

@noreenraheel

Hi, You’ll receive a scalable Power BI Talent Acquisition Control Tower built around a clean recruitment data model, advanced DAX, Power Query, and a proper star schema. I’ll first assess your existing recruitment data, define the required fields and KPI logic, and design the model before developing the dashboards. I’ll build the complete recruitment lifecycle from Requisition → Sourcing → Screening → Interview → Offer → Acceptance → Joining, including Demand vs Delivery, Pipeline/Funnel, SLA & Aging, Recruiter and Hiring Manager performance, Offer & Joining, Source Performance, Critical Vacancies, Data Health, and the Daily Action Center. The dashboard will include synchronized filters, drill-throughs, dynamic KPIs, RAG indicators, detailed action ownership, and executive-level reporting. I’ll ensure requisition and headcount are handled separately and validate all KPIs against the source data to prevent duplicates and incorrect counts. I’ll also provide the completed PBIX, Power Query/DAX, KPI definitions, data-entry structure, documentation, and knowledge transfer so the solution is easy to maintain and extend. Best Regards, Noreen Raheel

@abdullahalik

I'm Abdullah Ali, a seasoned full-stack engineer and data scientist with over 3 years of diversified experience. I have successfully developed and deployed end-to-end, data-driven solutions that perform reliably under real-world circumstances—perfect for your comprehensive Talent Acquisition Control Tower & Executive Dashboard project. My core competencies include Artificial Intelligence & Machine Learning (such as Speech Recognition and Natural Language Processing), Data Science & Analytics (feature engineering, statistical analysis), Data Engineering/ETL(Pipelines) and Visualization using Power BI, Tableau among others. Notably, I bring strong capabilities in backend development languages like Python, Node.js along with proficiency in SQL which will be instrumental in managing and examining your extensive recruitment dataset. In addition to my technical expertise, I emphasize deeply on understanding the client's business needs to transform them into dashboards that provide actionable insights. Moreover, I am well exposed to agile methodologies and believe in clear communication throughout the developmental process with prompt adherance to deadlines. If you're looking to have an all-encompassing talent acquisition analytics solution that is powerful yet user-friendly à la your vision, I am eager to partner with you on this journey!

@richardb063

Hi, I can start with Data Assessment, Data Dictionary, Star Schema, date modeling, and KPI definitions before visuals. Building a Talent Acquisition Control Tower that becomes one trusted source for operations and executive reporting is the goal. I’ve worked on projects where Power BI, Advanced DAX, Power Query, HR analytics, SLA logic, and complex filter context needed strict reconciliation to source data. I can model requisitions, openings, candidates, interviews, offers, joining, action ownership, recruiter/HM performance, data health, and configurable SLA rules with proper dimensions and relationships. The PBIX will include synced slicers, drill-through, RAG indicators, daily action views, executive KPIs, documentation, and knowledge transfer. I’m confident I can deliver a scalable, accurate solution within the agreed deadline if awarded. Best regards.

@alirashdi26

Hello, As a seasoned developer, I possess the critical skills and vast experience needed to engineer the Talent Acquisition Control Tower & Executive Dashboard you require. My expertise in data visualization and SQL aligns perfectly with the very essence of this task to build an HR analytics dashboard that enables seamless and comprehensive monitoring of the recruitment process from start to finish. With a strong grasp of Power BI, I am capable of generating highly interactive and detailed visualizations based on your multifaceted requisition workflow. Designing your dashboard to provide precise overview such as total requisitions, vacancies, pipeline stages, as well as granular data that goes further to identify bottlenecks in time-to-fill, time-to-hire among others is not just a responsibility but a challenge that I'm excited to tackle. Besides technical proficiency, my adaptability in providing solutions across multiple domains aligns with tailoring your HR analytics software around key performance indicators (KPIs) such as SLA compliance, recruiter/hiring manager performances, source performance analysis among others. Being well-versed in these metrics, I am positioned to build a solution that truly addresses your needs while providing valuable insights for improving the efficiency of your company's talent acquisition process. Thanks!

@panos1414

Hello, I can build this as a true Talent Acquisition control tower in Power BI: demand vs delivery, funnel conversion, SLA/aging, action center, recruiter/HM performance, offer & joining, source quality, critical vacancies, and data health. I will start with data assessment and a clean star-schema design, define the required fields/data dictionary, then build the KPI logic in Power Query and advanced DAX so the dashboard reconciles to source data and avoids many-to-many issues. I will also design the data-entry structure/templates if needed, with configurable SLA rules and drill-through views for operational and executive users. My approach will focus on accuracy, dynamic filters, RAG risk flags, and clear ownership of delayed actions. If you share a sample extract, I can quickly confirm the model, scope, and delivery plan. Best regards, Panagiotis

@omarz33

Hello, I have carefully reviewed your project requirements for the development of a comprehensive Talent Acquisition Control Tower & Executive Dashboard using Power BI. I am a skilled Power BI Developer with extensive experience in HR Analytics, data modeling, and KPI development. For the Recruitment Overview & Demand vs Delivery section, I will create a detailed dashboard that tracks all stages of the recruitment lifecycle, providing insights into critical vacancies, active pipelines, and SLA compliance. Additionally, I will focus on creating a Recruitment Pipeline & Funnel analysis to identify conversion rates and areas where candidates are being lost or delayed. Furthermore, I will design a Daily Recruitment Control Tower with actionable insights, monitor Recruiter and Hiring Manager performance, analyze Offer & Joining data, and provide detailed Project/Location Analysis highlighting critical vacancies and risks. I am confident in my ability to deliver a high-quality solution that meets your specific requirements. I look forward to discussing the project scope and requirements further. Best regards,

@dobrivojej

Hey! Been building this exact kind of thing lately. I've built Power BI dashboards before, so I can quickly deliver a working version of your Talent Acquisition Control Tower that tracks requisitions and conversion rates across all recruitment stages. I'll ensure it provides clear insights for both daily operations and executive reporting, distinguishing between requisitions and openings effectively. Ready to start as soon as you give the word. Thank you! - Dobrivoje.J

@mohamedr128

Hello, how are you doing ? I understood by reading carefully and in detail that you need a scalable Talent Acquisition Control Tower that accurately connects recruitment demand, candidate pipeline, SLA/aging, recruiter & HM performance, offers, joining, data quality, and executive reporting into one reliable source of truth. I would first assess your source data, define the data dictionary, IDs, validation rules and KPI logic, then build a clean Star Schema with Power Query, Calendar dimensions and advanced DAX. I’ll separate Requisition/Opening and Candidate facts to prevent duplicate counts and many-to-many errors, while modeling every recruitment milestone correctly. I have senior experience building Power BI analytics platforms with complex operational workflows, KPI logic, drill-through reporting and executive dashboards. I’ll deliver synchronized filters, RAG risks, Action Center ownership, SLA alerts, reconciliation and optimized performance using Power BI, DAX, Power Query, SQL and strong data-modeling practices. The architecture will also remain integration-ready for a future ATS/HR system. I’ll make the dashboard practical for daily TA teams and immediately understandable for executives, with accuracy and usability treated as priorities.

@khushizehras

I’ve worked on projects involving data cleaning, analysis, visualization, and machine learning, and I’m confident I can understand your requirements and provide a good-quality solution. I’m available to start immediately. Please share the project details, and I’ll be happy to discuss how I can help.

@EthanKCK

Ethan here, from South Africa. Your project immediately caught my eye. I'm really excited to partner with you. Creating a comprehensive Talent Acquisition Control Tower and Executive Dashboard is indeed a pivotal task. My approach will focus on constructing a scalable Power BI solution that comprehensively tracks the recruitment lifecycle—from requisition to closure—while ensuring that the data accurately reflects real-time performance metrics. To enhance the workflow, I would implement automated data validation processes to maintain data accuracy and ensure that all KPIs are dynamically calculated. Regular audits of the data model will also help in maintaining integrity and clarity in reporting. What you truly need is not just a dashboard, but a strategic tool that offers insights into recruitment efficiency and bottlenecks, allowing your team to make informed decisions that drive success. Please feel free to reach out so we can connect and further explore how I can contribute to your project's success. Kind regards, Ethan

@TashriqueTech

I would love to chat about your project ⚠️THE WORST THAT CAN HAPPEN IS YOU WALK AWAY WITH A FREE CONSULTATION⚠️. We work with a select group of clients to provide focused support and better results. Our CRM and LMS development services are tailored to your preferences, ensuring a custom-built project that combines your ideas with our knowledge. We will create a scalable recruitment analytics solution that encapsulates the full recruitment lifecycle, delivering operational insights and executive-level reporting. Key features include: - Comprehensive dashboards tracking key metrics like openings, conversion rates, and SLA compliance. - Daily action centers highlighting delays and ownership of tasks. - Dynamic interactivity with global filters for tailored reporting. IF YOU'RE NOT HAPPY YOU DON'T PAY. So, feel free to message me. Check out our portfolio at [insert portfolio link] for examples of similar projects. Looking forward to discussing how we can elevate your talent acquisition strategy!

@zeyadghazal26

Hi, I reviewed your requirements carefully. This is more than a standard Power BI dashboard; it requires a scalable Talent Acquisition analytics solution covering the full recruitment lifecycle. My approach: • Assess the source data, identify missing/duplicate fields, define the data dictionary and required data-entry structure. • Build a professional Star Schema with Requisition, Candidate, Interview, Offer and Joining facts, plus Date/Recruiter/HM/Project/Location/Source dimensions. • Develop advanced DAX for Openings, Joined, Remaining, Completion %, Pipeline Conversion, Aging, Time to Hire/Fill/Offer/Join, SLA Compliance, Offer Acceptance and Recruiter/HM KPIs. • Build Executive Dashboard, Recruitment Overview, Funnel, SLA & Aging, Daily Action Center, Recruiter/HM Performance, Offer & Joining, Source, Project/Location, Critical Vacancies and Data Health pages. • Add synchronized filters, drill-through, drill-down, dynamic titles, tooltips and RAG risk indicators. • Reconcile all KPIs with source data and optimize the model for future ATS/HR system integration. The Daily Action Center will clearly show what is delayed, why, how long, SLA status, priority and action owner. Estimated timeline: 12–15 business days, depending on the source data quality. Fixed price: $30 based on the posted budget. I can start with the Data Assessment and confirm the model/KPI logic before dashboard development. Best regards, Zeyad

@rahulmistry187

Hi, I'm a Data Analyst with hands-on Power BI, DAX, and data modeling experience from high-volume operational environments. I delivered 30+ KPI dashboards across 3 regions at CMA CGM (global shipping) and built workforce/resource dashboards at Archora Healthcare. I understand this needs a full Data Assessment, Data Dictionary, Star Schema Model, and DAX KPI Layer before any dashboard work. My approach: Data Assessment: audit your requisition/candidate data, map all date fields (Approval, CV, Interview, Offer, Acceptance, Joining), flag gaps, define a Data Dictionary and entry templates if needed. Star Schema model: separate Requisition, Candidate/Pipeline, Recruiter, HM, Source, and Calendar tables to avoid many-to-many issues and duplicate counts (Openings vs. Requisitions vs. Headcount). DAX KPI layer: Time to Fill/Hire/Offer/Join, SLA aging with configurable thresholds, RAG status, conversion/funnel rates, all calculated automatically. Build order: Daily Control Tower and Recruiter/HM performance first since these drive daily ops, then Executive Dashboard, Source Performance, and Data Health. I have direct experience building exception queues, threshold-breach alerts, and reconciliation workflows to ensure numbers tie back to source data.

@AnjanSantra

Dear Sir, I am delighted to maintain a flawless 100% Job Success Score on Freelancer, a testament to my commitment to delivering exceptional results. With over 8 years of experience and holding the title of Microsoft Certified Power BI Data Analyst Associate, I specialize in developing interactive Power BI dashboards and reports using DAX and Power Query. Additionally, I offer comprehensive training and job support services in Power BI. Furthermore, I am a Microsoft Certified Excel Expert and possess expertise in SQL. Having recently completed numerous Power BI projects akin to yours, I am eager to discuss your project specifics and commence collaboration. I am fully prepared to initiate work immediately, ensuring prompt and precise project delivery. Additionally, I have expertise in Tableau, QlikView, Google Data Studio, Power Apps, Power Automate, Excel and SQL. Thank you for considering my application. I am excited about the opportunity to work together and contribute to the success of your project. Thanks & Regards, Anjan Santra Microsoft Certified Power BI Data Analyst Associate Power BI | Tableau | SQL | Excel | Power Automate Freelancer – 100% Job Success Score +91 9123742755 Kolkata, India