Reports for Admins and TA leaders

Last updated: March 25, 2026

Reports & Analytics gives admins and TA leaders an org-wide view of hiring activity across all teams, recruiters, and open roles. If you run monthly leadership reviews, report hiring health to senior leadership, or need to track requisition progress against headcount targets, this is where you spend most of your time in analytics.

This article covers the default reports most useful for admins and TA leaders, and two custom report setups based on how TA teams actually use Kula to prepare leadership dashboards.

Before you begin

Make sure that:

  • You have Admin or Super Admin access in Kula

  • Requisitions are enabled in your account settings if you plan to use the Requisitions report

  • You have confirmed the review period — e.g., current quarter or Oct–Dec 2025

  • Admin and Super Admin roles see org-wide data across all reports.

DEFAULT REPORTS

Overview

The following default reports give admins and TA leaders org-wide visibility:

  • Recruiter performance — team-level activity across sourcing, interviews, offers, and hires

  • Requisitions — status of open, filled, and closed requisitions across the org

  • EEO & diversity — representation data across your pipeline and hiring outcomes

  • Jobs — all active, on-hold, and recently closed roles across the organisation

Step 1: Go to Reports & Analytics

  1. Click Reports & Analytics in the left navigation.

  2. Select the report you want to review.

Step 2: Apply org-wide filters

  1. Use Department, Office, or Work type filters to scope results to a specific business unit.

  2. Set your date range for the review period.

  3. Use the Created by filter on Jobs and Requisitions to scope activity to a specific recruiter.

Step 3: Read each report

  1. Recruiter performance: Shows how each recruiter on your team is performing — sourced, screened, interviews scheduled and conducted, offers, and hires.

    1. Each metric links to a drill-down table so you can trace specific actions and candidates behind every number.

    2. Use this to identify who is carrying a disproportionate load, and to prepare data for quarterly business reviews or team performance conversations.

  2. Requisitions: Tracks every open, filled, and closed requisition across the org — with average time to fill and trends by department, recruiter, and hiring manager.

    1. Use this to flag reqs that have been open longer than expected, to report hiring velocity to Finance, and to reconcile open headcount against what's actually live in Kula.

  3. EEO & diversity: Shows representation at each stage of your pipeline and where underrepresented groups are dropping off.

    1. Use this when reporting on diversity hiring goals to HR leadership.

  4. Jobs: Shows all active, on-hold, and recently closed roles, with distribution by department and office.

    1. Use this to identify roles that have been open longer than expected or to understand the spread of hiring activity across the org.

Note: EEO & diversity only reflects data for candidates who have submitted EEO information. Incomplete submissions will not appear in the totals.

Best practices

  • Review Recruiter performance before your team meeting each month — come in with data on who is behind and who is carrying extra load.

  • Use Requisitions with Finance at the start of each quarter to reconcile planned headcount against what is actually open in Kula.

  • Review EEO & diversity at least once per quarter before it becomes a question in a leadership meeting.

CUSTOM REPORTS

Overview

Custom reports let you combine any set of data blocks into a single leadership dashboard. Once built and shared, stakeholders can check live numbers in Kula directly — no export needed before every meeting. The two use cases below are based on how TA leaders actually use custom reports in Kula to present to senior leadership.

Use case 1: Quarterly leadership dashboard

The need:

A TA leader needed to present a quarterly hiring health dashboard to senior leadership. The required metrics were: passthrough rate by department and round, total requisitions open in the period, total interviews conducted with selects vs rejects, and time-in-stage SLA. Previously this data was being pulled manually by request — the goal was a live custom report that leadership could open directly in Kula.

Blocks to add:

  • Recruiter performance — Covers interviews conducted, sourced, screened, offers, hires — filter by department

  • Requisitions — Shows reqs opened, filled, closed, and time to fill — filter by period and department

  • Pipeline history — Shows passthrough rates and stage-level movement for the quarter

  • Hires — Confirms headcount closed against targets for the period

How to set this up

  1. Create the report

    1. Go to Custom reports and click Create report.

    2. Name it — e.g., Q2 2026 Leadership Dashboard.

  2. Add and configure blocks

    1. Click Edit and add a Recruiter performance block.

    2. Add a Requisitions block.

    3. Add a Pipeline history block.

    4. Add a Hires block.

    5. On each block, set the date range to the quarter — e.g., January 1 to March 31.

    6. Filter by Department if presenting to a specific business unit.

  3. Arrange

    1. Drag blocks into presentation order: pipeline first, then team performance, then reqs and hires.

    2. Click Save.

  4. Share with leadership

    1. Click the sharing dropdown in the top-right.

    2. Select Everyone to make the report accessible to all users in Kula, or Selected users to share only with specific stakeholders.

    3. Give leadership View access so they can check live data directly — no export required.

Use case 2: Executive summary and source effectiveness report

The need: A Head of HR built monthly custom dashboards combining recruiter productivity, candidate drop-off per stage, and flow-to-job conversion data to present at leadership meetings. A separate source effectiveness report tracked which sourcing channels were producing the most hires, so decisions about where to invest sourcing time could be made from data, not gut feel.

Blocks to add:

  • Recruiter performance — Covers sourced, screened, interviews, and hires — compare across recruiters

  • Pipeline history — Shows candidate drop-off per stage across the org for the month

  • Flow health — Shows which flow steps and sourcing channels are converting to hires

  • Hires — Confirms total hires in the period for the summary view

How to set this up

  1. Create two separate reports

    1. Create a first report named Monthly Executive Summary.

    2. Create a second report named Source Effectiveness — [Month].

    3. Keep them separate so leadership sees a clean exec summary without sourcing detail mixed in.

  1. Build the executive summary

    1. Add Recruiter performance, Pipeline history, and Hires blocks.

    2. Set the date range to the current month on each block.

    3. Duplicate the Recruiter performance block and set it to the prior month — this gives a period-over-period comparison.

  2. Build the source effectiveness report

    1. Add a Flow health block.

    2. Add a Pipeline history block filtered by the sourcing stages.

    3. Set the date range to match your review period.

  1. Share both reports

    1. Share the executive summary with Everyone so any exec can check it directly.

    2. Share the source effectiveness report with your TA team using Selected users — this contains more operational detail.

Notes on permissions

  • Sharing a report increases who can see it — it does not change the underlying data access of those users. A recruiter with View access on a report will only see data they already have permission to view.

  • Use Only me while building and testing. Switch to Everyone or Selected users only once filters and layout are confirmed.

  • Avoid giving Edit access to leadership — View access is sufficient for review purposes.

Summary

Reports for admins and TA leaders let you:

  • Get org-wide visibility into hiring activity across all teams and recruiters.

  • Track requisition and headcount data for leadership and finance reviews.

  • Build a quarterly leadership dashboard that stakeholders open live in Kula.

  • Report on source effectiveness and recruiter productivity from one place.

Need Help?

If you have questions or need assistance, reach out at support@kula.ai or use the in-app chat.