Hiring Funnel Tracker.

Build a hiring funnel tracker for Bright Harbor Software, a 70-person software company in Raleigh hiring for four open roles out of a spreadsheet today. Layout: the top region is the funnel itself: a horizontal funnel of six stages, Applied, Recruiter Screen, Interview, Onsite, Offer, Hired, each bar labeled with its candidate count and the pass-through percent to the next stage printed between bars. A filter bar above it cuts everything by role, source, and recruiter. Next, a stat row: Active Candidates (23), Median Days to Offer (24), Offer Accept Rate (60 percent), and Biggest Leak (Onsite to Offer at 42 percent). The main region is a stage board of active candidates only, with columns for Recruiter Screen, Interview, Onsite, and Offer; cards show candidate name, role, source, recruiter, and a days-in-stage chip that turns amber past 7 days and red past 14, sorted longest waiting first. A second tab, Metrics, holds a grouped bar chart of average days in each stage split by role and a conversion table by source showing applied count, hired count, and applied-to-hire rate. A third tab, All Candidates, is a sortable table of all 60 with stage, outcome, source, applied date, and last movement date. An Add Candidate button opens a dialog capturing name, role, source, recruiter, and starting stage; public visitors browse the fully seeded pipeline read-only. Data: seed 60 candidates across Backend Engineer (22), Account Executive (16), Product Designer (12), and Support Lead (10). Sources: referral, LinkedIn, job board, agency, outbound. Two recruiters, Sam Ortiz and Priya Nair. Every candidate carries a date for each stage reached across the last 10 weeks, and rejected or withdrawn candidates carry an outcome. The overall funnel runs roughly 60 applied, 34 screened, 20 interviewed, 12 onsite, 5 offers, 3 hires, with the 23 active candidates split roughly 11 in Recruiter Screen, 7 in Interview, 4 in Onsite, and 1 in Offer. Plant the story: the Backend Engineer onsite stage is the leak. Six backend candidates reached onsite, one got an offer, and average time in that stage is 12 days, double any other role, while referrals convert to hire at three times the rate of job boards, which the source table makes plain. Behavior: pass-through rates, time in stage, and all stats recompute from the active filters, so selecting Backend Engineer exposes the stall immediately. Stage colors stay consistent between the funnel, the board columns, and the charts. Visual identity: use a copper brown accent for primary actions, chart emphasis, and active states on a clean light neutral base, with a warm, editorial recruiting-desk feel.