Talent Compass

Make Recruiting Data Easy and Accessible

With a real-time, deep sync integration to your ATS and a self-serviceable interface, Talent Compass empowers recruiters to become data-fluent.

Answer Your Executives' Most Pressing Questions

Create custom, presentation-ready dashboards with just a few clicks, and share real-time updates automatically.

Contextualize KPIs Against Peer Benchmarks

Compare your team's performance against similar companies based on size, location, department, gender, race/ethnicity, and valuation.

Forecast Today, Plan for Tomorrow

Project how many hires you are on pace to make and determine the resources you may need to meet new hiring goals.

Operationalize Your Team to Work Smarter, Not Harder

Dig into the details to monitor pipeline health, review team performance, and debug workflows.

Evaluate Your Diversity Recruiting Strategy

Segment the entire funnel by gender and race/ethnicity so you can identify strategies that drive engagement or uncover any potential biases.

See everything

View all of your team’s recruiting activities in Gem and the ATS, from one source of truth.

Come prepared

Quickly surface visual insights and trends for meetings with functional partners and leaders.

Optimize the funnel

Spot bottlenecks and drop-offs to debug workflows and help your team succeed.

Get full transparency

Gather visibility into how your organization is progressing towards diversity initiatives.

“Gem’s Pipeline Analytics answers some fundamental but crucial questions that I wouldn’t otherwise have visibility into. What does team activity look like? What are our best sources of hire? What do passthrough rates look like at every stage of the hiring funnel, for every role?”

Amber Hayes

VP Global Recruting

“I can look at the numbers as stark truth and work backwards from there… if I see a team that’s significantly moving the needle on diversity, I dig into what they’re doing.”

Joel Torres

Lead Talent Sourcer

“Gem tells me how many hours of work we’ll have to put in to suffice a new headcount.. how many outreaches, how many phone screens, how many onsites, how many offers extended to get an offer-accept. As soon as you have that data, you know whether you’re under-resourced or not.”