Time to fill
Approved vacancy to accepted offer, averaged across offers accepted in the period.
TASC RPO Control Tower
RPO Control Tower
A management view configured for each client and built on TASC One. The indicators, targets and review rhythm are agreed during scoping. The dashboard on this page uses sample data to show how a review works.
A shared view of hiring performance
The Control Tower gives your HR leaders and hiring managers a shared view of performance and the actions that need attention.
Use each review to identify actions, owners and the next point of follow through.
What we measure
Targets for each measure are agreed for every engagement and reviewed with your team.
Cost per hire
Recruitment costs within the agreed reporting scope, divided by hires joining in the period.
Quality of hire
Manager feedback and six month retention, reviewed as separate indicators.
Saudization
Saudi nationals as a share of hires, tracked against your Saudization targets.
Indicators clients can choose
Each Control Tower is configured around the measures your leadership reviews.
- Open roles
- Time to submit
- Time to hire
- Interview to offer
- Offer acceptance
- Source quality
- Saudi share of hires
- Roles ageing over 60 days
Questions it answers
- Where are open roles stuck?
- Are we meeting time to fill targets?
- Where are offers being lost?
- Are Saudi pipelines keeping pace with targets?
Sample dashboard · Demonstration data
Inside a performance review
Indicators against target, candidate movement and the actions that need follow through, in one view.
Sample dashboard · Demonstration data
September 2026Recruitment performance review
3 of 4indicators on target
1indicator needs review
3open actions need follow through
Time to fill On target
28 daysTarget≤ 30 days
Metric definition
Approved vacancy to accepted offer. Average across offers accepted in September 2026.
Cost per hire On target
SAR 4,500Target≤ SAR 5,000
Metric definition
Sample recruitment cost of SAR 216,000 divided by 48 hires joining in September. All sample cohort joiners joined in this month. Included costs and reporting scope are agreed for each engagement.
Quality of hire Needs review
4.2/5
Feedback target≥ 4.0/5
86%
Retention target≥ 90%
Metric definitions
Feedback: average of 20 sample manager responses in September. Retention: 86 of 100 March joiners retained at their six month review. Separate indicators, not a combined score. Twelve month retention is not yet due for this cohort.
Saudization On target
44%Target≥ 40%
Metric definition
Sample: 21 of the 48 hires joining in September were Saudi nationals. Targets follow your Saudization requirements and are agreed for each engagement.
Movement through recruitment
One candidate cohort: 240 candidates submitted in July 2026, followed through 30 September 2026. Counts show candidates reaching each stage.
- Submitted240
- Interviewed120
- Offered60
- Accepted54
- Joined48
50%Submission to interview120 ÷ 240
50%Interview to offer60 ÷ 120
90%Offer acceptance54 ÷ 60
88.9%Acceptance to joining48 ÷ 54
Needs attention
3 open actions · review register, 15 October 2026
- Offer approval pending
Review the offer and record the decision.
Finance analyst · Owner: Hiring manager - Vacancy open over 60 days
Review the role brief and sourcing plan.
Maintenance engineer · Owner: RPO lead - Retention below target
Review feedback from the six month cohort.
Operations support · Owner: HR lead
Time to fill trend
Average days from approved vacancy to accepted offer, grouped by acceptance month.
● Average days┄ Target: 30 days
Saudi hiring progress
Saudi candidates within the same July submission cohort, reviewed at 30 September.
- Agreed hiring plan
- 30
- Saudi offers accepted
- 27
- Saudi joiners
- 24
Hiring progress only. This is not a regulatory compliance assessment.
Movement through recruitment
One candidate cohort: 240 candidates submitted in July 2026, followed through 30 September 2026. Counts show candidates reaching each stage.
- Submitted240
- Interviewed120
- Offered60
- Accepted54
- Joined48
50%Submission to interview120 ÷ 240
50%Interview to offer60 ÷ 120
90%Offer acceptance54 ÷ 60
88.9%Acceptance to joining48 ÷ 54
Actions requiring attention
Follow up register · 15 October 2026 · fictional roles and owners
| Issue | Role or function | Next action | Owner | Due date | Status |
|---|---|---|---|---|---|
| Offer approval pending | Finance analyst | Review the offer and record the decision. | Hiring manager | 16 Oct 2026 | Awaiting decision |
| Vacancy open over 60 days | Maintenance engineer | Review the role brief and sourcing plan. | RPO lead | 18 Oct 2026 | In progress |
| Retention below target | Operations support | Review feedback from the six month cohort. | HR lead | 20 Oct 2026 | In progress |
Demonstration data. Service targets are agreed for each engagement.
FROM VISIBILITY TO ACTION
What the Control Tower shows
Cost, speed and quality
Review the agreed cost per hire, time to fill and quality indicators against their targets.
Candidate movement and Saudi hiring
Follow submissions through to joining and compare Saudi joiners with the agreed hiring plan.
Delays, owners and follow through
Identify the decision needed, assign an owner and follow progress at the next review.
LET’S TALK
Talk to our RPO team
Let's discuss your hiring priorities and how TASC could support your recruitment function.