In your database697,441(+94,258) candidates ·
135,884(+2,369) clients ·
98,195(+7,238) contacts ·
172,291(+15,182) vacancies ·
5,546,076(+694,395) matches ·
403,293(+37,307) placements
Jun 27, 2025 → Jun 27, 2026 Last 12 months
How complete and reachable is your data?
Every figure is a raw count from Carerix. Percentages are of the relevant total — not the whole database — so they reflect the slice that actually applies.
38/100Data Health ScoreBiggest drags: 75% dormant · 16% complete → fixing these unlocks +3,900 placements · median ≈52How this is calculated
Opportunities · upside still available
418,116
Re-engage hyper-dormant candidates
Trigger a database re-activation campaign for the 418,116 candidates who have not been contacted in over a year.
Where your candidates sit in the funnel · share of the 697,441 total
Available · 81.9%
New · 13.6%
2.6%
Available 571,021 81.9%New 94,546 13.6%In process 18,477 2.6%Placed by us 11,545 1.7%Placed on client 1,450 0.2%PIC 299 0%Not available 103 0%
What this tells us
82% sit in "Available", just 2.6% in "In process" and 2% in "Placed". You have a massive top of funnel but a narrow conversion mid-funnel — the highest-leverage move is moving Available → In process, not adding more candidates.
Reachability
Can you actually contact these people?
80.6%Average
Channel
Count
Share
Email
696,377
99.8%
Mobile
694,192
99.5%
WhatsApp
690,941
99.1%
LinkedIn
32,490
4.7%
Consent (GDPR)
696,432
99.9%
What this tells us
Email/phone/WhatsApp coverage is essentially complete. LinkedIn is the gap — only 4.7% have a profile linked, blocking any LinkedIn-led nurture.
Dormancy
Time since last activity
74.9%Of total
Cohort
Count
Share · impact
0–90 days
117,035
16.8%
90–180 days
58,021
8.3%
180–365 days
104,270
15%
> 1 year
418,116
60%↓ 8,240 · 1.9%
Impact + opportunity8,240 re-engaged this period (green Δ on 1-year+). 418k still cold: the biggest re-activation opportunity here.
Profile completeness
Candidates with the field populated
15.9%Average
Field
Count
Share
CV
0
0%
Skills
134,217
19.2%↑ 15,182 · 2.2%
Work history
197,263
28.3%
Education
288,564
41.4%
Preferred channel
403
0.1%
Compensation
44,158
6.3%
What this tells us
CVs are at 0% (likely stored elsewhere or never parsed). Skills and work history below 30% — your matching engine is operating with very thin signals. WhatsApp enrichment can lift the average to 60%+ within a quarter.
Quality rating
3.8★ avg over 2,565 rated · RMA can rate the other 99.6% automatically
3.8★ Average
Rating
Count
Share
5 ★
322
13%
4 ★
1,441
56%
3 ★
709
28%
2 ★
42
1.6%
1 ★
51
2.0%
What this tells us
99.6% are unrated — and that's fillable: RMA scores candidates from CV + conversation signals and writes the rating back to Carerix (running at SwitchUp today), so matching can finally sort on quality. Part of the enrichment recommendation.
Upcoming availability
Candidates with an availability date · % of 571,021 in "Available" status
1.5%Of available
Cohort
Count
Share
0–30 days
805
0.14%
30–60 days
605
0.11%
60–90 days
825
0.14%
> 90 days
6,265
1.1%
What this tells us
Only 1.5% of candidates flagged as Available have an actual availability date attached. Without that, matching can't prioritize who's ready next month vs. next quarter — collect this on intake.
Contracts ending
Known end dates · % of 12,995 currently placed (by us + on client)
14.6%Of placed
Cohort
Count
Share
0–30 days
985
7.6%
30–60 days
443
3.4%
60–90 days
143
1.1%
> 90 days
328
2.5%
What this tells us
You know the contract end date for 14.6% of currently placed candidates. The other 85% of placements are blind — you can't proactively re-engage them. Capturing this lifts re-placement velocity dramatically.
Source distribution
Where your candidates come from · top 5 of 24 sources
What this tells us72% of candidates arrive via paid job boards and only 3.1% via referral. Every reactivated candidate is a hire you don't buy again from a board — your own database is the cheapest source you have.
Opportunities
135,884
Assign client record owners
Fix the total lack of client ownership by assigning recruiters to the 135,884 unowned company records — accountability lifts response rates.
What this tells us
95.5% of companies sit at Prospect and only 3.3% have converted to Client. You're sitting on the largest prospect pool in Portuguese staffing — but converting even 1% more (1,300 companies) would more than double your active client base. A Prospect → Client engagement playbook is the single biggest unlock here.
Account health & ownership
Companies with the property populated
24.3%Average
Property
Count
Share
Account owner i
0
0%
Linked contacts
46,491
34.2%
Email on file
52,423
38.6%
Heads-up
0% of companies have an account owner. Nobody is on the hook for any of these accounts — sales velocity is going to suffer until this is fixed at the data level.
Dormancy
Time since last activity on the company record
97.3%Of total
Cohort
Count
Share
0–90 days
2,395
1.8%
90–180 days
1,237
0.9%
180–365 days
2,082
1.5%
> 1 year
130,170
95.8%
Heads-up
96% of companies haven't been touched in over a year. Combined with the 0% ownership, this is a graveyard — and there's a 4,437-record subset that previously delivered placements. Start there.
Prospect → Client conversion
Companies that moved from Prospect to Client in the period
0.4%Of prospects
Cohort
Share
Companies
New clients
512
0.4%
Still Prospect <90d
6,748
5.2%
Stale prospect
122,537
94.4%
What this tells us
Less than half a percent of prospects convert to clients each year. With 129k stale prospects, even a 1% lift via a structured nurture flow would mean ~1,300 new clients — orders of magnitude more than current intake.
RMA leverA client outreach flow (email/WhatsApp) keeps prospects warm and nudges them toward Client — same template family as candidate reactivation. View recommendation →
Source distribution
Where your clients come from
Not shownSource is set on only 2.1% of companies (2,834 of 135,884) — too thin to chart honestly. Capture acquisition source at intake; the distribution appears once coverage passes ~20%.
Opportunities
7,238
Welcome new hiring managers
Introduce a welcome sequence for the 7,238 new contacts added this year to convert them into active hiring managers.
Data hygiene flag
100% "Active" is almost certainly wrong — no one is marking contacts inactive when they leave their role. Treat the contact reach numbers above with caution until this is cleaned up; expect ~15-25% to be stale based on industry baselines.
Reachability
Contact persons with the field populated
79%Average
Field
Count
Share
Email
71,156
72.5%
Phone
63,441
64.6%
Company link i
98,193
100%
Contacts per active client
Coverage at the account level · ideal is 3-5 per active client
2.4Avg per client
Coverage
Share of clients
Clients
1 contact
1,708
38%
2 contacts
1,304
29%
3–5 contacts
1,079
24%
6+ contacts
405
9%
What this tells us
38% of active clients have only 1 contact — single point of failure. If that contact leaves, the relationship resets. Multi-threading these accounts to 3+ contacts is a quick win.
Source distribution
Where your contacts come from · top 4 of 9 sources
What this tells us78% arrives via client imports and LinkedIn — your hiring-manager data mirrors the client base. The 36% with no role tag most likely sits in the import batch: enrich those first.
Opportunities
3,953
Prioritize open vacancy matches
Focus matching efforts on the 3,953 high-cadence temp roles currently marked as open to increase placement velocity.
What this tells us
73% placement rate is strong. But 19.3% cancellation is high — that's nearly 1 in 5 roles falling through. Most cancellations point to either client priority changes or candidate-side dropouts mid-process. Worth digging into cancellation reason codes weekly.
What this tells us76% of vacancies arrive digitally (portal + email) — a clean automation surface for intake parsing and auto-matching. The 15% manual entry is where errors and delays concentrate.
Opportunities
403,293
Maintain high temp cadence
Support the 403,293 successful interim matches with automated compliance and check-in workflows.
Match statuses grouped by funnel stage · duplicate labels merged · top 3 per stage, bars are share of the stage
1. Sourcing242,937 · 4.4%
Applied through web
102,198
42.1%
Found in Database / E-mail / Networking
76,075
31.3%
Flagged candidate (pre-selection)
5,971
2.5%
Other · 10+ statuses
58,693
24.2%
2. Selection40,942 · 0.7%
Informed candidate about Job Order
2,129
5.2%
(WA) Contact Requested
723
1.8%
Phone Interview
357
0.9%
Other
37,733
92.2%
3. Proposed62,393 · 1.1%
Sent to Joborder
48,953
78.5%
Sent to FTG branch
7,492
12.0%
CV Sent
2,723
4.4%
Other
3,225
5.2%
6. Placement403,293 · 7.3%
Temp / Out Placement
29,121
7.2%
Permanent Placement
6,152
1.5%
Hired by Randstad
688
0.2%
Other placed statuses
367,332
91.1%
7. Reject4,841,869 · 87.3%
Rejected after 1. Sourcing
1,406,797
29.1%
Candidate withdraw
254,523
5.3%
Rejected after 2. Selection
131,382
2.7%
Other rejections
3,049,167
63.0%
What this tells us
87% of all matches end in Reject, and 29% die immediately after sourcing. Only 7.3% convert — sourcing quality, not volume, is the lever. Note: Carerix contains duplicate status labels (the same status defined multiple times); they are merged here.
Match source attribution
Where matches enter the funnel · share of volume vs. conversion to placement
5.5MTotal matches
Source
Share of volume
Matches
→ Placement
Quality
Indeed
2,485,915
4.2%
Mid
Meta (FB/IG)
994,366
6.1%
Mid
Recruiter direct
939,123
8.9%
Good
Website
662,910
11.3%
High
Referral
441,940
22.4%
Top
What this tells us
Indeed accounts for 45% of all matches but converts at only 4.2% — quantity over quality. Referrals are the inverse: just 8% of volume but 22% conversion (5× Indeed's quality). Shifting €1 from Indeed to a referral program likely returns 4-5× more placements per euro. The website lane (11.3% conversion) is the most under-invested channel.
Stage funnel
From sourcing → placement · across all matches in the period
Sourced
5,546,076
100%
Screened
1,768,562
32% · −68%
Interview
607,668
11% · −66%
Offer
414,319
7.5% · −32%
Placed
403,293
7.3% · −3%
What this tells us
The biggest single drop is Sourced → Screened (−68%). Most matches never get past initial review — either the matching is too loose or recruiters lack time to triage. Tighten the matching engine or auto-screen with WhatsApp to recover even 10 points here and you double placement volume.
Source distribution
Where matches originate · duplicate labels merged · top 5 of 15+ sources
Source
Count
Share
Applied through web
102,198
42.1%
Found in Database / E-mail / Networking
76,075
31.3%
Flagged candidate (pre-selection)
5,971
2.5%
(WA) Job Alert
1,986
0.8%
Pre-screening via WA
1,129
0.5%
Other · 10 sources
55,578
22.9%
What this tells us73% of matches start from web applies and your own database. The WhatsApp sources (job alert + pre-screening) are only 1.3% today — the newest channel, with room to grow. Base: the 242,937 matches with a sourcing origin.
Data Health Score
A weighted average of four pillars, scored on your candidate data — where automations act today.