ISOTYPE / People Analytics
Diversity Pipeline Explorer · v2.4
Period: 2024 Q1–Q4 Org: Global · 8,412 Live
01
Chapter one of five
Hiring · Pipeline
§ 01 · Funnel Live · Q1–Q4 2024 Self-ID 87.3%

Each figure represents forty-two human candidates.
Read the attrition, not the average.

Reading key — 1 figure = 42 candidates
≈

Pictograms below render the 2024 hiring pipeline at 1:42 scale. Click any stage to inspect demographic composition; sample sizes (N) sit beside every percentage.

Aggregate Group A Group B Group C
Applicants
12,604
▲ 12.4% YoY
Pass-through rate
2.24%
applicant → hired · 565× funnel
Time to offer
38d
▼ 6 days vs 2023
Offer accept rate
81.5%
▼ 2.1 pts · target ≥ 84%
Significant deltas
3 / 12 stages
requires intervention review
01 · Applicants 1 ▮ = 42
12,604
100% · N=12,604
−68.4%
attrition
02 · Screened N=3,984
3,984
31.6% pass · N=3,984
−72.4%
attrition
03 · Interviewed ▸ N=1,099
1,099
8.7% of total · viewing
−68.5%
attrition
04 · Offered N=346
346
2.7% of total
−18.5%
declined
05 · Hired N=282
282
2.24% conversion
Fig. 1.1 — Stages reflect req-level data; self-ID disclosure rate 87.3%. Source: ATS export · 2024-01-01 to 2024-12-31 · Refresh +6h
§ 02 · Demographic Breakdown — Stage 03 Interviewed

Composition of the 1,099 candidates who reached interview.

Stage cohort
1,099
Interviewed candidates · N=1,099
Self-ID rate
89.1%
Undisclosed
120 (10.9%)
vs. applicant pool Δ
−4.2 pts (Grp B)
χ² test (p-value)
0.013 *

Stage filter applied: stage = interviewed. Categories defined per ISO 27500 self-identification taxonomy. Counts shown unaggregated.

Pictogram stacks — 1 figure = 8 candidates
449
40.9%
Group A
288
26.2%
Group B
191
17.4%
Group C
151
13.7%
Group D
120
10.9%
Undisclosed
Δ vs prior stage
−1.8 pts
Δ vs prior stage
−4.2 pts ✱
Δ vs prior stage
+0.6 pts
Δ vs prior stage
+1.1 pts
Δ vs prior stage
+4.3 pts
§ 03 · Compensation & Pay Equity

Median total compensation by role and demographic, controlled for tenure and level.

Bars show median TC in USD thousands. marks differences passing two-tailed t-test at p<0.05 after Bonferroni correction. Sample sizes < 30 are flagged and excluded from significance testing.

Role / Group
Median TC ($000) — bar = 0 to 240
Median
N
Sig.
Software Engineer III
SWE III · Group A
$187.4
412
—
SWE III · Group B
$168.2
189
SWE III · Group C
$181.0
96
—
PM II · Group A
$197.0
142
—
PM II · Group B
$190.4
61
—
PM II · Group C
$171.6
38
DES Sr · Group A
$153.2
88
—
DES Sr · Group B
$151.8
42
—
DES Sr · Group C
N<30 — excluded
$91.0
21
Fig. 3.1 — Median total compensation incl. base + bonus + equity (annualised). Methodology footnote ↗
§ 04 · Promotion & Advancement

Three-year cohort advancement velocity across organisational tiers.

Each band tracks an entering 2022 cohort through L3 → L4 → L5 → L6. Mini-pictograms show the proportion of the cohort advancing at each gate. Compare velocities vertically.

Cohort
L3 → entry (2022)
L4 → 12 mo
L5 → 24 mo
L6 → 36 mo
Cohort
Group A
N=420
420 · 100%
308 · 73.3%
154 · 36.6%
61 · 14.5%
Cohort
Group B
N=287
287 · 100%
181 · 63.1% ✱
78 · 27.2% ✱
24 · 8.4% ✱
Cohort
Group C
N=193
193 · 100%
135 · 70.0%
62 · 32.1%
23 · 11.9%
Fig. 4.1 — Cohort survival analysis, Kaplan–Meier estimator. ✱ indicates statistically significant deviation from Cohort A baseline at p<0.05.
§ 05 · Evidence-Based Interventions

Active programmes with implementation status and target completion.

On track (4) Delayed (2) Complete (1)
#
Intervention
Evidence base
Status
Target date
Source
01
Standardised interview rubrics
All req-level roles · phase 2/3
Bohnet (2016); meta-analysis n=12 studies; effect size d=0.41 on offer-rate parity.
On track
2025-03-31
02
Blind résumé screening
Engineering & Product · pilot
Goldin & Rouse (2000); Bertrand & Mullainathan (2004). Established causal evidence.
Delayed
2025-06-30 ▸ 2025-09-30
03
Compensation band audit
Annual, all levels — controlled regression
Internal RCT 2023; closed unexplained gap from 4.2% to 1.8% over 18 months.
On track
2025-02-15
04
Sponsorship programme (L4→L5)
18-month structured pairing · 64 dyads
Ibarra et al. (2010); sponsorship (vs mentorship) shows promotion-rate uplift +24%.
On track
2026-01-31
05
Manager calibration sessions
Performance review cycle · quarterly
Castilla (2008); structured calibration reduces rating-distribution variance by 31%.
Delayed
2025-04-30 ▸ TBD
06
Inclusive job-description rewriter
Deployed across 2,140 active reqs
Gaucher et al. (2011); reducing masculine-coded language lifted applicant-pool diversity +7.6%.
Complete
2024-11-04 ✓