These recruiting pipeline examples cover the hiring funnels people actually run: a tech requisition, a retail storefront, and a clinical team. Pick the one closest to your role and adjust the counts and stages.
Who uses it: A tech recruiter filling a senior engineering role
Why this works: Tech funnels are referral-heavy and the offer step is the risk point — a slow offer loses candidates to competitors, so the pipeline tracks the interview-to-offer ratio closely.
Who uses it: A store manager hiring hourly crew
Why this works: Retail runs high volume and fast screening. The funnel is wide at the top and the offer-acceptance rate is high, so the fix is usually in the screening stage, not the offer.
Who uses it: A hospital HR lead hiring licensed nurses
Why this works: Healthcare funnels narrow early because credential and background checks cut the pool before interviews. The pipeline shows that the early gate, not the interview, does most of the filtering.
Who uses it: A founder hiring the first full-time employee
Why this works: A startup's first hire is a low-volume, high-touch funnel. The pipeline shows a small pool and a careful interview stage, where the founder spends more time per candidate.
Who uses it: A recruiter managing many client roles at once
Why this works: An agency runs several funnels in parallel. Tracking one pipeline per role keeps the conversion math clean and shows which client's roles are hardest to fill.
Who uses it: A campus recruiter hiring new graduates
Why this works: Campus hiring adds an assessment stage between screening and interview. The funnel shows high volume up top and a strong offer-acceptance rate, so the leak is early screening.
Go back to the template, swap in your own content, and keep the same structure if it fits your project.
Use this template: /editor/new?template=recruiting-pipeline
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