LinkedIn hides their algorithm. Agencies hide their fees. We hide nothing.
These are our live platform metrics — updated in real time, shared publicly.
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Why we do this: DirectHire is built on the principle that
both sides of a hire deserve full transparency. That starts with us.
Every number here is pulled live from our database — no cherry-picking, no spin.
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📊
Stats launching soon.
We track everything from day one — fill rates, match quality, placement attribution.
We'll make it all public once we have numbers worth showing.
No spin. No cherry-picked metrics. The real thing.
🎯Job fill rate
🧠Avg match score
✦Confirmed placements
📈Attribution rate
💬Conversation depth
"The only platform that shows you exactly how well it works —
because we built it to actually work."
LIVE
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Confirmed DirectHire Placements
Three-step verification: (1) recruiter closes the job as "filled via DirectHire",
(2) recruiter selects the exact candidate they hired from their match list,
(3) that same candidate independently confirms "hired via DirectHire" when deactivating their profile.
Exact pair. Both sides. The hardest metric to fake.
📈Platform Growth
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Job Seekers
People who created a profile. "Published" means their profile is visible to recruiters.
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Recruiters
Companies or individual recruiters with an active account and at least one job posted.
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Jobs Posted
Total roles posted since launch. "Active" are currently open and matching candidates.
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Matches Generated
Candidate–job pairs evaluated by our AI. "Scored" means the AI returned a compatibility score.
📊Growth Over Time
Daily counts over the last 30 days, pulled live from our append-only event log. Hover any bar for its exact number.
🧭Who's Here
Where the talent is
Tap a highlighted country to see the people and roles behind it.
countries with candidates — tap to see who
Real people in real hiring markets. Tap a country to see the roles behind it — if you're hiring in one of these, they're already here.
Languages spoken
Most of this talent speaks more than one language — people who move easily between markets.
Seniority
A real spread, from first job to principal — depth at every level, not one narrow band.
Talent roles — who's here
Roles people gave in their own words, from a real conversation — not picked off a dropdown.
Open roles — what companies are hiring
What companies are actually choosing to hire here — the person, not the CV pile.
🎯Placement Intelligence
Job Fill Rate
Of all jobs closed on DirectHire, what percentage ended in a successful hire. The remainder were cancelled by the company for reasons unrelated to hiring (role scrapped, budget frozen, etc.).
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Attribution — Recruiter
Of recruiters who filled a role, what % confirmed the hire came through DirectHire — not LinkedIn, not a referral, not another channel. Self-reported at the moment of closing the job.
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Attribution — Seeker
Of job seekers who deactivated their profile after finding a role, what % confirmed DirectHire was how they got there. Self-reported independently from the recruiter side.
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🧠Match Quality
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Average match score
High fit ≥80%—
Good fit 60–79%—
Each candidate–job pair is scored 0–100% by our AI across six dimensions: skills match, seniority alignment, location & work model, salary range, culture fit, and growth potential. The score is fully explained — both sides can see exactly why they matched and by how much.
High Fit Distribution
% of all scored matches that reached ≥80%. A higher percentage means our candidate pool and job pool are well-aligned — less noise, more signal for both sides.
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💬Engagement
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Conversations
Threads started between a recruiter and a seeker after a match. Means both sides chose to connect.
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Messages
Total messages sent across all conversations. Both directions count.
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Avg Depth
msgs / conversation
How many messages are exchanged on average. Higher depth = more genuine dialogue, not just cold outreach.
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Job Interests
Times a seeker expressed interest in a specific job. Signals active intent beyond passive matching.
About these numbers
All metrics are pulled live from our Supabase database with no filtering or manipulation.
Attribution data is self-reported — we ask both sides independently when a role closes or a seeker deactivates their profile.
We do not claim a placement unless both sides confirm it.
Match scores are computed by Gemini 2.5 Flash across six weighted dimensions — skills, seniority, location, salary, culture, and growth potential.
We update this page in real time. If a number goes down, you'll see it.