Performance Analytics for Algeria's Leading Job Platform
Explore a strategic measurement framework for job platforms, focusing on quality elasticity, supply-demand matching, and data-driven recruitment metrics.
EMPLOITIC × EIC HACKATHON · JUNE 2026
From Data to Decisions
A Performance Analysis of Algeria's Leading Job Platform
45,159
Offers Analysed
51,396
Raw Records
12
Segments
72/100
Score
Q2 2025 · All Sectors · Emploitic Platform Analytics
Performance
Measurement
Framework
OPENING HOOK · SLIDE 02
How many CVs does it take to fill one job?
A
5 CVs
B
12 CVs
most people guess this
C
104 CVs
The answer is C — 104 apps per offer is Emploitic's demand threshold
Reading 104 CVs every Monday? That's not recruiting — that's a competitive sport. Our data makes it a science.
20,390
Total Applications Q2
12.2x
Avg Quality Ratio
72/100
Platform Score
PERFORMANCE DEFINITION · SLIDE 03
What Does Performance Mean?
Grounded in real data — not abstract theory
Performance = the degree to which a job posting converts labour demand (recruiter postings) into labour supply outcomes — applications, quality candidates, hires.
P = 0.6 × median(Quality%) + 0.4 × Hire Rate
Demand Threshold: 104 apps
Performance Threshold: 0.333
Quality Median: 32%
Hire Rate Median: 29.4%
DIMENSION
INDICATOR
WEIGHT
📊 Demand
Median applications/offer
Separate axis
✅ Quality
Median % good candidates
60%
🎯 Conversion
Hire rate
40%
Quality elasticity (0.543) is 2× more powerful than volume elasticity (0.259).
Quality > Quantity — always.
CURRENT STATE · SLIDE 04
The Scoreboard: Where Emploitic Stands Today
1,673
Total Offers (Q2)
20,390
Total Applications
12.2x
Avg Quality Ratio
72
/100
Performance Score
🔑 IT dominates supply & demand · Marketing has highest app-to-offer pressure · Legal & Construction most underserved
312
4,820
187
2,240
254
2,900
198
3,110
143
980
152
2,290
176
1,650
89
1,490
68
620
134
870
QUALITY ANALYSIS · SLIDE 05
Who's Winning the Matching Game?
Applications per Offer by Sector — Platform Average: 12.2x
Avg: 12.2x
HR
16.7x
Marketing
15.7x
IT
15.4x
Education
15.1x
Finance
12.0x
Engineering
11.4x
Logistics
9.4x
Legal
9.1x
Healthcare
6.9x
Construction
6.5x
🏆
HR leads at 16.7x — the platform's strongest matching signal
⚡
Marketing (15.7x) & IT (15.4x) close behind — strong candidate pools
⚠️
Construction (6.5x) & Legal (9.1x) far below threshold — candidate scarcity
📊
5 out of 10 sectors fall below the 12.2x platform average
Quality elasticity is 2× more powerful than volume. Sectors below 10x need urgent intervention.
STRATEGIC QUADRANT · SLIDE 06
The Portfolio Map
12 profession segments positioned by Performance Score vs Demand
Demand (Median Apps/Offer) →
Performance Score →
🔮 HIDDEN GEMS
High Perf + Low Demand
⭐ STARS
High Perf + High Demand
⚡ LAGGING
Low Perf + Low Demand
🚦 HIGH TRAFFIC
Low Perf + High Demand
Stars (3 segments)
Maintain & Scale
Hidden Gems (3)
Invest in Volume
High Traffic (3)
Fix Quality
Lagging (3)
Diagnose & Intervene
Agriculture
Education
Hôtellerie
Admin & Finance
Banque
RH & Formation
Commercial
Marketing
Santé
Informatique
Ingénierie
Logistique
PROBLEM STATEMENT · SLIDE 07
Flying Blind on a Busy Runway
Without a framework, every decision is a guess.
"How do we know whether a given profession is performing well on the platform — and what decisions should follow from that?"
— Emploitic Business Statement
No way to identify which professions are under-represented or over-saturated
No mechanism to detect friction in the supply–demand matching process
No data-driven guidance for recruiters, candidates, or internal teams
34 Raw Labels → Data Chaos
34 inconsistent profession labels in the raw data — duplicates, synonyms, wrong granularity
6.5% Useless Records
3,367 records labelled 'autre' or 'unknown' — analytically useless, excluded
Commercial: 20% Quality
Largest segment (9,173 offers) has the lowest quality rate — critical mismatch
design a measurement framework, apply it, and derive actionable guidance.
DATA QUALITY · SLIDE 08
Before Analysis: We Fixed the Data
Good decisions start with good data.
DUPLICATES
"sante/medical/pharmacie" AND "sante/pharmaceutique/delegue medical" — same domain, 2 labels
MEANINGLESS LABELS
3,367 records (6.5%) labelled 'autre' or 'unknown' — excluded
WRONG GRANULARITY
'Resp. commercial grands comptes' is a seniority level, not a profession segment
CATEGORY CONFUSION
'Admin, finance, compta & juridique' is a category mixed with profession labels
Solution: 34 Raw Labels → 12 Canonical Segments
Final clean dataset: 45,159 offers · 51,396 raw records · 2024–2026
MODEL INSIGHT · SLIDE 09
The Equation That Changes Everything
Quality is twice as powerful as volume. Full stop.
THE MEDIAN-ROBUST POWER LAW MODEL
Where: A = predicted median applications · N = number of offers · Q = quality rate
📦 Volume Elasticity: 0.259
Each 10% more offers → only +2.6% more applications
⭐ Quality Elasticity: 0.543
Each 10% better quality → +5.4% more applications (2× stronger!)
🚀 Posting more without improving quality has DIMINISHING returns
✅ Improving offer completeness, salary transparency & skill tags yields 2× the ROI
📈 Platform-wide quality median target: raise from 32% → 40% for measurable score uplift
KEY FINDING: Quality > Volume. Always. The data proves it.
VISION FOR CHANGE · SLIDE 10
The Road to Score 80
From 72 to High Performance — an 8-point journey backed by data
TODAY — Score: 72/100
MODERATE-HIGH
34 messy profession labels
No quality scoring for recruiters
5 sectors below quality avg
August seasonality unmanaged
Commercial: 20% quality crisis
IN PROGRESS — Q3 2025 Actions
TRANSFORMING
Taxonomy → 12 canonical segments
Real-time Offer Quality Score launched
BD campaigns for Legal & Construction
Healthcare UX research initiated
Quadrant-based resource allocation
TARGET — Score: 80+/100
HIGH PERFORMANCE
Clean, scalable data architecture
Quality median: 32% → 40%
All sectors above 10x quality ratio
Predictable August counter-campaigns
Monthly C-level KPI review cadence
Current: 72
Target: 80
Gap: 8 pts
KPI TRENDS · SLIDE 11
The Trajectory Is Already Positive
12-month normalized KPI evolution — Q1 to Q4 2025 projection
+2.4 pts/month
Performance Score Growth Rate
+2.2 pts/month
Quality KPI Growth Rate
78–80
Projected Q4 Score (Dec 2025)
June
Month Score Crossed the 60-pt Threshold
The August dip is predictable and preventable. A seasonality playbook can protect +2 pts of score annually.
All 4 KPIs on consistent upward trajectory — platform health is confirmed improving.
KEY RECOMMENDATIONS · SLIDE 12
5 Moves That Will Take Emploitic to 80
Data-backed. Actionable. Sequenced by priority.
01
Fix the Taxonomy NOW
Merge 34 raw labels → 12 canonical segments. Add taxonomy validation at offer submission. Eliminate 'autre/unknown'.
🏗️ Foundation
02
Launch Real-Time Offer Quality Score
Flag postings below 25% quality. Prompt recruiters to improve. Target: raise platform median from 32% → 40%.
⭐ Quality
03
Quadrant-Based Resource Allocation
Stars → scale. Hidden Gems → volume drive. High Traffic → quality filter. Lagging → diagnose & intervene. Each quadrant, a distinct playbook.
🗺️ Strategy
04
Activate Underserved Sectors
BD campaigns for Legal (68 offers) & Construction (134 offers). Healthcare UX research to fix 6.9x quality ratio. University partnerships for talent pipeline.
📈 Growth
05
Establish Monthly C-Level KPI Review + August Seasonality Playbook
Track all 3 normalized KPIs monthly. Develop counter-seasonal August campaigns: free reposts, featured listings, back-to-school activation. Protect +2 pts of score annually.
📊 Governance
CLOSING QUESTION · SLIDE 13
If quality is twice as powerful as volume — what are we still optimizing for?
Which sector will you invest in first — and why?
What would it take for Commercial (20% quality) to become a Star?
If score 80 is reachable in 8 points — what's the plan for 90?
45,159
Offers Analysed
12
Segments Mapped
72→80
Score Target
1
Framework to Rule Them All
Emploitic × EIC Hackathon · June 2026 · emploitic.com
The question
isn't
what the data
says.
It's what you
do next.
- performance-analytics
- recruitment-strategy
- data-science
- job-market-analysis
- kpi-framework
- algeria-business
- hr-tech