# Dashboards

## Personal dashboard

The dashboard is the user's personal command centre.

It should be information-rich while remaining easy to scan.

## Customisation

The dashboard should support per-user customisation:

- show/hide widgets,
- drag/reorder widgets,
- resize widgets where practical,
- remember layout per user,
- reset to default layout,
- provide a sensible default that initially shows all major information.

Avoid allowing arbitrary styling that breaks consistency.

## Candidate widget library

### Headline metrics

- Active applications
- Total applications
- Applications this week
- Applications this month
- Interviews
- Upcoming interviews
- Offers
- Rejections
- Response rate
- Interview conversion rate
- Offer conversion rate
- Average match score

### Funnel and status

- Application funnel
- Applications by status
- Time in each stage
- Average time to first response

### Trends

- Applications over time
- Interviews over time
- Offers over time
- Response-rate trend
- Match-score trend

### Breakdown widgets

- Applications by company
- Applications by industry/sector
- Applications by role
- Applications by location
- Applications by source
- Applications by work mode

### CV/document performance

- CVs used
- Applications per CV
- Best-performing CV by interview conversion
- Recently edited CVs

Performance metrics must clearly state that they show correlation, not proof that a specific CV caused an outcome.

### Action widgets

- Upcoming deadlines
- Upcoming interviews
- Tasks due
- Follow-ups due
- Recent activity
- Jobs needing attention

### Opportunity widgets

- Highest matching jobs
- Recently added jobs
- Jobs with approaching deadlines

### Goal widgets

Optional weekly application target.

Example:

`6 of 8 applications this week`

Use supportive wording.

Never imply that applying to a fixed number of jobs is inherently correct for every user or every week.

### AI widgets

- Recommended next actions
- Jobs where the CV could be improved
- Jobs with missing application material
- Interview-preparation recommendations

AI recommendations must remain grounded in known data.

## Dashboard layout behaviour

### Desktop

Use a flexible grid with meaningful widget sizes.

### Tablet

Reduce available columns while preserving user priorities.

### Mobile

Convert the dashboard to a single-column ordered feed.

Allow users to reorder/hide widgets on mobile, but complex resize controls may be desktop-only if necessary.

## Empty state

A new user's dashboard should not look broken or empty.

Use guided empty states:

- Add your first job
- Import your CV
- Complete your Career Profile

## Admin dashboard

Admins should receive a separate aggregate product dashboard.

Do not mix personal job-search widgets with administrator analytics.

### Suggested aggregate metrics

- Registered users
- Active users
- New users
- Trial users
- Paid users when billing exists
- Total tracked jobs
- Applications created
- Interviews recorded
- Offers recorded
- CVs created
- Documents generated
- AI actions/requests

### Aggregate breakdowns

- Popular sectors
- Popular role families
- Popular locations
- Common technologies/skills
- Job sources

### Product metrics

When available:

- onboarding completion
- registration conversion
- trial conversion
- paid conversion
- churn
- feature adoption

## Privacy rule

Admin analytics should default to aggregate/anonymised information.

Individual user career data should not be exposed merely because an administrator can access the admin dashboard.

Any support-oriented individual-data access should be separately justified, permission-controlled and auditable.