Understanding Time to Hire
How we calculate. Average days = sum of (apply → accept) days ÷ hires. The form uses the same arithmetic as the worked examples on this page. See our methodology and accuracy policy.
Real-world scenario: A typical Time to Hire case uses total candidate-days 1800 and number of hires 30. Enter the same figures below to reproduce the worked path.
What is Time to Hire?
Distinct from time to fill (req open → start/fill). Time to hire focuses on the candidate journey clock.
- Start clock = apply/first touch per policy
- End clock = offer accept (common)
- Average across hires
The Formula
Worked Example
Common Use Cases
- TA dashboards: candidate speed
- Process fixes: stage bottlenecks
- SLA reviews: vs time-to-fill
Pro Tips
- Don’t mix fill and hire clocks
- Exclude withdrawn offers carefully
- Segment by role seniority
Limitations: Time to Hire results are Educational HR planning aids only—not employment, payroll, or legal advice. Confirm definitions with your HRIS and policies.
FAQ
Time to hire vs time to fill?
Fill usually starts when the req opens; hire usually starts when the candidate enters the pipeline.
What if hires is 0?
Average time to hire is undefined—enter positive hires.
Authoritative References
For people analytics and workforce concepts, consult: