What is Time to Hire?
Time to Hire is the number of days from when a candidate enters your recruiting pipeline to when they accept an offer. It is distinct from Time to Fill (job open to offer accepted) and measures how efficiently your interview process converts qualified candidates.
In more detail
Short Time to Hire correlates with stronger candidate experience and higher offer-acceptance rates. Delays during interviews cause top candidates to accept competing offers. LinkedIn and SHRM benchmark data typically show average Time to Hire between 25 and 45 days depending on role seniority, with technical roles longer.
Managed staffing models compress Time to Hire dramatically because the provider pre-screens a pipeline, then delivers a shortlist within days. Teckas delivers a 3-5 candidate shortlist within a week for most roles, with start dates typically within 7 days of signature.
How it works
- Candidate enters pipeline (applied, sourced, or referred).
- Recruiter screens and shortlists.
- Hiring manager interviews.
- Team panel and assessments.
- Offer extended and negotiated.
- Offer accepted (end of Time to Hire clock).
Related terms
Mini FAQ
Benchmark varies by role. Under 30 days is strong for most; tech and executive often take 45-60.
Pre-screen pipelines, compress interview loops, use structured rubrics, and give offers within 48 hours of the final round.
Only if it replaces rigor. Structured speed (clear rubrics, parallel interviews) improves both speed and quality.