Audit the operating model behind your hiring results.

Stage 1 / Step 1

Tell us about your business

This sets the benchmark position and shapes the report.

Company name

Sector Select sectorAccountingAdministrationAdvertisingAgricultureArchitectureAutomotiveBankingBusiness DevelopmentCharityCivil EngineeringCleaning ServicesConstructionConsultingCustomer ServiceCyber SecurityEcommerceEducationEnergyEngineeringFacilities ManagementFinancial ServicesFinTechFood & BeverageGaming & EntertainmentHealthcareHospitalityHRInsuranceLegalLife SciencesLogisticsManufacturingMarketingMediaPharmaceuticalProcurementPropertyPublic SectorRecruitmentRetailSaaSSalesSecurity ServicesSports & LeisureSupply ChainTechnologyTelecommunicationsTransportTravel & TourismUtilities

Stage 1 / Step 2

Where is the business based?

This establishes the operating location for benchmarking.

Location (city/town)

Office address

Stage 1 / Step 3

What does your hiring demand look like?

This helps us understand the load on your recruitment process.

Number of employees

employees

Annual hires

hires

Key roles hired

Stage 1 / Step 4

Who should we send the report to?

We'll use these details for report delivery and any follow-up.

Full name

Job title

Phone number

Email address

Stage 2 / Step 5

Pace and volume

How quickly roles are filled and how much interest they generate.

Time to hire

days

From the role opening to an accepted offer. If you're not sure of the exact number, give your best estimate.

Not sure — help me estimate

Under 20 days20–30 days30–45 days45–60 daysOver 60 days

Applications per role

applications

Across all channels. A rough average is fine.

Not sure — help me estimate

Under 1515–3030–5050–80Over 80

Stage 2 / Step 6

Offers and retention

Whether you're landing the right people — and keeping them.

Offer acceptance rate

%

What percentage of offers made are accepted? Estimate if needed.

Not sure — help me estimate

Over 90%75–90%60–75%Under 60%

First-year attrition

%

What percentage of new hires leave within 12 months?

Not sure — help me estimate

Under 10%10–20%20–35%Over 35%

Stage 2 / Step 7

Interview process

How much friction sits between application and decision.

Interview stages

stages

How many separate interview rounds does a typical candidate go through?

Feedback turnaround time

days

How long after an interview before the candidate hears back?

Stage 2 / Step 8

Shortlist quality and channels

Whether the funnel is producing enough viable candidates and where you're looking.

Candidates reaching interview per role

candidates

Where do you currently advertise your roles?

Stage 3 / Step 9

Planning and visibility

Whether hiring is being managed with structure or running on instinct.

When a new role opens, is there a workforce plan or headcount forecast behind it — or does hiring tend to be reactive?

Always planned Mostly planned Sometimes planned Usually reactive

Do you track hiring metrics like time to hire, cost per hire, or offer acceptance — and actually review them?

Yes, reviewed regularly Tracked but rarely reviewed Loosely tracked Not really

If a candidate Googled your company right now, would they find a clear picture of what it's like to work there?

Yes, it's well defined Partially — some content exists Not much out there Probably not

Stage 3 / Step 10

Before candidates enter the process

Whether sourcing and screening are consistent enough to support good decisions.

Are your job adverts written to a consistent standard, or does it depend on who drafts them?

Consistent standard Mostly consistent Varies quite a bit No real standard

How do you find candidates — same channels every time, or does it change depending on the role?

Multi-channel, tailored per role A few go-to channels Mostly one channel Whatever works at the time

When applications land, is there a set process for reviewing them — or does each manager do it their own way?

Standard process, consistently followed Process exists but not always followed Informal — manager dependent No set process

Stage 3 / Step 11

Interviews, offers and decisions

Where good candidates are either secured or lost.

Do your interviews follow a set structure — same questions, same scorecard — or is it more of a conversation?

Structured with scorecards Mostly structured Semi-structured Mainly conversational

Once you've found the right person, how quickly does an offer actually get out the door?

Within 24–48 hours Within a week It varies — sometimes longer It often gets held up

Is there a documented onboarding process every new starter goes through, or does it depend on the team?

Fully documented and consistent Documented but inconsistent Informal — team dependent Not really in place

Stage 3 / Step 12

Ownership and accountability

Who's responsible — and whether they're equipped for it.

Do you collect feedback from candidates about their experience — whether they got the job or not?

Yes, consistently Sometimes Rarely No

Is there one person who owns recruitment end to end — someone who'd notice if things started slipping?

Yes, clearly named Sort of — it's shared It's unclear Not really

Have your hiring managers had any training on interviewing or managing a hiring process?

Yes, formally trained Some informal guidance Very little None

Stage 4 / Step 13

Review & submit

Check the full input set before generating the report.

Business Details

Contact

Hiring Metrics

Process Control