The Process is
The Performance.
A flawed recruiting process isn’t just an annoyance—it’s an active drain on your revenue. We replace “gut feeling” with a rigorously engineered, data-driven hiring engine.
70%
Candidate Drop-off
Due to Slow Process
42%
Increase in Rounds
Since 2021 (“Interview Creep”)
$240k
Total Cost
Of a Single Bad Hire
The Price Tag of a Bad Process
Inefficiency is expensive. When recruitment is treated as an administrative task rather than a strategic operation, the costs compound across the entire organization.
The $240,000 Mistake
The U.S. Department of Labor estimates a bad hire costs 30% of first-year earnings. When factoring in lost productivity, retraining, and replacement costs, the total liability for a single professional role can exceed $240,000.
Source: Recruitment Process Impact Analysis
The 17% Manager Tax
A bad hire doesn’t just fail to produce; they actively drain others. Managers spend up to 17% of their time supervising and correcting underperforming hires, distracting them from revenue-generating activities.
Source: Gallup Productivity Data
The “Virgin Media” Effect
Your candidates are also your customers. Virgin Media discovered that a poor candidate experience led to $6 Million in lost revenue annually, as rejected applicants cancelled their subscriptions in frustration.
Source: Virgin Media Case Study
The Epidemic of
“Interview Creep”
In an attempt to avoid mistakes, companies have swung to the extreme of risk aversion. The average number of interviews per hire has risen by 42% since 2021.
This is “Analysis Paralysis.” Dragging a candidate through 8, 10, or 12 rounds does not increase certainty; it increases the likelihood that top talent will withdraw and accept an offer from a faster competitor.
The 9-Week Cliff
Data shows that if the time-to-hire extends beyond 9 weeks, the probability of securing your desired candidate drops to approximately 3%.
Predictive Accuracy vs. Interview Rounds
Based on Google’s internal “Rule of Four” analysis.
After 4 rounds, predictive gain is < 1%.
Engineered for Velocity & Validity
We implement a strict, evidence-based framework designed to maximize Quality of Hire while minimizing operational drag.
The “Rule of Four”
We cap the standard interview loop at four distinct interactions. We focus on confidence, not certainty. Certainty is impossible in human capital; seeking it through endless rounds is a costly fallacy.
Structured Over Unstructured
Unstructured interviews have a predictive validity of only 0.19. We mandate Structured Interviews (validity 0.51), where every candidate faces the same questions and is scored on a standardized rubric.
The “Bar Raiser” Mechanism
Adopted from Amazon’s methodology, we assign an objective third-party interviewer with veto power. Their sole job is to assess whether the candidate is better than 50% of the current team, preventing “desperation hires.”
SLA-Driven Accountability
We establish a “Collaboration Contract” with clear Service Level Agreements (SLAs). Feedback must be submitted within 24-48 hours. Momentum is the lifeblood of a successful search.
The Hidden Multiplier:
Candidate Experience
78% of candidates report never receiving feedback after an interview. This “ghosting” epidemic destroys employer brands.
We treat the candidate as a customer. By providing transparency, respect, and closure, we turn even rejected candidates into brand advocates.
- Zero-Ghosting Policy
- Transparent Salary Ranges
- Clear Timeline Communication
Stop the Bleeding. Start Building.
Don’t let a broken process cost you another $240,000 bad hire. Let’s audit your workflow and engineer a high-velocity talent engine.