Estimate how shortening time to hire may reduce candidate loss before acceptance. Use your own observed weekly withdrawal rate and value per retained hire to model additional completed hires and the opportunity value of a faster process.
Use the main result as a scenario estimate and read the supporting metrics to understand what drives it. Compare current and target cases with consistent definitions.
The withdrawal rate is a user-supplied scenario assumption, not a universal benchmark. Validate it against your applicant tracking data.
Reducing time to hire from 50 to 36 days saves two weeks. At a 2% weekly withdrawal assumption across 120 baseline hires, the model estimates 4.8 additional hires.
Use figures from the same reporting period and apply one consistent definition to every input. The help text beside each field describes the expected unit.
Zero is accepted where it represents a valid count, cost, or rate. Inputs used as divisors must be greater than zero so the result remains defined.
Not necessarily. The calculator is a planning model based on the values you enter. Confirm accounting treatment with your finance team before using it in reported statements.
Calculate the current case, record the result, then change one assumption at a time. This makes it easier to see which input drives the difference.
Applicant tracking systems may use different cohort dates, stage definitions, exclusions, or rounding. Align those definitions before comparing results.
| Model element | How it is used |
|---|---|
| Baseline annual hires | Hires completed at the current pace. Unit: hires. |
| Current time to hire | Current average duration. Unit: days. |
| Target time to hire | Planned average duration. Unit: days. |
| Candidate withdrawal rate per extra week | Your observed or planning assumption. Unit: %/week. |
| Value per additional retained hire | User-defined contribution or avoided cost. Unit: USD. |