High turnover? Long time-to-fill? Your TA strategy might be broken. We outline five indicators it’s time for a diagnostic review.
Most TA functions don’t fail dramatically — they erode quietly. Time-to-fill creeps up. Hiring managers stop calling the recruiter first. Offers slip. By the time leadership notices, the function is already a year behind.
First sign: time-to-fill exceeds 60 days on senior roles, consistently. This is rarely a sourcing problem. It’s almost always a brief problem — recruiters working off job descriptions instead of structured intake.
Second sign: 12-month retention drops below 85% on internally hired roles. When good people leave inside a year, the problem is usually fit, not capability. Fit issues trace back to assessment, not sourcing.
Third sign: hiring manager satisfaction trends down two quarters in a row. Fourth sign: offer-acceptance rate dips below 80%. Fifth sign: cost-per-hire is rising while quality-of-hire is flat or declining. Any two of these together means it’s time for a diagnostic review.
If this is showing up in your own hiring, we can run a short diagnostic and tell you what we'd do.
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