2025+全球招聘基準(zhǔn)報(bào)告++Recruiting+Benchmarks+2025

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smartRecruiters

Recruiting

Benchmarks

2025

TableofContents

01ExecutiveSummary

02Foreword

03Methodology

04GlobalOverview

05GlobalComparisons

06IndustryComparisons

07CountryScorecards

08IndustryScorecards

CHAPTERONE

ExecutiveSummary

Thisreportprovidesanoverviewofglobalhiringbenchmarks,analyzing12monthsofdatafrom

89millionapplicationsfor1.5millionjobsacross95countries.Herearesomekeyhighlights:

Applicantvolumeandconversion

Onaverage,thereare73applicantsperrole,3applicantsinterviewed,andonly1offermade.

Globalvariationstakeintoaccountthelabor

marketandregulatoryenvironmentofdifferentcountries,underscoringthenecessityofsystemandprocessflexibilityforglobalhiringteams.

02Timetohire

Theglobalmediantimetohireis38days.

Globalandindustryvariationscanbeexplained

bythevariancesinhiringrequirementsacross

industriesandcountries.However,companies

usingAIintheirrecruitingprocesseshire26%

faster,makingthecaseforadditionaltechnologyinvestmenttobringbetterhiringoutcomes.

Internalmobilityandreferrals

Onaverage,15%ofhirescomefrom

referralsandinternalcandidates.Countriesandindustriesthatlagintheselower-cost

sourcesofhirehavetheopportunitytolearnfromthepracticesoftheHealthcareindustry,whichleadsininternalsourcesofhire,and

Technology,whichexcelsinreferrals.

Recruiter

productivity

Withtherecruiterworkloadaveraging30

hiriespermonth,AustralianandU.S.-based

recruitersmanage78%and85%morehires

thantheglobalaverage,respectively.U.S.andAustraliancompaniesalsoleadintimetohire,suggestingthatthefocusoninnovationin

thesecountriesbyapplyingautomationandAIishavinganimpactonhiringoutcomes.

CHAPTERTWO

Foreword

InpartnershipwithLighthouseResearch&Advisory

Foreword

ByBenEubanks

ChiefResearchOf?ceratLighthouseResearch&Advisory

Hiringhasgonethroughachallengingcycleinrecentyears.Opportunities

wereplentiful—andthentheyweren?t.Industriesliketechnologyandsoftwarewerebooming—andthenthingssloweddown.Employershavestruggledto

adapttotheever-changinglandscapebyadoptingsmarterstrategiesand

AI-driventechnologies,buttheyalsoleanontheirpeopletodomorewithless.

Atthecenterofitall,hiringteamsareworkingtirelesslytomakesurethatkeypositions,projects,andteamsarestaffedandready.Buttherealityisthat

talentacquisitionisoftenseenasalargerprocess.

Withinthisreportyouwillseehelpful,actionableinsightsbystageofthehiringprocess,industry,andcountry.You?llgetaglimpseofwhereyourcompanyfitsintothebiggerpictureandwhetheryourownmetricsareleadingorlagging.

INTRODUCTION

Theimpactofresearch

Basedonourongoingresearchwiththousandsofemployerseachyearat

LighthouseResearch&Advisory,weconsistentlyhearthathiringisno

longerjustatalentacquisitionpriority—accordingtosevenoutof10talentleaders,it?snowabusinesspriority.Andwithanybusinessprocess,it?s

usefultoknowwhatbenchmarkslooklike,whatiscompetitive,andhowtocreateamorepredictablesetofoutcomes.That?strueinsalesandfinance,sowhywouldn?titbetrueoftalentacquisitionaswell?

WhenIworkedasarecruiterandasaleaderofarecruitingfunction,Isaw

theimportanceofthisfirsthand.ButnowasaresearcherIseethebroaderimplicationsaswell.Thisreport?sinsightsacrossfivekeyindustriesand

fivecountriesgiveemployersachancetodigdeeperintowhathiringlookslikegloballyandseerelevantdatathroughavarietyoflenses.

smartRecruiters

INTRODUCTION

Thebusinessimpactofhiring

smartRecruiters

Arecentconversationrevealedthefollowinginsight.

PeopIearethecompany’sbiggestasset/andIthinkthetaIentacquisitionfunctionisnotonIycriticaI/butitIstheIifebIoodofanyorganization.SeeingtheimpactthetaIentacquisitionhasonyourEBITDA/yourrevenue/yourcuIture/yourquaIityofhire…Inmymind/hiringcaneitherwreakhavoconyourengagementorcreateabusinessthatpeopIewanttobeapartof.

—KellyBurlage,VPofTalentAcquisitionforalogisticscompanywith20,000+globalemployees

Ultimately,that?swhattalentacquisitionallabout.Itisn?tjusthiringmetricsinavacuum.It?saboutwhatkindofsuccesshiringcanunIockfortheorganization.AndifKelly?scommentsareindicativeofwhatotheremployersareseeing,there?satremendousopportunityforpositiveimpact.Thisreportoffersa

startingpIaceforcompaniestoseewherethey?reperformingwell,andwheretheycanimprove.

CHAPTERTHREE

Methodology

Theinnerworkingsofthisreport.

ResearchMethodology

SmartRecruitersanalyzed12monthsof

aggregated,anonymizedapplicationdata

processedthroughourapplicanttrackingsystemfromSeptember2023throughAugust2024.

Thedatarepresented89millionapplicationsfor

1.5millionjobscreatedin95countries.

Ourcustomersrangeacrossmorethan100

industries,fromsmallcompaniestothosewithhundredsofthousandsofemployees.

PRODUCTANALYTICS&CONTENT

TEAMEFFORT

De?nitions

Median

Themedianisthemidpointinarangeofnumbers.Forexample,amidpointof38indicatesthathalfofthenumbers

arebelow38,andhalfareabove38.Themedianisusedinsteadofthe

averagewhentherangeofnumbershasoutliersthatskewtheaverage.

Average

Theaverageisthesumofarangeof

numbersdividedbythenumberofitemsintherange.Theglobalaverages

presentedinthisreportindicatetheresultsacrossallapplicationsandjobsposted

withintheSmartRecruiterssystemina12-monthtimeperiodregardlessof

country,industry,orotherqualifier.

DataCaveats

TheanalysisisbasedonworkflowstepscompletedbyuserswithintheSmartRecruiterssystem.Whilethenumbersprovidevaluable

insights,theymayvarydependingonuserinteractionwithkeyfeatures.

Forexample,offersareofteninitiatedoutsideofSmartRecruiters,

particularlyinbusinesseswithdecentralizedhiringmodelsthathireon-site,withlocalmanagersskippingstepswithintheapplicant

trackingsystem.

Additionally,notallopenjobscountedresultedinoffersdueto

duplicatejobpostings,unfilledjobs,andjobsthatwerestillopenattheendofthedataperiod.

CHAPTERFOUR

GlobalOverview

Thissectionexploresbenchmarksthroughanaggregate,globallens,acrossallcountriesandindustries.

Applicants

perrole

Applicant

conversion

Applicantsinterviewed

Inaworldwhererecruitingteamsareaskedtodomorewithless,theaverageof73applicantsperrole

meansrecruiterseitherrelyonautomationtechnologyorthey

simplycan’texamineandrespondtothemajorityofcandidatesthat

comeinforeachjobposting.1ltoffer

TimetoHire

daysto

review

Globalmediantimetohire

Hiringteamsacrosstheglobereview

applicationsinlessthanoneweek,andprogressthemostpromisingapplicantstotheinterviewstagebythesecondweek.

daysto

interview

Completingthehirestilltakesnearlysixweeks,withaglobalmedianhiringtimeof38days.

DatafromLighthouseResearch&

daysto

hire

Advisoryshowsthattwoofthetopthreereasonsforcandidateghostingcome

downtospeed.Companiesthatcan?torwon?tinnovateherewillfallbehind.

TheAIadvantage

CompaniesusingSmartRecruitersAIhire

fasterthanthosewithoutAIsupport.

26%faster

Saving

—二11days

usingAI

Internalmobilityandreferrals

Companiesaroundtheworldlookto

ofhiresfrom

referrals

internalmobilitytoincreaseemployeeretention,reducetimetoproductivity,andholdontointernalknowledge.

Onaverage,15%ofhirescomefroma

combinationofreferralsandinternalhires.

ofhiresfrom

internalcandidates

Withreamsofhistoricalevidence

showingthatthesetwosourcesdeliverhighqualityhires,thisbenchmarkgivesemployersanideaofhowtheystackupwithregardtothesehiringchannels.

*NotethatnotallreferralsandinternalhiresaremarkedwithinSmartRecruiters;somecustomersuseexternalplatformsforthesefunctionsthatenablecandidatestoapplyoutsideofSmartRecruiters.

Interviewscorecard

ofthehiringteamfillout

scorecards

adoption

99%

Interviewscorecardsarea

productivitytoolthatbrings

clarityandconsistencytothehiringprocess.

Scorecardadoptionisnearlyuniversalamongteamsthatusethem,at99%.

GlobalRecruitmentBenchmarks2025

Hire11

days

faster

usingAI

87%offer

acceptancerate

CHAPTERFIVE

GlobalComparisons

Thissectionexploresbenchmarksthroughthelensoffivecountries:

Australia,France,Germany,theUnitedKingdom,andtheUnitedStates.

Dataistrackedbythelocationofthejob,regardlessofwherethecompanyisheadquartered.

ApplicantVolume

Applicantsperrole

EmployersinFrancereceive

28%moreapplicationsper

902%

rolethantheglobalaverage.

EmployersinGermany

receive34%fewer

applicationsthanaverage.

ApplicantConversion

Frominterviewtooffer

Franceisthemostcompetitive

countrytolookforajob,withthesmallestproportionofapplicantsprogressingtotheinterviewandofferstages.

Duetoloweroverallapplicationvolume,AustraliaandGermanyaretheeasiestcountriestogetaninterview.

OfferAcceptanceRate

From

interviewtooffer

ResidentsofFranceand

Germanyarethemostlikelytotaketheofferstheyreceive.

BecauseoneinfiveU.S.

applicantsdeclineoffers,U.S.employersneedtoensurea

smoothhiringprocesssothatsilvermedalistcandidatesarekeptwarm.

TimetoHire

Mediandaystohire

AustralianandAmericanhiringteamsarethemostefficient,

bringingonworkers16%and8%fasterthantheglobalmedian,

respectively.

HiringinGermanyentailsthe

involvementoftheBetriebsrat,orWorker?sCouncil,whichslows

downthemedianhiringtimetonearlytwomonths.

RecruiterProductivity

Numberofhiresperrecruiterpermonth

AustralianandAmerican

recruitersarethepictureof

efficiency,notonlybringingonhiresfaster,butmanaging78%and85%morehiresthanthe

globalaverage,respectively.

RecruitersinFranceand

Germanytypicallymanagefewerhiresthantheglobalaverage

mostlikelyduetolabor

protectionsinthosecountries.

InternalSourcesofHire*

Referralsandinternalmobility

Germanywinstheraceforinternalmobility,withoneinninehires

comingfromaninternalsource.

TheUnitedKingdomisclose

behind,making10%ofhiresfromtheemployeebase.

Francewinstheraceforreferrals

asasourcehire,withreferred

applicantscuttingthroughthenoiseofFrance?shigher-than-average

applicationvolume.

ScorecardAdoption

Amongteamsthatusescorecards

Forteamsthatusescorecards,

adoptionishighwiththeexceptionofGermany,potentiallydueto

morepeopleinvolvedinthe

scorecardprocess(Betriebsrat).

LighthouseGlobalCommentary

BenEubanks

SpotlightontheUnitedStates

HiringintheUnitedStateshaschangedinrecentyears.MoreIocationsarerequiringpaytransparencyonjob

postings,theshifttohybridandremotework(thenthe

caIIbacktotheoffice,insomeindustries),andother

changeshavecreatedchallengesandopportunitiesforemployersIookingtohiretheirnextgreatteammember.

TheUShasthelowestofferacceptancerateintheworldat79%,eventhoughappIicantsperhireis

sIightIyabovethegIobaIaverageandthedaystohirefiguresarebetterthanthegIobaIbenchmarkasweII.

Arecandidatesbecomingtransactional?

It,spossibIethathiringintheUShasbecomeless

relationalandmoreprocess-oriented.ThedataseemtorefIectthat,atIeastinpart.Whenaskedaboutthe

reIationshipwiththerecruiterwhobroughttheminto

thecompany,candidatesinEuropeandAsiaPacific

weremoreIikeIytosaythatpersonmakesthemfeeI

moreconnectedwiththecompany(66%)comparedtothosecandidatesintheUS(60%).Ormaybeit,sjustthatUScandidateshavehigherexpectations:theyarenearIy10%morelikelythanothergIobaIcandidatestosaytheywanttoknowthestatusoftheirapplication

instantIyondemand,whenevertheywantit.

LIGHTHOUSEGLOBALCOMMENTARY

BenEubanks

Spotlightontimetohire

LighthouseResearchshowsthatU.S.companiesare

50%morelikelytobesaythatAIaddsvalueand

streamlinesrecruitingactivities.Perhapsmost

importantly,wealsoseethatU.S.companieshavebeentestingandusingautomationinhiringforalonger

periodoftime—anditshowsupintheSmartRecruitersdataontimetohireandrecruiterproductivity.

Thoselonger-termusersofautomationalmostalwayscitegreaterbenefits,adoption,andvaluethanthoseintheearlystagesofuse,accordingtoourresearch.Companiesworldwidefromintelligent,capableAI

technologytosupporttheirhiringactivitiesbecauseithasalreadybeenprovenintheU.S..

Theparadoxofproductivity

Inourresearch,weseecandidatesheavilydesireauthenticityandconnectioninthehiringprocess.

Buthowdocompaniesbalancespeed,

efficiency,andconnection?Therighttechnologycanextendthepowerofthehumantouchby

proactivelysharinginformation,answering

questions,andkeepingcandidatesinformed.

Whileitmaysoundlikeaparadox,properlyapplied

technologycanmakehiringexperiencesmorehuman.Successfultalentacquisitionisaboutmanagingthe

recruitmentprocesswhilecreatingathrivingpipelineoftalentandamorebusiness-alignedtalentfunction.

LIGHTHOUSEGLOBALCOMMENTARY

BenEubanks

SpotlightonFrance

Candidateswantthehumantouch

Francehasahighlycompetitivehiringmarket.

TheresearchshowsthattaIentwantstobothknowandbeknown—inour2024surveywesawthatthenumberonewaycandidatessayemployerscan

demonstrateauthenticityinthehiringprocessisbyprovidingtransparencyonpay,benefits,andother

similarpriorities.

Inaddition,morethanhalfofcandidateswishthe

employerwouldIearnabouttheirskiIIsandcareergoaIssotheycanmatchthemupwithorganizationalneeds.

Companiesreceiveabout27%moreappIications

thanothercountries,andofferacceptancerates

areat92%/thehighestintheworld.Hiresfrom

empIoyeereferraIsinFranceareabout40%higherthantheglobalaverageandthreetimeshigherthantheyareinAustralia,forcomparisonpurposes.

Oneoftheworld?slargestluxuryretailbrandsbasedin

Francepointedoutthatwhiletheyknewtheunique

customerpreferences,expectations,andsalescues

acrosstheir75differentbrands,theydidn’tknownearIyasmuchabouttheircandidatesandempIoyeesacrosstheorganization.Theirrenewedfocusonknowingtheirtalentisakeystrategyfortheminthecomingyear.

LIGHTHOUSEGLOBALCOMMENTARY

BenEubanks

AIisneededtomeetthecurrentneeds

CompaniesusingAIrecruitingtoolslike

SmartRecruiters?Winstonarehiring26%fasterthanthosewhodon?t.

Alsoofnote:thoseteamsusingAIaremore

elasticwhenhiringgoesthroughaboomorbust,meaninglessneedtoscaleteamsupanddowninresponsetodemand.Inaworldof“domore

withless,?itcanbeacriticaldifferentiator.

Opportunitiesforemployers

Leveragelow-costsourcesofhire

Onaverage,15%ofhirescomefromacombinationofreferralsandinternalhires.

Withreamsofhistoricalevidenceshowingthat

thesetwosourcesdeliverhighqualityhiresintermsofperformanceandretention,thisbenchmarkgivesemployersanideaofhowtheystackupwith

regardtothesehiringchannels.

CHAPTERFIVE

Thissectionexploresbenchmarksthroughthelensoffiveindustries:Healthcare,Hospitality,Manufacturing,Retail,andTechnology.Industrycategoriesrefertotheindustryatthecompanylevel,nottherolelevel.Forexample,Retailcoversallhiresmadeforaretailcompany,fromhomeofficetoshopfloor.

Applicantvolume

Applicantsperrole

HospitalityandTechnologyarethemostcompetitive,in-demandindustries,eachrespectivelyreceiving60%and51%

moreapplicantsthantheglobalaverage.

Bycontrast,companiesintheHealthcareandManufacturingindustries

respectivelyreceive45%and49%fewerapplicationsthantheaverage.

Withtheneedforhealthcaredegreesandcertificationsandaplethoraof

manufacturingspecializations,it?snotsurprisingthatopenrolesinthese

industriesreceivefewerapplications.

ApplicantConversion

Frominterviewtooffer

Duetothesheervolumeofapplicationsperrole,workersinTechnologyandHospitalityhavetheleastchanceofreceivingoffers.

Workersinotherindustrieshaveamuchbetterchanceofmakingittotheinterviewstage.

Healthcareworkersaremostlikelyamongtheseindustriestoreceiveinterviewsandoffers.

Thefactthathealthcarejobrequirementsareoftenverifiablebycertificationscouldresultinfewerunqualifiedcandidates,whoultimatelyhaveabetterchanceofgettingthejobthey

appliedforthanapplicantsinotherindustries.

TimetoHire

Mediandaystohire

Retailhires34%(13days)fasterthantheglobalmedian,whileManufacturingtakes45%(17days)longer,potentiallyduetothedifficultyoffinding

specializedskillsetsforkeyroles.

Technologyisnotfarbehind

Manufacturing,withamedianof26%(10days)longerthantheglobalnumber.

RecruiterProductivity

Numberofhiresperrecruiterpermonth

IndecentralizedhiringindustrieslikeHospitalityandRetail,often

recruitersarenotused,potentiallyresultinginalowerrate.

Healthcarerecruitershavetheheaviestworkloads.

InternalSourcesofHire

Referralsandinternalmobility

TheHealthcareandManufacturing

industriesarethemostsuccessfulat

retainingtalent,with20%and14%of

hirescomingfrominternalsources.Notsurprisingly,thehighturnoverindustriesofRetailandHospitalityhavetheleastsuccesswithinternalmobility.

Whenitcomestoreferrals,Technologyrulesthecharts,hiringreferred

candidatesatmorethandoublethe

globalaverage.Again,thehighturnoverindustriesofHospitalityandRetaillagintheabilitytoattractreferredtalent.

ScorecardAdoption

Amongteamsthatusescorecards

Forthoseusinginterview

scorecards,thereisstrongadoptionacrossindustries.

Manufacturingistheonlysectorthatlags,with12%ofhirersoptingout.

LighthouseIndustryCommentary

BenEubanks

SpotlightonHeaIthcare

HeaIthcarereceivestheIowestappIicantsperhireof

aImostanyindustry(40),buttheofferrateisthe

highestofanyindustry(2%).Forcomparisonpurposes,theofferrateinthetechnoIogyindustryis0.66%.

WithataIentshortageandanofferacceptancerateof

just77%,heaIthcareishighIycompetitivehiring

environment.Inour2024TaIentAcquisitionTrends

survey,weaskedcandidateswhatmakesthemseriousIyconsiderajoboffer.HeaIthcarecandidatesacrossthe

gIobesaidtheirnumberonepriorityisanattractivesaIary(76%)foIIowedbyaninterestingcareer

opportunity(68%).

HealthcareCaseStudy

BasedinAustraIia,KinCareadoptedthe

SmartRecruiterspIatformtoreducetheirtimetofiIIfrom40(theheaIthcaregIobaIaverageis41days)to18days.NotonIyisitfaster,butit’smuchmorepIeasingfortheparticipants!Insurveys,thehiringprocessreceives90+%approvaIratings.

Readthecasestudy

LIGHTHOUSEINDUSTRYCOMMENTARY

BenEubanks

RetailCaseStudy

JYSK,aretaiIerwithoperationsacrossEMEA,

Iearnedtheimportanceofcreatingahiring

processthatmethiringmanagerswheretheywere.TheorganizationmergedwithanotherretaiIer,

dramaticaIIychangingthehiringprocess.ThenewIycombinedpopuIationof3,500hiringmanagers

wereabIetousemobilehiringtoolstospeedupcandidatereviewsandquickIyhirecandidates

fortheirstores,droppingtimetofiIIbyover60%.

Readthecasestudy

SpotlightonRetail

WhiIeretaiIseessomeofthelowestinternalhires

andreferrals(3%and2%,respectiveIy),daysto

hireinretaiIaretheIowestofanyindustrymeasured:

25.That’smorethan50%lessthanthetimeittakestohireinthemanufacturingsector.

There’sroomtoimproveinternaIhiringintheretaiIspace

togetthemcIosertothegIobaIaverageof8%.Inour

researchoncandidates,72%intheretaiIindustrysaytheywouldliketolearnaboutcareergrowthopportunities

duringthehiringprocess.Inaddition,thosesame

candidatessaythatwork-lifebalanceisthenumberonefactorthatmotivatesthemtoappIyforajob.AkeyfactortosuccessisenabIingandempoweringhiringmanagers.

LIGHTHOUSEINDUSTRYCOMMENTARY

BenEubanks

SpotlightonTechnology

Companiesinthesoftware/techindustryhavelongbeenknowntobeearlyadoptersoftechnologyand

approachesthatleadtofasterandmorepredictablehiring.Google'shiringpractices,forexample,are

well-documentedonline.Inourresearch,weseemore

technologycompaniesscoringatthemostmatureleveloftalentacquisition(Leading)comparedtoindustries

likefinancialservices,manufacturing,orretail.Oneof

theproblemswiththatearlyadoptermindsetisa

proliferationoftools,whichcanmakeitdifficulttogetatruepictureofwhatishappeninginthehiringprocess.

TechnologyCaseStudy

Xplor,aSmartrecruitersclient,facedthatexact

problem.Duetorapidgrowth,Xplorhadmultiple

systemssupportingitsglobaltalentpractices,

meaningleadershipdidnothaveanunderstandingoftalentacquisitionatagloballevel.By

implementingSmartrecruiters,Xplorwasableto

streamlineitspractices,createasinglesourceoftruth,andfinallytakeactiononthedata.

Readthecasestudy

LIGHTHOUSEINDUSTRYCOMMENTARY

BenEubanks

Opportunitiesforemployers

Speedingupthehiringprocess

Dataoncandidateghostingindicatesthatthey

typicallyskipoutonthehiringprocesswhenit

takestoolongorwhentheyacceptadifferentofferfirst.Thebenchmarkshowsthatittakessixdaystoreviewcandidatesand14daystointerviewon

average.Insomeindustries,thiscouldbe

incrediblyfast,butinhighvolumeindustrieshiringfrontlineworkers,thatneedstobefaster.

Usingscorecardsforconsistency

Interviewscorecardsareanexcellenttoolforhelpingtomitigatebiasininterviews,identifykeycandidatecapabilities,andultimatelyselectthebestpersonfortherole.Inourresearch,weseethatcompaniesusinginterviewscorecardsnotonlygetcandidatefeedbackfaster,theyalsomakebetterhiringdecisionsoverall.Inaddition,86%ofemployersbelievethatstructuredquestionsandscorecardshelptoreducehiringbias.

CHAPTERSEVEN

CountryScorecards

Thissectionprovidesbenchmarkdataforindividualcountries:Australia,France,Germany,theUnitedKingdom,andtheUnitedStates.

AustraliaScorecard

Daystoreview6

Daystointerview

Daystohire

Referrals

Internalhires

Applicantsperhire65

Candidatesinterviewed

6.0%

Candidatesreceivedoffers

2.0%

Offeracceptance

rate

83%

Averagemonthlyhiresper53recruiter

88%

%ofinterviewteamtofilloutscorecard

FranceScorecard

Daystoreview6

Daystointerview

Daystohire

Referrals

10%

Internalhires

Applicantsperhire93

Candidatesinterviewed

2.2%

Candidatesreceivedoffers

0.6%

Offeracceptance

rate

92%

Averagemonthlyhiresper20recruiter

99%

%ofinterviewteamtofilloutscorecard

GermanyScorecard

Daystointerview20

Daystoreview8

Candidatesinterviewed

5.4%

Candidatesreceivedoffers

1.4%

Offeracceptancerate

Averagemonthlyhiresperrecruiter

91%

Applicantsperhire48

Daystohire55

Internalhires12%

Referrals6%

56%

%ofinterviewteamtofilloutscorecard

UnitedKingdomScorecard

Applicantsperhire72

Daystointerview

Candidatesinterviewed

4.3%

Candidatesreceivedoffers

1.1%

Daystohire40

Internalhires10%

Offeraccept

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