Time-to-Hire

Time-to-hire (TTH) measures the days between posting a vacancy and the candidate signing. It differs from time-to-fill, which measures up to the first effective working day. The distinction matters because TTH is entirely under the company's control, whereas time-to-fill also depends on the candidate's notice period.

Negative factors on TTH include: excessive interview rounds, multiple decision-makers without a decision protocol, late feedback to candidates (who sign elsewhere meanwhile), slow manual screening and lack of communication automation.

Levers to reduce TTH include: AI-driven screening within the first 24 hours, self-service calendar booking for interviews, a 2-round-max decision commitment, standardised scorecards and automation of mid-process communications (rejections, holds, confirmations).

Cumino shortens TTH primarily on the first stage: the Voice-to-CV process moves from an average of 135 minutes per traditional screening (CV reading + phone call + internal note) to 15 minutes, keeping the same informational quality. At a typical volume of 200 applications/month, the cumulative impact is roughly 400 person-hours saved.

Useful benchmarks: per LinkedIn 2024 data the global average TTH is 44 days; faster sectors (hospitality, retail) sit below 20, regulated sectors (healthcare, banking) exceed 60. Compute it on the median, not the mean, to avoid outlier distortion.