What could better hiring return for your organization?

Estimate the annual value of structured, science-based hiring — grounded in published industry benchmarks. Adjust every assumption to match your reality.

About your hiring

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Switching sets typical defaults for that workforce — everything stays adjustable
US median is 39 days for nonexecutive roles (SHRM 2026)
Sets the first-year turnover assumption (industry estimates, 2025) — replace with your own first-year attrition if you track it
Job boards, sponsored posts & campaigns — set to 0 if unknown
Adjust the assumptions
Defaults are deliberately conservative and drawn from published benchmarks. Change any of them to reflect your organization.
Recruiters spend an estimated 23 hours screening résumés per hire (Glassdoor); the default recovers less than half
Pre-screening & assessments mean managers interview finalists only
Employers using validated pre-hire assessments consistently report lower early turnover; the default is set conservatively
Our programmatic advertising partner measured a 23% year-on-year drop in cost-per-application; default is set lower
Healthy offer acceptance runs 85–90%
Market-priced, transparent offers improve acceptance; the default reduction is set conservatively
Estimated annual value
$0
$0 per hire · based on your inputs and adjustable benchmark assumptions
Conservative by design — every default sits below published benchmarks
Recruiter time returned$0
Hiring-manager time returned$0
Faster time-to-fill$0
Better quality of hire$0
Fewer declined offers$0

Responsible AI — value beyond the numbers

Every hiring decision on the platform is made by a human. Assessments are scored with IO-psychologist-defined formulas, and interviews are rated by your own team on structured scales — AI supports, it never decides. That human-verified architecture is built for responsible AI in hiring:

  • Human oversight of every hiring decision
  • Transparent, explainable scoring — never a black box
  • Audit-ready documentation, wherever you hire

Identity assurance — risk avoided

Candidate identity verification (a selfie matched to a government-issued photo ID) can be required per job at any phase of the hiring process. Candidate fraud is escalating: Gartner projects that 1 in 4 candidate profiles worldwide will be fake by 2028, and 41% of IT, security, fraud and risk leaders at large enterprises say their company has hired and onboarded a fraudulent candidate (GetReal Security, 2025). Like compliance, this value is real but organization-specific — so we don’t put a number on it.

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Estimated annual value$0
Methodology, benchmarks & sources

Recruiter time returned = hires × recruiter hours saved per hire × recruiter loaded hourly cost. Recruiters spend an estimated 23 hours screening résumés for a single hire (Glassdoor); the default assumes less than half of that is recovered.

Hiring-manager time returned = hires × hiring-manager hours saved per hire × loaded hourly cost. Pre-screening and structured assessments mean managers interview a smaller, qualified slate.

Faster time-to-fill = hires × days reduced × daily cost of vacancy. Daily cost of vacancy uses the standard formula (annual salary ÷ 260 working days) with a conservative impact factor of 1.0. US median time-to-fill for nonexecutive roles is 39 calendar days, down from 44 in 2025 (SHRM 2026 Recruiting Benchmarking).

Better quality of hire = hires × industry first-year turnover rate × early-turnover reduction × replacement cost. Replacement cost uses 30% of first-year earnings per mis-hire, a widely cited industry estimate often attributed to the U.S. Department of Labor and at the low end of published ranges. First-year turnover assumptions by industry are drawn from 2025 industry surveys and employer-reported estimates. Validated pre-hire assessments are consistently associated with lower early turnover; the 15% default is set conservatively.

Agency fees avoided = hires × share filled via agencies × agency fee × average salary. Contingency agency fees typically run 15–25% of first-year salary (20% is the common benchmark).

Smarter advertising spend = annual job advertising spend × savings rate. Our programmatic advertising partner’s platform data (2025) shows a 23% year-on-year reduction in cost-per-application — 17% more sponsored applications delivered on a 10% smaller budget. The default savings rate (20%) is deliberately set below the partner-measured 23%.

Fewer declined offers = hires × offer-decline rate × decline reduction × restart cost. Restart cost uses the SHRM 2025 nonexecutive average cost per hire ($5,475; SHRM 2025 Benchmarking), a cross-role average — lower it for hourly roles. Market-aligned, transparent compensation improves offer acceptance; the 20% default reduction is set conservatively.

Compliance value and identity assurance are intentionally not assigned a dollar figure. Avoided regulatory and fraud exposure is real but organization-specific.

This calculator provides directional estimates based on published third-party benchmarks and adjustable assumptions. It is not a guarantee of results, savings, or performance. Benchmark sources: SHRM 2026 Recruiting Executives Benchmarking (median nonexecutive time-to-fill 39 days); SHRM 2025 Benchmarking Report (nonexecutive average cost per hire $5,475); replacement cost of 30% of first-year earnings (widely cited industry estimate); 2025 industry turnover surveys and employer-reported first-year attrition estimates; standard industry cost-of-vacancy methodology; Glassdoor (recruiter screening hours per hire); programmatic advertising partner platform data, 2025 (cost-per-application); Gartner (candidate fraud projection, 2025); GetReal Security (enterprise candidate-fraud survey, 2025). In hourly mode, pay is annualized at 2,080 working hours per year. Model v5 — September 2026.