Choose a measurement mode
Hiring speed
Time to hire
20 days
candidate enters pipeline → offer accepted
Time to fill
31 days
requisition opens → offer accepted
Pre-candidate lead time
11 days
before selected candidate entered
Time to start
61 days
time to fill + notice period
Target scenario
The current scenario is 0.0 days inside target.
Jobiba deliberately avoids a universal “good/bad” speed score. Role seniority, labor-market tightness, geography, interview design and compliance needs change the right operating range. Compare like-for-like roles and your own trend.
From metric to action
How to use hiring speed without chasing a vanity number
Choose one clock
Use candidate entry → offer accepted for time to hire, or requisition open/approved → offer accepted for time to fill. Do not switch definitions mid-report.
Use completed outcomes
For averages, include completed hires from the same reporting window. Keep open requisitions separate so partial cycles do not distort the result.
Find the delay
Compare sourcing lead time with candidate-facing stage time. A long time to fill with a normal time to hire points to demand approval or sourcing rather than interview speed.
Act in the pipeline
Open Jobiba's hiring funnel to inspect current backlog and untouched applicants. Improve the bottleneck without weakening assessment or compliance.
Candidate clock
Time to hire starts only when the selected candidate enters your pipeline. It is useful for diagnosing the candidate-facing process after first touch.
Requirement clock
Time to fill starts when the requisition is approved or opened. It includes sourcing lead time before the selected candidate appears.
Start-date clock
Notice period matters to workforce planning, but Jobiba keeps it separate so time-to-fill does not silently change definition between teams.
Continue in Jobiba
Inspect the actual requirement backlog.
The employer funnel shows current ATS stage distribution and requirements with applicants sitting untouched for 7+ days. It intentionally does not claim historical time-in-stage until Jobiba owns reliable transition timestamps.
Hiring speed FAQs
What is the time to hire formula?
For one completed hire, time to hire is the calendar days from when the selected candidate entered your pipeline—applied, was sourced or was referred—to the date the offer was accepted. For several completed hires, average those candidate-level durations.
What is the difference between time to hire and time to fill?
Time to fill starts earlier, when the requisition opens or is approved, and ends at offer acceptance. Time to hire starts when the selected candidate enters the pipeline. The difference between the two is the employer-side lead time before that candidate appeared.
Should notice period be included?
Not in the core time-to-hire or time-to-fill definitions used here. Jobiba shows notice period separately as time to start, because adding it silently makes teams look slower for delay they may not control.
Should I compare my result with an industry benchmark?
Use external benchmarks as context only. Role family, seniority, geography, hiring volume and interview requirements can move hiring speed materially. Your own consistent role-by-role trend is usually the safer operational comparison.
Can Jobiba calculate historical time in stage from my ATS?
Not yet with full historical accuracy. Jobiba's current application rows store current status but not a reliable timestamp for every stage transition. The employer dashboard therefore labels its live funnel as a current snapshot instead of fabricating historical stage conversion or time-in-stage.