Hiring Maturity Assessment

20 questions covering your hiring process, tooling, team capacity, data quality, and recovery capability. Your maturity tier determines which operational investments will move the needle most.

How would you describe your current hiring process documentation?

Informal — in people's heads Partially documented Fully documented and followed Documented, measured, and continuously improved

How do you track candidate status across active searches?

Spreadsheets or email threads Basic ATS ATS with structured stage tracking ATS integrated with health monitoring

How is your outreach to passive candidates managed?

Manual LinkedIn messages Semi-structured sequences Structured sequences with response tracking Sequences with decay monitoring and auto-recalibration

How are intake briefs created for new leadership searches?

We use the job description Informal conversation with hiring manager Structured intake session with written brief Structured intake with signed criteria and scoring threshold

How do you measure recruiter performance?

Placements made Placements + time-to-fill Multi-metric (TTF, shortlist quality, offer rate) Full operational scorecard including load, decay, recovery rate

What is your current outreach reply rate for VP-level passive candidates?

Below 10% 10–20% 21–30% 31%+

How often do you conduct structured post-mortems on failed or stalled searches?

Never Occasionally For major failures After every search — success or failure

How are candidate shortlists evaluated before presentation to the hiring manager?

Recruiter judgment Informal criteria check Structured criteria review Scored against intake criteria with QMS gate

How much time passes between a search stalling and your team taking corrective action?

Weeks — we find out late 1–2 weeks after it's visible Days — caught by recruiter review Hours — automated detection and response

How is your interview process managed across multiple active searches?

Ad hoc scheduling Recruiter-managed scheduling Structured process with stage SLAs Automated coordination with engagement monitoring

How do you handle candidate disengagement during the interview process?

We find out when they stop responding Recruiter follow-up when noticed Structured re-engagement protocol Automated engagement monitoring with triggered re-engagement

What data do you use to make sourcing channel decisions?

Intuition and past experience Basic response rate tracking Response rate + conversion by channel Full channel ROI including time-to-close correlation

How is reference checking conducted for executive candidates?

Candidate-provided references only Mixed candidate and independent Structured independent reference calls Structured independent + back-channel references

How do you manage recruiter workload across the team?

No formal tracking Mandate count tracking Load-weighted capacity model Automated load balancing with threshold alerts

How do you track hiring velocity (time-to-fill by role type)?

We don't Total time-to-fill only By role type and level By role type, level, and market conditions

What reporting does your CEO or CFO receive on hiring operations?

Nothing formal Headcount updates Pipeline status and time-to-fill Full operational dashboard with cost and velocity metrics

How do you validate that a new search strategy is working?

When a candidate is hired When shortlist is assembled Mid-search strategy review at week 3 Continuous signal monitoring against predicted milestones

How are hiring SLAs defined and communicated to stakeholders?

No SLAs defined Informal expectations Written SLAs per role type SLAs with automated tracking and breach alerts

How does your team learn from successful searches?

Informally — knowledge stays with the recruiter Team discussion after close Documented learnings shared with the team Structured attribution — learnings update operational playbooks

How would you describe your hiring team's capacity to handle a 50% increase in search volume?

Would break immediately Would struggle significantly Could manage with process strain Infrastructure would scale without quality degradation

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