You are at 50% of your quarterly hiring target with four weeks left. What do you do, and how do you communicate it?

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First I would review the pipeline role by role and forecast honestly how many hires can close in four weeks, based on candidates at the final or offer stage. Then I would tell my manager and hiring leaders right away, not at the end of the quarter, with the numbers, the main reasons for the gap and a recovery plan. The plan would focus on the most business-critical roles: speeding up decisions with panel days, running a referral drive, and using a trusted agency for one or two niche roles if budget allows. I would not lower the hiring bar to hit the number, because bad hires cost more later. After the quarter I would do a short review of what went wrong, such as late approvals or unrealistic requirements, and fix it in next quarter's planning.

You are at 50% of your quarterly hiring target with four weeks left. What do you do, and how do you communicate it?

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