Our time to hire is 55 days. How would you bring it down?
What the interviewer wants to hear
- Measure time spent in each stage first
- Fix slow feedback and scheduling
- Reduce or combine interview rounds
- Build pipelines before roles open
- Keep quality and fairness intact
Model answer
First I would break the 55 days into stages using ATS data to see where time is lost, such as waiting for resume review, scheduling or feedback. Usually the biggest delays are slow manager feedback and too many rounds. I would agree service levels with hiring teams, like reviewing profiles in 48 hours and submitting scorecards within 24 hours of an interview. I would use self-scheduling tools and panel days to reduce back-and-forth. I would review the interview loop and remove rounds that repeat the same skill. For roles we hire often, I would build talent pipelines in advance. I would track the change weekly and make sure quality of hire and fairness do not drop while speed improves.
Can you answer it under time pressure?
Take a timed medium round and get scored on every answer.
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