Time-to-hire varies by role and industry, but most companies take longer than they realize, and every extra week increases the risk of losing a strong candidate to a faster-moving competitor.
Many roles can reasonably move from application to offer in one to two weeks when screening is efficient. Anything stretching past a month usually signals unnecessary friction somewhere in the process.
Scheduling coordination between multiple interviewers is often the single biggest source of wasted time, followed by slow internal review cycles after each interview stage.
Track how many calendar days pass between each stage of your funnel. The stage with the longest gap is usually where the real fix needs to happen.
Speed matters because strong candidates rarely wait around. Tightening the slowest stage of your process is often the highest-leverage fix available.