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Free tools for HR leaders

Time to Hire Calculator

Measure how long your roles take to fill and what that delay is costing you.

Your numbers

Use the Cost of Vacancy calculator to estimate this
Time to fill, costed
 
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Where Compono fits

Moving faster is only a win if you do not lower the bar to do it. Speed and fit usually pull against each other, and most tools make you choose. Compono Hire keeps the process and tracking your applicant tracking system (ATS) already handles, then adds behavioural and culture-fit data so you can shortlist with confidence and shorten the cycle without guessing. Lyre's used Compono Hire to scale from 4 to 70 people across five continents in two years while keeping fit.

See how it works

How it's calculated

Time-to-fill is the number of days from when the requisition opened to when the offer was accepted. If you add the date a candidate entered your pipeline, we also show time-to-hire, the faster measure of candidate experience. Cost of delay multiplies the open days by your daily cost of vacancy. The SHRM 2026 median time-to-fill is about 39 days for non-executive roles.

Common questions

How is time to hire calculated?

Time-to-fill counts the days from when the requisition opened to when the offer was accepted. Time-to-hire is narrower, counting from when the candidate entered your pipeline to acceptance. This calculator shows time-to-fill by default and time-to-hire if you add the pipeline date.

What is a good time to hire?

The SHRM 2026 median time-to-fill is about 39 days for non-executive roles. Faster than that is generally strong, though it varies by role and seniority. Specialist and leadership roles naturally take longer, so compare against similar positions.

Why does a slow process lose candidates?

Strong candidates are usually in more than one process. A slow or unclear process gives competitors time to move first. Speed signals that you are organised and serious, which helps you win the people you want.

How do I reduce time to hire?

Tighten your stages, set clear decision points, and reduce the back-and-forth between interviews. Better screening at the top of the funnel also helps, since a sharper shortlist means fewer rounds and faster, more confident decisions.

Figures are estimates using published benchmarks. Sources shown above; rates reviewed annually.