Recruiter KPIsRecruiter KPI Metrics — The Six Numbers That Actually Predict a Hire
Most recruiter KPI lists are activity counters: calls made, CVs sent, interviews booked. They measure effort, not outcome. These six metrics measure whether a role will close, who is slowing it down, and what a recruiter can prove to the next client — and FindHire computes them automatically from the work you do in the CRM.
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Outcome metrics, not activity theatre
Six numbers tied to offers and hires, each with a plain definition you can defend in a client review.
Computed, never typed in
Every metric is derived from real pipeline events, so nobody can round their own performance up.
Publishable as proof
Your public recruiter portfolio shows the same numbers to clients — a track record instead of a pitch deck.
The six metrics
Each one answers a different question. O and A describe volume, TF and TPC describe speed, RI describes difficulty, SV describes the probability that effort converts into a hire.
- O (Offers) — offers extended on the role
- A (Accepted) — relevant candidates accepted into the process by the client
- TF (Time to Fill) — days from opening to hire
- TPC (Time per Presented Candidate) — TF ÷ A; the lower, the faster the client processes people
- RI (Resource Intake) — (TF + A) ÷ O; effort consumed per offer produced
- SV (Success Velocity) — RI ÷ TPC; how quickly probability turns into a hire
How to read them together
Benchmarks matter more than absolute values. RI around 25 is a fast role. TPC of 3 days or below means you are presenting genuinely relevant people. SV rising is the signal that the role will close in the current period.
- High SV is the best predictor there is — when SV clearly exceeds TPC, expect a close next period
- TPC is a force multiplier: a hard role (RI 52) becomes a strong one (SV 43) if the client responds within ~1.2 days
- The low-RI trap: precise sourcing (RI 9–16) is wasted when SV sits at 1–2 — that is a client-speed problem, not a recruiter problem
- Always report TPC next to RI, or a slow client will look like a weak recruiter
Which KPIs to drop
Calls made, CVs sent and 'candidates in pipeline' reward volume and punish judgement. They are easy to inflate and tell a hiring manager nothing about whether the role closes. If a metric cannot change a decision this week, it is a report, not a KPI.
Where the numbers come from
FindHire computes all six from pipeline events inside the recruiting CRM — stage changes, presentations, offers and hires — and freezes them when a vacancy closes. The recruiter's public portfolio publishes the aggregate, alongside verified client reviews, so results are provable rather than claimed. The CRM, the metrics and the portfolio are free.
Frequently asked questions
What are the most important recruiter KPIs?
Time to fill, time per presented candidate, resource intake and success velocity, read together with offers and accepted candidates. They cover speed, quality and difficulty, which activity counts like calls made do not.
What is a good time to fill?
It depends on seniority and market, which is why relative benchmarks beat absolutes. Inside FindHire, time to fill is read together with time per presented candidate, so a slow client is not mistaken for a slow recruiter.
How is success velocity calculated?
Success velocity is resource intake divided by time per presented candidate. It rises when a recruiter presents relevant people and the client processes them quickly, which is exactly the combination that produces hires.
Can I show these KPIs to clients?
Yes. Every vacancy worked in the CRM feeds a public recruiter portfolio that publishes the aggregated metrics and verified client reviews at a shareable URL. The numbers are computed from real events, not entered by hand.
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