CEO
340 Hires Planned. 52% Offer Acceptance.
You'll Miss Plan by 147 People
Your headcount plan assumes an offer acceptance rate of 85%. Your reality is 52%. At current velocity, you'll hit year-end 43% below plan—and the growth targets that depend on those hires will fall with them.
The Hiring Gap
Plan vs. trajectory vs. reality
Headcount Plan340 hires
100% of goal
Current Trajectory193 hires
57% of goal
YTD Actual141 hired
41% achieved
147
People Short
$18.4M
Revenue at Risk
Q3
When You'll Feel It
Recruiting Funnel by Department
Where candidates drop off
| Department | Open Reqs | Pipeline | Interviews | Offers | Accepted | Accept Rate |
|---|---|---|---|---|---|---|
| Engineering | 124 | 892 | 267 | 89 | 42 | 47% |
| Sales | 86 | 1,240 | 186 | 62 | 38 | 61% |
| Product | 34 | 412 | 98 | 28 | 16 | 57% |
| Operations | 52 | 620 | 124 | 41 | 26 | 63% |
| Finance | 24 | 286 | 54 | 18 | 12 | 67% |
| Marketing | 20 | 348 | 42 | 14 | 7 | 50% |
| Total | 340 | 3,798 | 771 | 252 | 141 | 52% |
Why 48% of Offers Fail
Comp Below Market34%
Your offers average 8% below market median. Candidates have better options.
Slow Process28%
Time-to-offer: 47 days. Market leaders: 21 days. Candidates accept elsewhere.
Poor Candidate Experience22%
4.2 Glassdoor rating for interviews. Competitors: 4.6. Word travels.
Counter Offers16%
16% of declines are candidates staying at current employer with raise.
Talent Acquisition KPIs
Offer Acceptance Rate
52%
Target: >85%
Time-to-Offer
47 days
Target: <25 days
Cost per Hire
$8,420
Target: <$5,000
Quality of Hire
72%
Target: >90%
Source Effectiveness
2.4%
Target: >5%
Recruiter Capacity
118%
Target: <100%
Source: SHRM Talent Acquisition Benchmarking 2025, LinkedIn Talent Insights
TRANSFORM YOUR OPERATIONS
Show the Board Your Talent Reality
SlideStrike connects to your ATS and HRIS to show exactly where the talent acquisition engine is breaking—and what it will take to hit plan.
Real-time recruiting funnel by department, level, and source
Offer acceptance trending with decline reason analysis
Comp competitiveness benchmarking by role and market
Capacity modeling with recruiter productivity metrics