01
Pre-build candidate pipeline
Most engineering hiring starts at zero when a role opens. Mature pipelines (silver-medal candidates, alumni, conference contacts) cut time-to-fill 30-40%.
Time to Hire
The Cost of Slow Engineering Hiring
Every day an engineering seat sits open costs the role's fully-loaded daily comp. Per-level vacancy cost, 90-day damage, and a five-step compression playbook.
| Level | Avg days to fill | Cost / day | 90-day vacancy cost |
|---|---|---|---|
| Junior Engineer | 32 days | $468 | $42,120 |
| Mid-Level Engineer | 48 days | $676 | $60,840 |
| Senior Engineer | 65 days | $910 | $81,900 |
| Staff Engineer | 85 days | $1,196 | $107,640 |
| Principal Engineer | 110 days | $1,560 | $140,400 |
| Engineering Manager | 78 days | $1,014 | $91,260 |
Daily fully-loaded cost computed at 1.3x base salary divided by 250 working days.
Compression playbook
Five moves that cut time-to-hire by 30-40%
02
Compress the loop, not the rigour
Engineering loops typically take 3-4 weeks of elapsed time on 4-5 hours of actual interview content. Scheduling drag is the culprit. Batching loops to one or two consecutive days cuts elapsed time 50-70%.
03
Same-day verbal, 24-hour written offer
Top candidates run multiple processes. Each day between final round and offer letter raises the chance they accept elsewhere. Verbal same-day, written within 24 hours.
04
Define the role before posting
Roles that revise their JD post-launch waste 1-2 weeks and signal internal confusion. Spend a full day on JD, rubric, and stakeholder sign-off before going live.
05
Async screen instead of phone screen
First-round phone screens eliminate 60-70% of candidates after consuming 30-45 minutes each. A short async screen (coding micro-task, structured questions) achieves the same signal with less scheduling friction.
Vacancy cost in your full TCO
The calculator includes vacancy cost as a first-class line item. Tighten your time-to-fill input and watch the bottom line move.