Time to hire: why fast doesn’t mean rushed

Data-driven hiring starts with tracking the right metrics. For some, like retention or quality of hire, the higher the number, the better. But time to hire doesn’t follow the same logic. It’s not always about being the fastest—it’s about finding the right pace.

We’ve made record hires in just 8–9 days. Not because we rushed it, but because the company knew exactly what they needed, and the process was airtight, with many excellent candidates to choose from.

Most of the time, though, the sweet spot is around 6–8 weeks. Fast enough to keep candidates engaged, and thorough enough to make a confident, well-informed decision. We’ve seen firsthand that when speed is backed by structure, it leads to better hiring outcomes for all. 

In this article, we’ll share what an efficient hiring process actually looks like, and how to move fast without sacrificing quality.

TL;DR

• Fast hiring shouldn’t mean cutting corners if you do it right.

• 6–8 weeks is the sweet spot for a structured, efficient time to hire.

• Clear interviews, quick feedback, and tight collaboration are key. 

How fast should you hire?

The ideal hiring process strikes a balance between speed and depth. At Taleron, we aim for a 6–8 week time to hire. It gives enough time to:

• Week 1-3: Define the role and ideal candidate profile clearly and run screenings to build a strong candidate pipeline

  
  

• Week 3-6: Run a thorough (but efficient) interview process, with enough choice throughout the process, and incorporate feedback 

  
  

• Week 6-8: Align internally, make an offer, and prepare the candidate for their first day!  

This timeline allows room for structure, stakeholder input, and a thoughtful candidate experience—all without losing momentum. It’s fast—but never rushed. But it only works when everyone’s aligned and communication stays proactive.

Hiring at this pace means you can stay competitive in the talent market—without compromising on quality. It gives your team the space to think clearly, align internally, and make decisions based on facts, not pressure.

Top tip: Set timelines and expectations upfront with your internal team and map out the entire process before the first interview even begins.

Interviews: quick, not chaotic

Interview management is one of the most important parts of the hiring process—and we’re here to help you get it right. When done well, the process itself becomes a tool for finding the best talent. That means:

• Avoiding unnecessary interview rounds

• Making sure everyone’s aligned on the hiring criteria

• Utilising standardised interview questions and interview scoreboards 

• Staying proactive with feedback and scheduling

We aim to schedule interviews within a week of identifying strong candidates. Why? Because momentum matters. Candidates are evaluating you just as much as you’re evaluating them. Delays can make them lose interest—or worse, accept another offer.

Top tip: Keep interview panels consistent and prepare hiring managers on what to assess—this ensures fair evaluation and saves time.

Feedback & Follow-Ups

One of our golden rules: always follow up within 24 hours.

Candidates should never be left hanging. When feedback loops are tight, the entire hiring process flows better. We work closely with hiring teams to make sure feedback is fast, clear, and actionable. That means:

• Setting expectations from the start

• Building feedback into your hiring rhythm

• Using quick check-ins to keep alignment sharp

Why speed (done right) works

Speed in hiring isn’t about rushing decisions. It means being intentional about every step—so you can move quickly without losing focus or quality. With a clear process and a focused team, moving fast can actually lead to better hiring outcomes.

When everyone’s aligned, the process is clear, and communication stays proactive, hiring becomes a well-oiled machine. So that when the right candidate shows up, you’re ready.

At Taleron, we’ve helped 300+ fast-growing companies streamline hiring and fill over 1000 roles, at an average rate of 8 weeks. Want to reduce your time to hire—without rushing the process? Get in touch with us!