Traditional recruiting is broken by arithmetic.
The Traditional Timeline
Job posting: 1 week
Resume screening: 1–2 weeks
Interviews: 2–3 weeks
Offer / negotiation: 1 week
Notice period: 2–4 weeks
Total: 45–90 days to start date
Add 30–60 days of ramp = 75–150 days from "we need this" to "this is producing."
The Cost of Vacancy
1–3x daily loaded salary per day the seat sits empty. For a $100K senior hire: $400–$1,200/day. Two months of vacancy = $24K–$72K in real economic loss.
The Pre-Vetted Model
1.Sourcing runs continuously — 24/7 in parallel to any client demand
2.Assessment runs continuously — every candidate faces skills, scenario, comms, and reference vetting
3.Matching runs on demand — 3-day shortlist against pre-cleared candidates
Why This Is Better, Not Just Faster
Traditional recruiting evaluates under time pressure. Shortcuts happen. Failure rate on senior hires nationally is 20–30%.
Pre-vetted evaluation happens without pressure. Same rigor for every candidate. Failure rate drops materially.
See how it works.
Written by
Aaron Klein
Founder & CEO, RealHires
Perspectives on building remote teams and finding the people who move your business forward.
