Hiring operations benchmarks

A monthly, company-level view of how recruiting teams coordinate interviews — covering interview volume, time to interview, lead time, turnaround time, interviewer load, interview complexity, reschedule rate, and interview format. Each benchmark reflects a typical (median) company, so it isn't skewed by GoodTime's largest customers.

The benchmarks are built from anonymized interview scheduling activity across companies that coordinate interviews with GoodTime. Each is calculated at the company-month level — every eligible company contributes one value per month, regardless of size — and we then take the median across companies, using minimum sample thresholds, outlier capping, and rolling averages to reduce volatility. This keeps any single company from moving the benchmark, and no individual company, recruiter, or candidate is identifiable.

Raw totals and volume-weighted averages let one very large, brand-new, or departing customer swing the benchmark, and they expose individual customer behavior. Weighting every company equally — one value each, with extreme values capped — produces a stable 'typical company' benchmark that is both more representative and more privacy-preserving.

Monthly. Each edition reflects the most recent complete month, which smooths out day-to-day calendar noise while still surfacing real month-over-month trends. The trends charts show up to the last 18 months for context.

They describe related stages of the same scheduling journey. Turnaround time is from when availability is requested to the first confirmed interview slot. Lead time is from final confirmation to when the interview actually takes place. Time to interview is the end-to-end span — from the first calendar placement to the interview itself. All three are reported as company-level medians.

Compare your own scheduling metrics against the typical company (the median across companies) to see whether delays, interviewer load, or reschedules are isolated issues or part of a broader industry pattern — and to set realistic targets for your coordination process.

A scheduled interview that is moved at least once before it takes place. We report the median company-level reschedule rate, so it reflects a typical company rather than total reschedule volume. A higher rate usually points to calendar conflicts, shifting interviewer availability, or last-minute changes, all of which add coordination overhead and can push out time to interview.

The typical number of interviews each interviewer conducts per month, calculated at the company level and then benchmarked across companies. Tracking it helps spot capacity concentration — when too much interviewing falls on too few people — which can slow scheduling and contribute to interviewer fatigue.

Video-first interviewing has become the default for early and mid-stage rounds because it removes travel and scheduling friction. Because we report the median company's mix, the typical company is almost entirely virtual; in-person interviews still appear, typically concentrated in final rounds and at the minority of companies that interview on-site.

Recruiting leaders, talent operations and coordination teams, hiring managers, and interview program owners who want an outside reference point for how their hiring process compares and where to focus improvements.