How it's measured
Time-to-Hire counts the days from when a candidate enters the pipeline until they accept the offer. Not to be confused with Time-to-Fill, which measures from when the opening is posted, not from when the specific candidate who fills it applies.
What a good number looks like
In Mexico, operational roles usually run 15-20 days; mid-senior technical roles, 25-35 days; executive positions can exceed 45. Comparing your number against the average for your type of opening is more useful than comparing it to a generic benchmark.
What drives it
The stages that drag the process out the most are almost always the same: scheduling the first interview, waiting on hiring manager feedback, and negotiating the offer. An ATS with automated notifications directly targets those three.
Frequently Asked Questions
No. Time-to-Fill measures from when the opening is posted; Time-to-Hire from when the candidate who ends up hired applies.
Not necessarily — if it's too low it can mean evaluation steps are being skipped.
Attack the waiting stages, not the evaluation: schedule faster, give feedback faster, don't shorten the interviews.