Recruiterflow has three reports with similar names that measure different parts of the hiring timeline. Mixing them up is the single most common source of confusion in Reports — this article exists to make the distinction unambiguous.
Report | Measures | Formula | Level |
Time to Fill | How long it takes to fully staff a job, from job open to the last hire that fills all open positions. | Date job is fully filled − job's open date | Job |
Time to Scout | How fast you find the candidate you eventually hire. | Date hired candidate added to job − most recent job open date | Candidate, averaged to job/group |
Time to Hire | How long a candidate spends in your pipeline once they're in it. | Hire date − date candidate added to job | Candidate, averaged to job/group |
Time to fill = Time to Scout + Time to Hire
Why this matters:
A job can have a long Time to Fill because sourcing was slow (high Time to Scout) or because the pipeline process was slow once the right person was found (high Time to Hire) — or both. Looking at Time to Fill alone won't tell you which one to fix.
Worked example
A job opens January 1. The eventual hire is added to the pipeline on January 20 (Time to Scout: 19 days) and hired on February 15 (Time to Hire: 26 days). Time to Fill for the job is 45 days — the sum of sourcing speed and pipeline speed for this candidate, assuming they were the position-filling hire.