What's Bad Hiring Actually Costing You?

Most organizations significantly underestimate the real cost of unstructured hiring and the litigation risk from unvalidated assessments.

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Run the Numbers

Adjust the inputs for your field and hiring volume. The estimate uses SHRM benchmarks and published I-O research on structured interview efficacy.

$

Industry avg: $28k

Estimated Annual Savings
$376,000
from switching to validated, structured AI-assisted interviewing
16 days
Faster time-to-hire
45 → 29 days avg.
28%
Cost reduction per hire
$28,000 → $20,160
$96k
Adverse impact risk value
Estimated value of validated, defensible hiring
Current annual hiring cost$1,400,000
Platform cost (8 interviews × $40 × 50 hires)$16,000
Projected annual cost after savings$1,024,000
Estimated first-year savings$376,000

Estimates based on SHRM 2023 benchmarks, LinkedIn Talent Insights, and published I-O research on structured interview efficacy. Actual results vary by organization, role complexity, and hiring volume. Platform pricing shown at $40/interview for illustration. Not a guarantee of outcomes.

Savings piquing your interest? A walkthrough on your roles takes 15 minutes.

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See the Platform in Action

The calculator shows what's possible. A demo shows what it looks like running on your actual roles: your competencies, your pipeline, your compliance requirements.

  • Structured interviews scored against validated rubrics, not gut feel
  • Every score traced to the candidate's own words
  • Adverse impact flagged automatically at every stage
  • Full audit trail from day one. Built to survive a legal challenge.

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Common Questions

What companies ask before a demo

Most organizations underestimate it. Beyond salary, the real cost includes recruiting and onboarding time, lost productivity, the impact on team morale, and the cost of backfilling the role. For senior or specialized positions, the total often runs to a large multiple of the role’s annual salary once every factor is counted.
By making interviews structured and consistent, it improves the odds that the people you advance can actually do the job, which reduces costly mis-hires and re-hiring. It also cuts the hours senior staff spend running and writing up interviews, since the interview and scoring are standardized and documented automatically.
Yes. The suite is built to slot into the way your team already hires and shares structured results and documentation in standard formats, so it complements your existing recruiting tools rather than replacing them.
Unvalidated assessments and unstructured interviews are difficult to defend. Every assessment here is validated for job-relevance, tested for adverse impact, and backed by an audit trail aligned to EEOC, SIOP, APA, and UGESP standards plus NYC Local Law 144. If a hiring decision is ever challenged, the documentation already exists.
A demo walks through how the structured interviewer maps to your specific roles and workflow: how questions and rubrics are built, how candidates are scored, and what the compliance and audit documentation looks like. It is the fastest way to see how the methodology applies to your hiring.