Sector knowledge

Talent solutions across high-demand industries.

Role-specific sourcing and workforce support informed by the needs of each sector.

✈ Aviation

⌘ Technology

◈ Engineering

⚕ Healthcare

◇ Hospitality

▤ Professional Services

▣ Retail

↗ Sales & Marketing

Hiring cost benchmark

Build the business case before you hire.

Assess the potential cost of an open or unsuccessful hire and the time value of filling each role with the right person.

C-level

Up to 2×

Published potential replacement-cost benchmark

Published hiring timeline3–9 monthsPotential business costsDelayed strategic decisions · Interim leadership cover · Lost opportunities · Stakeholder confidence

Leadership continuity and the time needed to secure the right executive can create the greatest business exposure.

Mid-level

Up to 80%

Published potential replacement-cost benchmark

Published hiring timeline30–45 daysPotential business costsProject slippage · Lost productivity · Team overtime · Specialist knowledge gaps

An extended vacancy can slow delivery, increase pressure on the team and defer revenue-generating work.

Entry-level

Up to 40%

Published potential replacement-cost benchmark

Published hiring timeline30–45 daysPotential business costsTemporary cover · Supervisor time · Training repetition · Volume-hiring administration

Even lower-cost vacancies become material when repeated across multiple roles or affected by early attrition.

Why every hiring day mattersPotential vacancy cost = daily role contribution × days open, plus temporary cover and management time.A tailored case can also include delayed revenue, project slippage, overtime, onboarding, customer impact and the risk of restarting an unsuccessful search.

Cost-benefit framework

Vacancy cost avoided + mis-hire risk reduced − recruitment investment

Reducing time-to-hire can create measurable value before the successful candidate starts. We compare hiring routes using role contribution, expected timeline, management effort, onboarding and time-to-productivity.

Request a tailored analysis →

Benchmark context: Gallup estimates potential replacement costs at about twice annual compensation for leaders and managers, 80% for technical professionals and 40% for frontline employees. Korn Ferry reports a general hiring cycle of about 30–45 days and a typical CEO search of 3–9 months. Supporting research shows that hiring delay and mis-hire impact extend beyond recruitment fees. Gallup · SHRM · Robert Half · Korn Ferry hiring cycle · Korn Ferry CEO search. These are external published benchmarks, not fixed fees or guaranteed savings; each business case should use the employer’s operational data.