Count More Than Recruiting Expense
Vacancy
Lost productive contribution while the territory or role remains open.
Recruiting
Advertising, recruiter fees, HR time, manager time, and interview expense.
Onboarding
Equipment, systems, training, support, payroll, and manager involvement.
Ramp Time
Reduced productivity while the salesperson learns the market, product, buyers, and process.
Customer Impact
Missed renewals, weak account coverage, delayed follow-up, and customer disruption.
Replacement
The cost of starting recruiting, screening, interviewing, hiring, and onboarding again.
Reduce Risk Before Advertising
Clarify the Role
Define the actual job and performance expectations.
Align Compensation
Offer compensation realistic for the market and responsibilities.
Define the Candidate
Use objective required and preferred qualifications.
Improve Screening
Use structured job-related screening and interview criteria.
Verify Evidence
Check references and job-relevant evidence where appropriate.
Support the Hire
Provide onboarding, coaching, and early milestones.
Frequently Asked Questions
Is bad-hire cost always a multiple of salary?
No. Build estimates from company-specific vacancy, recruiting, ramp, productivity, customer, management, and turnover inputs.
Should lost revenue be included?
Use lost gross profit or contribution when possible and avoid double counting.
Can better advertising eliminate bad hires?
No. Selection also depends on criteria, interviews, verification, onboarding, coaching, and management.
Start With the Job. Then Choose the Right Next Step.
Submit the role for review before approving paid campaign work.