We would rather have
two real ones
than ten invented.
This page is where our customer stories will go. It is empty because we will not fill it with stock photography and a quote nobody said, and because the first companies to run HiredIn properly deserve to be named, not composited.
What every story here will have to show.
These are the four measurements we care about. Two of them we expect to move sharply. One of them nobody in the industry currently tracks at all.
| Metric | Baseline | At ninety days | Status |
|---|---|---|---|
| Time-to-fillThe number every TA leader is judged on, and the one most affected by scheduling delay. | Whatever your ATS reports today | Measured the same way, ninety days in | Awaiting data |
| Scheduling time savedSix to ten emails per interview is the industry baseline. We want to know what it becomes. | Hours per week across the team | Hours the AI handled without a human touching the thread | Awaiting data |
| Sourcing throughputOne-click capture only matters if the volume actually moves. | Profiles captured per recruiter per week | The same count, with duplicates and enrichment applied | Awaiting data |
| Bias flags per 100 interviewsThe most interesting number in the product, and one no customer has today. | Unknown: nobody is measuring it | A real number, and whether it falls as interviewers get coached | Awaiting data |
Four rules, and they cut both ways.
You run it properly
A real team, real roles, for a full quarter. Not a pilot in a sandbox with three test candidates.
We measure honestly
Baseline first, from your existing system. Then the same metrics, the same way, at ninety days, including the ones that do not move.
You approve every word
Nothing is published without your sign-off, and you can stay anonymous by industry and size band if your legal team prefers it.
You get the terms
Founding-reference pricing, direct access to the product team, and real influence over what we build next.
Three slots, open.
One employer, one staffing agency, one team that came to us specifically for bias detection.
An in-house talent team
Mid-market, multi-location, hiring across departments
A staffing agency
Client and vendor management, job orders at volume
A compliance-led team
Came for the bias flags, stayed for the audit trail
Be the first story on this page.
Start a 14-day trial, or talk to us about the founding reference programme and what it would take to measure this properly at your company.