How We Calculate Our Numbers

Last Updated: November 23, 2025

At Precision Sales Recruiting, we value transparency as much as results. Too often, recruiting firms talk about “great hires” without showing the data behind their claims. We believe you deserve better. That’s why we openly publish the key performance metrics that define our success, along with the exact formulas we use to calculate them. Here is how we calculate our numbers.

Our clients trust us not just because we deliver elite sales talent, but because we hold ourselves accountable to measurable outcomes. From how quickly we deliver a shortlist to how many of our hires are still thriving a year later, every number is tracked, validated, and updated quarterly. This page gives you both the executive-level summary and the full methodology, so you can see exactly how we measure performance.

Executive Summary (For Busy Leaders)

Here’s what you need to know at a glance:

  • Days to Shortlist: On average, over the last 12 months, we present a shortlist of candidates 5 days after kick-off.
  • Time-to-Hire: On average, our clients hire a candidate 18 days after kick-off.
  • 12-Month Retention: 94% of the candidates we placed were still employed after 12 months.
  • Client Satisfaction: 4.8/5 CSAT

Reporting window: Rolling 12 months (or last 50 placements, whichever is larger)

Update cycle: Metrics are refreshed quarterly

Full Methodology

Metric Definitions

Days to Shortlist

  • Definition: Business days from signed kickoff to delivery of the first shortlist (≥3 qualified candidates)
  • Formula: (Shortlist Date − Kickoff Date) in business days
  • Exclusions: Client-caused delays >7 days, major scope changes mid-search

Time-to-Hire

  • Definition: Calendar days from signed kickoff to signed offer acceptance
  • Formula: (Offer Acceptance Date − Kickoff Date) in calendar days
  • Exclusions: Offers rescinded, role cancellations, hiring freezes

12-Month Retention

  • Definition: % of candidates placed who remain employed or promoted after 12 months
  • Formula: (# Still Employed at 12 Months ÷ # Eligible Placements) × 100%
  • Exclusions: Layoffs, M&A eliminations, role closures

Offer Acceptance Rate

  • Definition: % of formal written offers that candidates accept
  • Formula: (# Offers Accepted ÷ # Formal Offers Extended) × 100%
  • Exclusions: Verbal-only offers, withdrawn offers

Replacement Rate

  • Definition: % of placements replaced under our 12-month guarantee
  • Formula: (# Replacements Triggered ÷ # Total Placements) × 100%
  • Exclusions: Layoffs, M&A, relocations

Client CSAT / NPS

  • Definition: Satisfaction and promoter score from surveys ~30–90 days post start
  • Formula: Avg. CSAT (1–5); NPS = %Promoters − %Detractors
  • Exclusions: Incomplete surveys

Worked Examples

  • Time-to-Hire: A search kicked off on March 1, offer signed on March 19 → 18 calendar days
  • 12-Month Retention: Out of 52 eligible placements, 49 remained employed → 94% retention.

Data Quality & Governance

  • “Days to Shortlist” uses business days; “Time-to-Hire” uses calendar days
  • Outliers above the 99th percentile are capped and footnoted
  • Client-requested pauses >7 days are annotated and may be excluded
  • Metrics are refreshed quarterly; changes are logged below

Methodology Change Log

  • Q3 2025: Initial publish with rolling 12-month window

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