Hiring Margin Recovery
20+ years in hiring
Find out what hiring really costs your business.
And how much of it you can recover.
Hiring costs extend beyond recruiting budgets. Vacant positions, overtime, early turnover, and slow ramp-up often trace back to how you hire, and all affect your bottom line.
Vantage uncovers the full cost of hiring across your organization and builds you a plan to cut unnecessary spending, strengthen your operating margin, and improve the return on your hiring.
Custom hiring snapshot included.
No preparation required. No obligation.
Past results
- $2.7Mcut from recruiting spend
- $2.5Msaved in agency fees
- 2xfaster fills, critical roles
The hiring lifecycle
Hiring runs across organizations. So does its cost.
The total cost of hiring is hard to see because no single owner holds all of it.
Leadership and Finance
Set headcount, fund it, and approve each role.
Human Resources
Scope, price, and schedule the role.
Recruiting
Attract, interview, and close the candidate.
Hiring managers
Interview, onboard, train, and develop the hire.
Each owner holds part of the cost. Vantage brings it together.
What no single department can tell you. Your Hiring Margin Plan can.
A few of the questions your Plan will answer.
What empty seats cost each day.
Which hiring decisions drive early turnover.
What slow hiring costs in temp labor.
Where your top performers come from.
Which hiring activities should go to AI.
One practitioner. Start to finish.
Jen Smith
Founder, Vantage Workforce Strategies
For more than 20 years I built hiring strategy for high-growth technology companies and multibillion-dollar global enterprises, advising senior leaders on workforce planning and managing hiring budgets up to $10M.
You work directly with me from the briefing to the final presentation of your Hiring Margin Plan.
DHL Supply ChainRaytheonLockheed MartinNewmont MiningGoogleRealtor.com
What you will know. Everything your Hiring Margin Plan delivers.
Most companies measure hiring inside recruiting. The full picture starts earlier, in the workforce plan that creates the role, and ends later, in how the new hire performs through their first year.
Your results come back in one Hiring Margin Plan. You will see where your hiring dollars get lost across the full lifecycle of hiring, what you can recover, and how to act in the next 90 days.
Total cost of hiring
- Hiring spend on agencies, ads, tools, and staff
- Vacancy cost of every open seat
- Early turnover and replacement cost
Recovery case
- What these costs take from operating margin
- Which costs to cut, change, or bring in-house
- What each change saves, and what it costs
90-day actions
- Actions ranked by dollars and speed to act
- An owner and the approvals needed for each
- Milestones and measures to track progress
Your team runs the Plan. Ongoing support is optional.
Fixed scope. Fixed fee. No hourly billing. One fixed fee, set by the sites and roles in scope. Most hiring reviews run three to six weeks once your records arrive. We agree on scope and fee in writing before work starts.
Before you invest the next hiring dollar.
This is when clients need a Hiring Margin Plan most.
New owners or investors expect more.
A sale or exit
is coming.A bid or new site needs staffing.
A merger is joining
two teams.Costs must come down, hiring included.
A new leader needs a fast read on hiring.
Staffing agency spend is climbing.
New hires are leaving in year one.
Budget season needs evidence, not guesses.
Facing something else? Bring it to the briefing.
Questions about the hiring review.
No. It is free, it takes 20 minutes, and we tell you plainly whether a hiring review makes financial sense. Either way, you leave with a custom hiring snapshot.
HR, finance, recruiting, and hiring managers each see one piece. An outsider with nothing to defend puts all four into one set of numbers. The findings are about the process, not the people.
Not the part that matters. Your numbers sit in different systems, and someone has to connect them and get leadership to act. We use AI to speed the work. The judgment stays human.
Three to six weeks once your records arrive. You provide an executive sponsor, standard exports, and a few short interviews.
Most companies’ data is. The Plan shows what is measured, what is estimated, and what is not yet known.
Only the fields that the analysis needs. An NDA and a data processing agreement are signed before any data moves. One person handles your data. Full commitments are on the data handling page.
Then the Plan says so, with the evidence. We do not invent problems.
Find out how much hiring margin you can recover.
Twenty minutes, no obligation. You tell us what you are seeing, and we tell you plainly whether a hiring review would help. Either way, you leave with a custom hiring snapshot.