The Six Best Metrics to Measure Quality of Hire
- Tara Forster Sowa
- Jun 26
- 3 min read
Hiring a new employee isn’t the end of the recruitment process; it’s the beginning of a much more significant phase. Once the offer letter is signed, the next question becomes: Was this a good hire?
For hiring managers, quality of hire is a powerful but slippery metric. It’s a mix of performance, engagement, cultural fit, and long-term contribution, and it can be challenging to measure.
Let’s be clear: there’s no single KPI that can definitively mark someone as a top hire. But when you look at the right blend of data points, patterns begin to emerge. Below are six of the most effective metrics to measure quality of hire, each offering insight into long-term hiring success.
1. First-Year Performance Rating
This is the most straightforward measure of whether a new hire is meeting or exceeding expectations. First-year performance ratings, when calibrated fairly, reveal how well someone transitions from candidate to contributor.
What to look for:
Consistency in exceeding performance benchmarks
Rapid ramp-up time
Positive feedback from peers and cross-functional teams
Be cautious of biased or inconsistent performance review processes. If your system rewards visibility over value, this metric may become distorted.
2. Hiring Manager Satisfaction Score
If your hiring manager would gladly rehire the same person tomorrow, that speaks volumes. Satisfaction scores capture the hiring manager’s overall sentiment,
Try these steps:
A formal post-hire survey, ideally 90–180 days after the hire
Questions assessing alignment with expectations, team integration, and strategic impact
Consider using structured surveys with both quantitative scores and qualitative feedback for richer insights.
3. Time to Productivity
A fast ramp-up shows how well you matched the candidate’s skills to the job’s actual requirements. Time to productivity reflects the efficacy of your hiring process, onboarding, and leadership alignment.
What to measure:
Defined productivity milestones (not just a vague “feels ready”)
Comparison across teams and roles to set realistic benchmarks
Bonus tip: Partnering with an Executive Search firm can dramatically improve this metric. Their rigorous vetting process and role calibration typically lead to faster ramp-up times.
4. Retention Beyond 12 Months
If your new hire walks within the first year, it could be an indictment of your selection process. Long-term retention, especially past 12 months, is a solid proxy for mutual fit.
Look for voluntary vs. involuntary exits
Use exit interviews or stay interviews to uncover underlying drivers
5. Employee Net Promoter Score (eNPS) of New Hires
This metric captures how likely an employee is to recommend your company as a place to work. When new hires give high scores, it’s a signal they feel engaged, supported, and aligned.
Collect data within the first 6 months and again at 12 months
Look for trends by role, manager, and source of hire
6. Cultural Alignment Score
Performance can be taught, but cultural misalignment is hard to unlearn. Measuring how well a hire fits within your company’s values, communication norms, and leadership style can make or break long-term success—especially in senior or high-impact roles.
Look for:
Internal assessments post-onboarding or at 90-day intervals
Feedback from team members and cross-functional collaborators
Behavioural indicators like communication style, collaboration abilities, or decision-making under pressure
How an Executive Search firm helps:
Deep discovery process: Top search firms spend significant time understanding not just the job description, but the organizational DNA: leadership dynamics, unwritten rules, and team culture.
Behavioural assessments: Many firms use psychometric tools and structured interviews to assess value alignment, not just competency.
Stakeholder informed search process: Reputable firms conduct intake sessions not just with hiring managers, but also with key internal stakeholders, ensuring the candidate will succeed within the team, not just in the role.
Longer-term candidate relationships: Top search consultants maintain ongoing relationships with candidates. This allows them to gauge relational and reputational factors beyond what a resume or reference check can reveal.
Final Note
While this last metric can be more qualitative and nuanced than traditional KPIs, they often tell you why a hire succeeds or fails. And this is precisely where executive search firms shine: they focus on connecting you with candidates who align deeply with your company’s ideals and team dynamics.
At Verriez, we check in with hiring managers and successful candidates three times during the first year, providing valuable feedback to all parties.
If you can integrate these metrics into your framework, you won’t be hiring just to fill seats. You’ll be building a leadership pipeline that will increase value over time.
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