timetooffer

Timetooffer, often abbreviated as TTO, is a recruitment metric used to measure the duration between a defined starting point in the hiring process and the date on which an offer is extended to a candidate. It is used to gauge the efficiency of the recruitment workflow and to compare performance across roles, teams, or time periods.

Common definitions of the starting point include the date a job requisition is opened, the date an applicant submits a complete resume, or the date the candidate completes interviews. The ending point is the date the offer letter is issued. TTO is usually expressed in days and can be calculated for individual hires or aggregated across a cohort.

Data for timetooffer is typically drawn from applicant tracking systems (ATS) or human resources information systems (HRIS). Accurate timestamps for each stage of the process are essential. Variants of TTO may focus on specific segments, such as internal hires, external candidates, senior roles, or particular departments, to reflect differing recruitment dynamics.

Factors influencing timetooffer include market conditions, job seniority, location, the number of interview rounds, background check and reference processes, and internal approval workflows. Longer TTOs can indicate bottlenecks in screening, approvals, or candidate scheduling, while very short TTOs may raise questions about candidate quality or due diligence.

Limitations should be considered: a shorter TTO is not inherently better if it compromises quality, and TTO should be analyzed alongside related metrics such as Time to Hire, Time to Fill, and offer acceptance rates. See also recruitment metrics and hiring analytics.