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8 Questions Every Startup Should Ask About Their Hiring Process
When hiring is going well, it can feel like growth is unstoppable. But when it starts to break down, things slow quickly: candidates drop out, offers get declined, and teams end up scrambling.
At RecruitMend, we often start by asking a few simple questions that reveal how healthy a company’s hiring really is. They’re not complicated – but the answers tell you a lot about whether you’re set up for fast, fair, and consistent results.
Here are 8 questions every startup should ask about their hiring process:
The 8 Questions
1. We have clearly defined hiring stages for every role.
Why it matters: Without a consistent process, candidates get a mixed experience, and hiring managers end up improvising. Clear stages make hiring predictable and fair.
2. We measure how candidates move between stages (e.g. screen → interview).
Why it matters: Funnel data shows where candidates are dropping out. If you don’t track this, you can’t diagnose bottlenecks.
3. Recruiters can challenge unclear briefs or interview plans.
Why it matters: Strong hiring isn’t just about execution – it depends on recruiters being empowered to push back. Vague briefs = wasted time and weaker hires.
4. We track Time to Hire and review it regularly.
Why it matters: Time to Hire is a leading indicator of how competitive your process is. Tracking it means you can spot delays before they cost you talent.
5. Candidate experience is measured (and acted on).
Why it matters: You can’t assume candidates are having a good experience – you have to ask them. Measuring NPS or survey scores helps spot issues that damage your brand.
6. We track diversity at each stage of the hiring funnel.
Why it matters: Measuring diversity only at the final offer stage hides the real problems. Tracking earlier shows whether underrepresented groups are being excluded too soon.
7. Feedback is returned to candidates within an agreed SLA.
Why it matters: Silence damages reputation. A feedback SLA ensures every candidate feels respected, even if they’re not hired.
8. Offers are centrally tracked/approved (not just ad-hoc in Slack/email).
Why it matters: Ad-hoc offer approvals create confusion, delays, and risk. A centralised process avoids last-minute hold-ups and ensures fairness.
Final thought
If you hesitated on some of these, you’re not alone. Most teams have at least a couple of blind spots that slow things down or frustrate candidates.
That’s why we built the RecruitMend Health Check — a free 5-minute tool where you answer these 8 questions and instantly see your score.
Need help improving your hiring journey?
Let’s talk about how we can reduce your time to hire and increase your offer acceptance rates – while delivering a candidate experience that sets you apart.
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