Quality of hire is the most important metric in talent acquisition. It’s also the most nebulous. Most teams treat it as a measurement problem: track performance at 90 days, report it to the business, hope to learn something.
But measuring outcomes doesn’t tell you what went wrong in the process that led to a bad hire. Quality of hire is a lagging indicator. The leading indicators are the things your TA team controls: how roles are defined, how interviews are structured, how evidence is captured, and how decisions get made.
In this conversation, our speakers share how they’ve shifted their teams from focusing on measuring quality of hire to building the process that produces it.
“You can’t improve what you can’t standardize. For a TA leader, the goal goes beyond one great hire. The goal is a hiring system that gets smarter over time.”
Tracy St.Dic, Global Head of Talent, Zapier
BrightHire’s system breaks the quality of process into seven pillars, each representing a component of the hiring process that, when done well, produces better outcomes downstream. Together, they form a closed loop.
The upfront work that defines what “good” looks like and how it will be evaluated.
The reliable, repeatable execution of the hiring process for every candidate.
Capturing and synthesizing the best possible information to inform decisions.
Turning evidence into clear, confident, and aligned hiring decisions.
Ensuring the hiring process is fair, compliant, and worthy of confidence.
Delivering a hiring experience that attracts and retains top talent.
Using insight and enablement to continuously improve hiring over time.
In the webinar, Nicole and Tracy share how they’re implementing this framework and what’s unlocked the most progress for their teams.
How to align your hiring team on evaluation criteria before the role opens
Tracy shares the three-tier framework her team uses to get recruiters, hiring managers, and executives on the same page before sourcing begins, and why misalignment here creates compounding problems downstream.
What interview data reveals that scorecards miss
Nicole explains why scorecards capture a recommendation but rarely the reasoning behind it, and what changes when teams have access to the full interview record.
How to build a quality of hire feedback loop
Tracy walks through how her team tracked changes to their interview process by quarter and connected them to hire outcomes. Nicole shares how Lattice is creating a formal feedback channel between TA and the people team.
Where AI creates the most leverage in a quality hiring process
Both panelists share specific AI workflows they’ve built, from exec interview prep to reference checks to recruiter tooling, and why the biggest opportunity for AI in hiring sits at the quality layer.
Where to start when you can’t do it all at once
Tracy and Nicole share the focused experiments they ran to prove the full system concept and the practical entry points any team can use today.
“High-fidelity signal capture is the superpower. We haven’t really had access to it before, and the technology has finally caught up.”
Nicole Hirsch, Head of TA and People Operations, Lattice
Sr. Director of Talent Acquisition and People Operations
VP, Talent Planning & Acquisition
Co-founder & CEO
