Hiring Manager Satisfaction Survey

Anonymous survey sent to hiring managers at requisition close to measure satisfaction with candidate slate quality, recruiter responsiveness, time-to-fill, and overall recruiting process effectiveness. Results feed into TA team performance metrics and continuous improvement cycles.

Candidate Slate Quality

• The candidates presented for this role met the core qualifications outlined in the job description.
  Strongly disagree → Strongly agree (1–5)
• The candidate slate reflected a diverse range of backgrounds and experiences.
  Strongly disagree → Strongly agree (1–5)
• The number of qualified candidates presented was sufficient to make a confident hiring decision.
  Strongly disagree → Strongly agree (1–5)
• If you rated any of the above 3 or below, what gaps did you notice in the candidate slate?
  Please be specific — e.g., missing technical skills, seniority level mismatch, insufficient volume.

Recruiter Responsiveness and Partnership

• My recruiter responded to my questions and requests in a timely manner throughout this search.
  Strongly disagree → Strongly agree (1–5)
• My recruiter proactively kept me informed of search progress without me having to follow up.
  Strongly disagree → Strongly agree (1–5)
• My recruiter understood the specific needs and priorities of this role and team.
  Strongly disagree → Strongly agree (1–5)
• If you rated any of the above 3 or below, what would have improved recruiter communication or partnership?
  Your feedback helps us coach and develop our recruiting team.

Interview Process and Coordination

• Interview scheduling was handled efficiently and with minimal back-and-forth.
  Strongly disagree → Strongly agree (1–5)
• The interview process (stages, panel composition, assessment approach) was well-structured for this role.
  Strongly disagree → Strongly agree (1–5)
• Candidate feedback and debrief coordination after interviews was smooth and timely.
  Strongly disagree → Strongly agree (1–5)
• If you rated any of the above 3 or below, what friction points did you experience in the interview process?
  Examples: scheduling delays, unclear debrief process, too many or too few interview rounds.

Time-to-Fill and Process Efficiency

• The overall time to fill this requisition met my business needs.
  Strongly disagree → Strongly agree (1–5)
• Which factor most contributed to any delays in this search?
  Select the single most significant factor, if applicable.
• The offer process (approval, extension, negotiation support) was handled efficiently.
  Strongly disagree → Strongly agree (1–5)

Overall Satisfaction and Recommendation

• Overall, I am satisfied with the recruiting support I received for this requisition.
  Strongly disagree → Strongly agree (1–5)
• How likely are you to say the Talent Acquisition team is an effective partner in hiring for your team?
  1 = Very unlikely, 5 = Very likely — this is our internal TA partnership NPS indicator.
• What is the single most important improvement the recruiting team could make to better support your hiring needs?
  Be as specific as possible — your input directly shapes how we evolve our TA process.
• Is there anything else you'd like to share about your experience with this search?
  Any additional context, positive highlights, or suggestions are welcome.