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Run: New Hire 30-Day Quality-of-Hire Survey (Hiring Manager)

A 30-day hiring manager survey that captures quality-of-hire signal on role fit, ramp speed, interview accuracy, and retention risk. Use it to close the recr...

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Role Fit & Skills Match

The new hire's technical skills match what was assessed during the interview process. (required)

Strongly disagree → Strongly agree (1–5). A score ≤ 3 triggers a follow-up question below.

If you rated 3 or below on technical skills match, please describe the gap you're observing.

Optional — complete only if your rating above was 1, 2, or 3. Be specific: which skills were overstated or missing?

The new hire's soft skills and communication style align with what was observed during interviews. (required)

Strongly disagree → Strongly agree (1–5).

The job description accurately reflected the day-to-day responsibilities this person is now performing. (required)

Strongly disagree → Strongly agree (1–5). Misalignment here is a recruiting signal, not a performance signal.

If the job description was inaccurate or misleading, what should be updated for future postings?

Optional — complete only if your rating above was 1, 2, or 3.

Ramp Speed & Productivity

The new hire is ramping at the pace you expected for someone at this level and role. (required)

Strongly disagree → Strongly agree (1–5). Consider role complexity and time-to-productivity benchmarks for this position.

If ramp speed is slower than expected, what is the primary factor?

Select the most significant contributing factor, if applicable.

The new hire has demonstrated the initiative and problem-solving approach you expected based on the interview process. (required)

Strongly disagree → Strongly agree (1–5).

At this 30-day mark, how would you rate this hire's overall early performance? (required)

Select one: Exceeding expectations / Meeting expectations / Slightly below expectations / Significantly below expectations

Interview Process Accuracy

The interview process gave you sufficient signal to make a confident hiring decision. (required)

Strongly disagree → Strongly agree (1–5). This evaluates the process, not the hire.

The structured interview questions or assessments used were effective at predicting on-the-job performance. (required)

Strongly disagree → Strongly agree (1–5).

Were there any important competencies or behaviors that the interview process failed to surface — either positively or negatively?

Optional but valuable. Examples: a collaboration style that wasn't tested, a technical gap the take-home didn't catch, or a strength that emerged on the job.

How many interview rounds did this candidate go through before an offer was extended?

1 round / 2 rounds / 3 rounds / 4 or more rounds. Helps recruiting calibrate process length against outcome quality.

Sourcing & Candidate Quality

Do you know how this candidate was sourced? (e.g., employee referral, LinkedIn, job board, agency, direct application)

Yes / No / Not sure. If yes, the next question applies.

If you know the sourcing channel, please name it.

Optional. E.g., 'Employee referral from [team]', 'LinkedIn Recruiter', 'agency name', 'Indeed'. This data feeds sourcing-channel ROI analysis.

Overall, the quality of candidates presented by recruiting for this role met your expectations. (required)

Strongly disagree → Strongly agree (1–5). Evaluates the recruiting pipeline, not just the selected hire.

The time-to-fill for this role was acceptable given business needs. (required)

Strongly disagree → Strongly agree (1–5).

Retention Risk & Intent to Invest

Based on what you've observed in the first 30 days, I expect this person to still be in this role in 12 months. (required)

Strongly disagree → Strongly agree (1–5). This is an early intent-to-retain signal, not a performance prediction.

If you rated 3 or below on the retention question, what is the primary concern?

Optional — complete only if your rating above was 1, 2, or 3. This information is shared with HR and recruiting to determine if early intervention is appropriate.

Knowing what you know now, would you hire this candidate again? (required)

Definitely yes / Probably yes / Unsure / Probably not / Definitely not. This is the single most predictive quality-of-hire indicator.

Recruiting Partnership & Open Feedback

The recruiting team kept me well-informed and was responsive throughout the hiring process. (required)

Strongly disagree → Strongly agree (1–5). Measures recruiter effectiveness, not candidate quality.

What one thing could the recruiting team do differently to improve the quality of future hires for your team?

Optional. Focus on process, sourcing, screening, or communication — not on the individual hire.

Is there anything else you'd like recruiting or HR to know about this hire or the hiring process?

Open field. All feedback is reviewed by the Talent Acquisition team and used to improve future hiring outcomes.

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