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

A 30-day hiring manager survey for capturing quality-of-hire signals on role fit, ramp speed, recruiting accuracy, and early retention risk. Use it to close ...

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Role Fit & Skills Match

The new hire's technical skills match what was described in the job requisition. (required)

Strongly disagree → Strongly agree (1–5). A rating of 3 or below will prompt a follow-up.

The new hire's soft skills and communication style align with the team's working norms. (required)

Strongly disagree → Strongly agree (1–5).

The new hire's experience level matches what we expected based on the interview process. (required)

Strongly disagree → Strongly agree (1–5).

If you rated any item above as 3 or lower, please describe the gap between expectation and reality.

Your input directly helps recruiting calibrate job descriptions, interview scorecards, and sourcing criteria.

Onboarding Velocity & Productivity Ramp

The new hire is ramping up at the pace I expected for this role at the 30-day mark. (required)

Strongly disagree → Strongly agree (1–5).

The new hire has demonstrated the ability to work independently on at least some assigned tasks. (required)

Strongly disagree → Strongly agree (1–5).

How would you characterize the new hire's overall productivity at 30 days? (required)

Select the option that best reflects current output relative to full productivity for this role.

What is the primary factor affecting ramp speed (positively or negatively)?

Examples: prior domain experience, tooling access delays, team bandwidth for onboarding, role complexity.

Recruiting Process Quality

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

Strongly disagree → Strongly agree (1–5). Misalignment here is a leading indicator of early attrition.

The interview process surfaced the right signals to predict this hire's on-the-job performance. (required)

Strongly disagree → Strongly agree (1–5).

The candidate's representation of their skills and experience during interviews has proven accurate. (required)

Strongly disagree → Strongly agree (1–5).

If the interview process missed something important, what would you change for the next hire in this role?

E.g., add a work-sample exercise, adjust the technical screen, include a peer interview, revise scorecard criteria.

Retention Outlook & Overall Assessment

Based on what I have observed in the first 30 days, I believe this hire will be successful in this role long-term. (required)

Strongly disagree → Strongly agree (1–5). This is a key quality-of-hire leading indicator.

I would actively seek to hire another candidate from the same sourcing channel or recruiter pipeline. (required)

Strongly disagree → Strongly agree (1–5). Helps recruiting evaluate sourcing channel effectiveness.

Overall, how would you rate the quality of this hire at the 30-day mark? (required)

This single-item score is used as the primary quality-of-hire metric in recruiting dashboards.

Is there any early retention risk we should be aware of for this new hire? (required)

This response is visible only to HR and Talent Acquisition.

If you flagged a retention risk above, please briefly describe the concern.

HR and Talent Acquisition will follow up confidentially.

Open Feedback for Recruiting

Is there anything else you would like recruiting or HR to know about this hire or the hiring process for this role?

Your candid feedback helps improve future searches for this team. All responses are reviewed by Talent Acquisition.

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