Recruiting metrics focus on hires. The thing that quietly destroys long-term recruiting capacity is silver-medalist ghosting. The strong candidate who came in #2 today is ideal for the role you'll open in six months — but only if they remember you fondly.
Engagement chains make 'silver medalist nurture' an automated, systematic thing. Past finalists get periodic, role-relevant outreach. New requisition opens — the best alumni are surfaced and reached within 24 hours.
Three months after a rejection: a personalized note with feedback (if appropriate) and a 'we'll keep you posted' opt-in. Six months: a relevant blog post or industry update, no pitch. Twelve months: 'a role just opened that fits your profile' — pitch.
The numbers from our customer cohort: 62% of senior hires now come from past pipelines (silver medalists). Sourcing cost on those roles drops by 40%. Time-to-fill on backfill roles drops by 30% because the pipeline is already warm.
