Workwolf

Replacing a bad hire costs up to 200% of their salary. Most companies never see the full bill because it does not arrive all at once. It leaks out over months.

Here is what the research says:

→ 46% of new hires fail within 18 months (Leadership IQ)
→ 89% of those failures come down to attitude, not skill
→ 64% of people admit they stretched the truth on their resume (StandOut CV)

We built a free guide that breaks it all down: the full cost, the warning signs most managers miss, and a calculator that shows your number.

The true cost of a bad hire (and how to avoid it) The cost of a bad hire can reach 50% to 200% of their salary. See where the money goes, why it happens, and how to stop it. Free guide inside.

Most companies never question their recruitment agency fees. They pay 15 to 25% of first year salary, assume the process is working, and move on.

But for companies making 40, 100, or 500 hires a year, that fee structure compounds into millions of dollars for a process that delivers a shortlist and coordination. No behavioral screening. No credential verification. No financial stake in whether the hire actually works out.

We broke down exactly how the model works, where the misalignment lives, and what a transparent alternative looks like.

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The hiring process broke quietly. Applications per job surged 286% in one year. Candidates are using AI to apply. Companies are using AI to screen. And the result is an inbox full of optimized noise where the real candidates are nearly impossible to find.

The fix isn't better AI screening. It's moving the filter entirely. Skills based hiring puts assessments before resume review, so the people who actually want the role show up first.

We broke down exactly what's happening and what actually works now.

The AI resume flood broke recruiting. Here's what actually works now AI has flooded recruiting with look alike resumes. Skills based hiring fixes it. Here's what the data shows and how to make the shift.

We built hiring software. Then our customers asked us to do the hiring for them.

It wasn't the first time we'd heard it. It was the first time we listened.

Here's what that conversation taught us about why great hiring takes more than great technology and what we did about it.

What's been your biggest frustration with recruiting tools? Drop it in the comments 👇

We built hiring software. Then our customers asked us to do it for them Recruitment as a service done right: why we combined hiring tech with human expertise — at a fraction of agency costs.