Filled Roles → 24-Day Time-to-Hire: Talent Acquisition Bullets
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Recruiter resumes are screened on three metrics: TTH, offer-accept, and source-mix. The rewrite quotes all three plus the role family (engineering) — generic AI never specifies which function the hires were in.
Closed 42 engineering hires at 24-day median time-to-hire and 81% offer-accept, with 64% sourced from inbound + employee-referral channels in FY26.
What changed and why
- Time-to-hire MEDIAN > average. One slow exec hire skews averages — recruiters in 2026 know this.
- Offer-accept rate above 75% signals good calibration with hiring managers. Below 60% reads as misalignment.
- Source mix (inbound vs outbound vs referral) tells the recruiter your pipeline strategy at a glance.
- Name the role family (engineering, sales, exec) — TTH varies 3× across functions.
Recruiter perspective
“42 eng hires at 24-day TTH and 81% accept is top-decile. I want this TA lead.”
Related rewrites
Fostered Diversity → Lifted Offer-Accept 16pts: HR Bullets That Land
HR bullets often default to soft language. The rewrite keeps the human focus but adds the two facts only this candidate can defend: team count and offer-accept delta over a specific window.
Improved Onboarding → 90-Day Retention 84% → 94%: People Ops
Two AI nouns gone ('engagement programs', 'new hire success'). Replaced with the program length, the specific mechanics (buddy-pair, milestone checks), and the only retention metric People Ops gets paid on (90-day).
Generated Pipeline → £4.2M SQO in 6 Months: SDR Bullets That Hit
Four defensible numbers added: meeting count, time window, conversion rate, and ICP segment (mid-market FinServ). 'Strategic outreach' is the SDR-tier AI tell — recruiters now bin it on sight.