Radancy – Client Session Tool (BETA)

The hidden cost of hiring: your total tax estimate

Start with three numbers from your organization. We’ve pre-filled the assumptions — but every one of them is editable. That conversation is the interesting one.

This is a first-generation tool built for directional conversation, not precise accounting. We’d welcome your input on the assumptions — a more detailed version calibrated to your context is something we can build together.

Your organization Three numbers. That’s all we need to get started.
Industry benchmark: 44 days (SHRM 2024). Best-in-class: 20 days.
Our assumptions Pre-filled with defensible defaults — all editable. Each one is a conversation worth having.
Noise Tax
Apply stage
Default $5,500 — enterprise average (SHRM)
Latency Tax
Filter stage
Default 60% — Talent Board research
Default $650 — approx. filter-stage sunk cost
Signal Tax
Evaluate stage
Default $1,500 — blended screening + HM time
Default 40% — hiring manager feedback
Bad Hire Tax
Hire stage
Default 29% — U.S. Dept. of Labor
Default 30% — U.S. Dept. of Labor
Default $500/day — Deloitte/SHRM estimate
How much is each tax hitting you? Set the dial to reflect your organization’s reality right now.
Noise Tax Apply stage Volume is up. Intent is down. Your best candidates are buried in the pile.
—
Not a problemMediumHighCritical
$0
Latency Tax Filter stage Communication delays are losing candidates who don’t know they’re waiting.
—
Not a problemMediumHighCritical
$0
Signal Tax Evaluate stage AI has made everyone look equally qualified. You’re paying to evaluate candidates you can’t distinguish.
—
Not a problemMediumHighCritical
$0
Bad Hire Tax Hire stage The wrong person gets through. Replacement costs and refill vacancy cost compound long after the hire.
—
Not a problemMediumHighCritical
$0
Estimated total annual tax $0
Noise Tax
$0
Latency Tax
$0
Signal Tax
$0
Bad Hire Tax
$0

How each tax is calculated

Noise Recruiter processing cost per hire × annual hires × impact multiplier. Reflects the overhead cost of managing high-volume, low-intent application flow.
Latency Dropout rate × cost to re-source per candidate × annual hires × impact multiplier. Reflects the cost of candidates lost to communication delays — the ones who accepted elsewhere while waiting to hear from you.
Signal Cost per candidate evaluated × false-positive rate × annual hires × impact multiplier. Reflects the cost of advancing candidates who looked qualified but weren’t — wasted screening time, hiring manager attention, and coordination overhead.
Bad Hire Early attrition rate × [(replacement cost % × salary) + (days to refill × daily vacancy cost)] × annual hires × impact multiplier. Two components: what it costs to replace the person, and what it costs to have the seat empty again while you do.

Built for directional estimates and executive conversation. Every assumption is editable — the most valuable version of this tool uses your numbers, not ours. Sources: SHRM 2024, U.S. Department of Labor, Talent Board, Deloitte, LinkedIn Talent Solutions 2025, Robert Half 2026. Impact multipliers: Not a problem = 0×, Medium = 0.3×, High = 0.6×, Critical = 1.0×.

Radancy The Hidden Cost of Hiring Discovery in an AI-Driven Market — March 2026