Talent acquisition

1,257 hires. How much capacity did they buy?

Follow the data from who joined and who stayed to how quickly new hires became productive and what made the difference.

1

Who are we hiring?

Start with who joined.

1,257 people joined this year. See where hiring is concentrated across functions, locations and levels before going deeper.

Hire profile & trends

12m · Sept ’26 · 5,510 employees

AI summary

Hiring eased to 1,257 hires in the 12 months ending Sep 2026, down 6.2% from August; the hire rate fell 1.7 points to 23.0%. Hiring remains 18.8% above October 2025 and is concentrated in Manufacturing across grades 1–8.

Hires

12m · Sept ’26

1.257

+232 ↑ in one year

Hire rate

12m · Sept ’26

23,0%

+2,9 ↑ in one year

Sales hires

12m · Sept ’26 · Sales People

142

+23 ↑ in one year

Average base pay

Sept ’26

€ 100.117

+€ 4.477 ↑ in one year

Drop-out rate by recruitment phase

Sept ’26 · 152 candidates per hire

Phase 1 · Sourcing -0,3 ↓

83,7%

Phase 2 +1,4 ↑

64,9%

Phase 3 · Manager interview -0,1 ↓

34,7%

Phase 4 · Assessment No change

24,6%

Share of candidates leaving within each phase. Change shown against one month earlier.

2

Where does it slow down?

See where the hiring engine slows down.

Follow candidates through each stage to see where they drop out, which roles are affected and where the process needs attention.

Phase 2 is the only stage moving the wrong way. And a filled pipeline is not the same as added capacity.

Now follow one group where productivity can be measured directly: sales.

3

How much capacity?

Hiring volume isn’t the same as added capacity.

181 people entered sales roles. 153 left. The result: 28 additional quota carriers.

Most of that incoming capacity replaced people who left the sales population.

Every replacement starts the climb again. So how long is that climb?

Quota carriers over twelve months: added and lost

Oct ’25 – Sept ’26 · Sales People

643

+34

+147

-102

-51

671

Opening
Oct ’25

Transfers
in

Hires

Leavers

Transfers
out

Closing
Sept ’26

Axis starts at 600 carriers. Hires counts arrivals into sales scope over the twelve months.

Attainment and quota by years in position

Sept ’26 · Sales People

Years in position	Headcount	Avg quota	Avg attainment
< 6 Months	79	€ 28.305	85,5%
6 – 12 Months	119	€ 38.338	97,6%
1 – 2 Years	151	€ 40.867	103,4%
2 – 5 Years	203	€ 39.522	99,4%
5 – 10 Years	116	€ 38.642	94,6%
10 – 15 Years	3	€ 23.247	95,8%
Overall	671	€ 38.069	97,6%

Productive means attaining 80% of the quota carried. Quota steps up at three, six and nine months.

4

Time to productivity

How long until a new hire becomes productive?

Across sales, it takes 5.2 months to reach the productivity threshold. Now compare that ramp across teams, recruiters and hiring channels.

The company average hides the answer. The next question is where that difference comes from.

5

Where hires come from

Does where you hire from make a difference?

Compare hiring channels to see which ones bring in people who ramp faster and are more likely to stay through their first year.

Career site hires reach productivity quickly and stay. Agency hires have the highest first-year turnover of any channel. Differences worth investigating, not proven causes.

Ramp speed by hire channel

Sept ’26 · Sales People

Hiring channel	Headcount	Months to prod.	First year turnover
LinkedIn	200	4,7	5,5%
Employee referral	134	5,5	3,0%
Career site	98	4,8	3,9%
Agency	96	5,6	7,3%
Campus	70	5,7	2,8%
Rehire	38	5,9	0,0%
Overall	671	5,2	5,6%

Average quota attainment, monthly, with a six-month forecast

Apr ’24 – Sept ’26 · +6m forecast · Sales People

Onboarding academy trimmed

Apr ’24 Sept ’25 Sept ’26 Mar ’27

6

What happens next?

See where today’s hiring patterns are taking you.

Forecast how current patterns could affect future performance, then track whether changes to sourcing, onboarding or hiring improve the outcome.

7

Or skip the path entirely

Don’t want to walk through six steps? Just ask.

Ask Crunchr takes the same questions you’d ask in a meeting, “Which channels produce people who become productive fastest?”, “Break it down by position title”, and returns the same drill-down, immediately.

A shortcut for the people who already know what to ask, and a starting point for the ones who don’t.

Ask Crunchr

Which hiring channels produce people who become productive fastest?

Career site and LinkedIn hires had the fastest average time to productivity, both at 4,7 months. This may reflect differences in the positions filled through each channel rather than the channel alone.

Channel Mths

Rehire

6,5

Other

6,2

Agency

5,7

Campus

5,7

Employee referral

5,4

Career site

4,7

Next question

Break this down by position title to see whether the pattern holds across comparable roles