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Inbound Applications:
Time well spent or just time spent?
You're posting jobs. You're drowning in resumes. You're reviewing hundres, maybe thousands, of inbound applications.
But here's the question:
Is all the time really delivering results?
Most TA teams don't stop to ask. You're stuck in the routine: job goes live, inbox floods, review begins. But is it actually working?
Let's find out.
👇 Scroll down to crunch your own numbers and see the ROI for yourself.
But here's the question:
Is all the time really delivering results?
Most TA teams don't stop to ask. You're stuck in the routine: job goes live, inbox floods, review begins. But is it actually working?
Let's find out.
👇 Scroll down to crunch your own numbers and see the ROI for yourself.
Case in Point: 493.9 Hours, 25 candidates
One TA team I worked with received 19,756 applications over just three months.
They spent 493.9 hours reviewing every single one. Guess how many made it into process?
25. That's 0.1% conversion rate.
Then we flipped the script... I challenged them to drop the job post and try proactive sourcing instead.
They found those same 25 candidates - and 10 more they wished they'd seen - in under an hour.
So, yes - there is a better way.
They spent 493.9 hours reviewing every single one. Guess how many made it into process?
25. That's 0.1% conversion rate.
Then we flipped the script... I challenged them to drop the job post and try proactive sourcing instead.
They found those same 25 candidates - and 10 more they wished they'd seen - in under an hour.
So, yes - there is a better way.
Reality
Why Inbound Feels Safe (But Isn't Efficient)
Inbound looks easy.
Applications come to you. They've seen the job. Maybe they even read the JD.
You're not "cold calling" - you're just reviewing.
Applications come to you. They've seen the job. Maybe they even read the JD.
You're not "cold calling" - you're just reviewing.
But ...
You spend hours on applications that go nowhere.
Anyone (and their nan) can apply with one click.
Most don’t even come close to being a fit.
AI can match CVs to JDs faster than you can read them.
Reviewing isn't the job. Hiring is.
You Will Win
Direct Search Is a Superpower
Done right, proactive sourcing flips the funnel:
You choose who to talk to
You build trust early
You reach people who don't even know they need you yet
You build pipeline, not just fill jobs
It's not easy. It takes mindset shifts and upfront energy.
But it's the difference between being a reactive reviewer or a strategic talent hunter.
But it's the difference between being a reactive reviewer or a strategic talent hunter.
Let's Crunch the Numbers
👇 Plug your numbers into the calculator below.
⚠️WARNING : You can't unsee what this reveals.
This is your moment to challenge the status quo.
Your Next Move Starts Here
It's not just about filling roles. It's about stepping up, owning your process, and leading from the front.
Precision > Panic
Strategy > Scramble
Your team already has the power. Sometimes all it needs a nudge, a spark, to remember what's possible.
Precision > Panic
Strategy > Scramble
Your team already has the power. Sometimes all it needs a nudge, a spark, to remember what's possible.
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