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You can’t improve what you can’t see.
And for too long, scheduling has stayed invisible.
Recruiting teams measure time-to-fill, offer acceptance, and source-of-hire. None of these capture how efficiently interviews are coordinated—the stage where most hiring momentum is gained or lost.
The Metric Behind Recruiting Efficiency
TAS™ is the first data-backed framework that measures how fast, efficient, and consistent your interview process truly is.
It turns something subjective into an objective performance metric.
This score gives Talent Acquisition leaders visibility into an area long managed by instinct and spreadsheets.
The Problem with Traditional Metrics
Recruiting has KPIs for nearly everything: sourcing speed, candidate quality, offer ratios, and time-to-fill.
But none track the process that touches every hire—scheduling.
That blind spot keeps leadership from seeing a major cost center. Without visibility, teams can’t diagnose bottlenecks, quantify improvements, or prove ROI.
How the TAS™ Score Works
At the core of TAS™ is the S.E.E. model: Speed, Efficiency, and Experience.
These three categories define the health of your scheduling process and combine into a single standardized score.
Each category contains measurable dimensions that reveal how your team operates.
S — Speed: How Fast Your Team Moves
Speed represents how quickly interviews move from request to confirmation to completion.
It includes two measurable dimensions:
- Velocity: The average time it takes to confirm and complete interviews.
- Utilization: How effectively interviewer availability is used to keep the process moving.
When Speed scores are low, hiring slows down, candidates disengage, and time-to-fill increases.
High Speed scores reflect a process that runs smoothly and keeps recruiting momentum strong.
E — Efficiency: How Much Effort It Takes
Efficiency measures how much administrative work is required to schedule interviews.
It focuses on two dimensions:
- Scheduling Efficiency: The amount of manual effort, communication, and follow-up needed.
- Integrity: The reliability of scheduling—how often reschedules, conflicts, or missed confirmations occur.
Strong Efficiency scores mean recruiters spend less time managing logistics and more time engaging candidates.
When Efficiency improves, productivity and team satisfaction follow.
E — Experience: How the Process Feels
Experience captures the human side of scheduling—how clear, consistent, and professional it feels for candidates, interviewers, and recruiters.
It focuses on one dimension:
- Candidate experience: The perception and satisfaction of everyone involved in the interview process.
Experience influences brand reputation, candidate engagement, and offer acceptance.
High Experience scores signal trust and consistency across every touchpoint.
How the TAS™ Score Comes Together
Each dimension within Speed, Efficiency, and Experience is quantified using real scheduling data.
The results combine into a single score from 0 to 100, giving leaders a clear, comparable view of their scheduling performance across teams, departments, and regions.
The higher your TAS™ Score, the faster, smoother, and more consistent your scheduling operation is.
Why TAS™ Is Different
Before TAS™, scheduling lived in emails and gut feelings.
Now it’s measurable.
TAS™ quantifies what manual reports never could. It reveals performance patterns across speed, coordination, and experience.
It doesn’t replace your current metrics; it strengthens them. By linking scheduling data to outcomes like time-to-fill and candidate satisfaction, TAS™ connects recruiter activity to business impact.
Why It Works
Visibility changes behavior.
When scheduling becomes measurable, it stops being administrative and becomes strategic.
Leaders gain clarity on where time and resources are going. Recruiters can prove their influence with data instead of anecdotes.
TAS™ transforms scheduling from a blind spot into a business metric that drives speed, trust, and accountability.
👉 Learn how your TAS™ Score is calculated and what it reveals about your process.
Start simplifying scheduling, saving time, and making faster hires
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