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Cost of Hiring Statistics 2026

The median cost per hire at US organizations was $1,200 for nonexecutive roles and $10,625 for executive roles in 2025, according to SHRM, and the median time to fill a nonexecutive role fell to 39 days in 2026. In the UK, CIPD puts the median cost at £2,000 per employee and £3,500 per senior manager. Replacing someone who leaves costs far more: Gallup estimates 40% of salary for frontline staff and around 200% for leaders, and the Work Institute uses 33% of base pay as a conservative average.

Download CSVCite this pageUpdated November 6, 2026 · 20 sources

This page collects what it costs employers to fill a job and to replace someone who leaves. It covers direct recruiting spend per hire, time to fill and recruiter workload, the role of agencies, staffing firms and recruiting software, US hiring and quit volumes, turnover replacement estimates, and vacancy and shortage data for the UK, EU, Canada and Australia. Most figures describe 2025 and 2026, from employer surveys, official statistics and hiring platform data.

Direct recruiting spend for a typical hire is modest. SHRM's 2025 benchmark puts the median US cost per hire at $1,200 for nonexecutive roles, a figure that has fallen 27 percent since 2017, while CIPD's 2026 survey puts the UK median at £2,000. Executive searches are a different market: SHRM's executive median of $10,625 is 8.9 times the nonexecutive figure, and at organizations with 5,000 or more staff the gap reaches 18.3 times.

Time is the cost that cost per hire leaves out. SHRM reports a median of 39 calendar days to fill a nonexecutive role in 2026, but around 60 days at the largest employers, where recruiters carry 50 to 60 requisitions a year. CIPD finds only 31 percent of UK employers track time to hire and only 20 percent of US organizations measure quality of hire in SHRM's data, so many employers cannot see how long vacancies stay open or whether new hires work out.

Replacement costs are where the large numbers sit. Gallup estimates that replacing a frontline employee costs about 40 percent of salary, a technical professional 80 percent and a leader around 200 percent, and the Work Institute uses 33 percent of base pay as its conservative all-role average. With 38.0 million quits in the US in 2025, according to the Bureau of Labor Statistics, and 42 percent of voluntary leavers telling Gallup their exit was preventable, retention is the larger lever on total hiring cost.

The 2026 market has eased pressure on most hires. US hiring is at its slowest pace since 2013 by Indeed Hiring Lab's reading, LinkedIn's hiring rate is 25 percent below early 2020, and UK vacancies fell below 700,000 for the first time since 2021. Yet ManpowerGroup still finds 72 percent of employers worldwide report hiring difficulty, concentrated in skilled and AI-related roles, so the cost of filling specialist jobs has not fallen with overall demand.

01

Cost per hire in the US and UK

SHRM's benchmark counts agency fees, job board and advertising spend, referral bonuses, travel, relocation, recruiter pay and recruiting software, then divides by the number of hires. On that basis a typical nonexecutive hire cost a median $1,200 in 2025, while an executive hire cost close to nine times as much. Medians sit well below the averages often quoted because a few very expensive searches pull averages up. CIPD's UK medians are higher than SHRM's US nonexecutive figure, partly because the CIPD subsample only includes employers able to state their costs within 20 percent, and both surveys exclude the time hiring managers spend interviewing.

Median US cost per hire, SHRM benchmark

Median cost per hire reported by SHRM members, US, 2022 and 2025.

$1,244
$1,200
$10,625
Nonexecutive, 2022Nonexecutive, 2025Executive, 2025

Source: SHRM, 2025 Recruiting Executives Benchmarking: Insights to Maximize Recruitment (data brief)

  • $1,200

    The median cost per hire for nonexecutive roles at US organizations was $1,200 in 2025, down 27% since 2017, according to SHRM benchmarking of its members.

    SHRM · 2025 Recruiting Executives Benchmarking: Insights to Maximize Recruitment (data brief) (2025)

    Exact quote

    In 2025, the cost-per-hire for nonexecutive roles was $1,200, reflecting a 27% decrease since 2017 and a modest decline from $1,244 in 2022.

  • $10,625

    The median cost per hire for executive roles in the US reached $10,625 in 2025, up 113% from 2017 and 21% from 2022, per SHRM.

    SHRM · 2025 Recruiting Executives Benchmarking: Insights to Maximize Recruitment (data brief) (2025)

    Exact quote

    By contrast, the 2025 cost-per-hire for executive roles reached $10,625, representing a striking 113% increase from 2017 and a 21% rise from 2022.

  • 8.9x

    In SHRM's 2025 US data, an executive hire cost 8.9 times as much as a nonexecutive hire, up from 3.1 times in 2017.

    SHRM · 2025 Recruiting Executives Benchmarking: Insights to Maximize Recruitment (data brief) (2025)

    Exact quote

    These figures reveal a growing disparity in hiring costs, with the ratio of nonexecutive to executive cost-per-hire climbing to 8.9 in 2025, compared to 7.0 in 2022 and just 3.1 in 2017.

  • 18.3x

    At US organizations with 5,000 or more employees, executive hires cost 18.3 times as much as nonexecutive hires in 2025, the widest gap of any size band in SHRM's data.

    SHRM · 2025 Recruiting Executives Benchmarking: Insights to Maximize Recruitment (data brief) (2025)

    Exact quote

    In 2025, the gap was most pronounced in large and extra-large organizations, where the ratios were 17.7 and 18.3, respectively, underscoring the increasing costs associated with executive recruitment in these environments.

  • £3,500

    UK employers reported a median cost of £3,500 to recruit a senior manager or director in CIPD's 2026 survey.

    CIPD · Resourcing and talent planning report 2026 (2026)

    Exact quote

    The median cost of recruiting senior managers (£3,500) and other employees (£2,000) has increased compared with our 2024 findings, reversing the downward trend that was observed over the preceding years.

  • £2,000

    The median cost of recruiting other UK employees was £2,000 in CIPD's 2026 survey, an increase on its 2024 findings.

    CIPD · Resourcing and talent planning report 2026 (2026)

    Exact quote

    The median cost of recruiting senior managers (£3,500) and other employees (£2,000) has increased compared with our 2024 findings, reversing the downward trend that was observed over the preceding years.

  • 24%

    24% of UK private sector organizations expect their recruitment budget to grow in 2026/27, while 15% expect a cut, according to CIPD.

    CIPD · Resourcing and talent planning report 2026 (2026)

    Exact quote

    24% of private sector organisations anticipate an increase in their recruitment budgets in 2026/27, while 15% anticipate a decrease (Figure 9).

02

Time to fill and recruiter workload

Time to fill is the other half of hiring cost, because every open day is lost output and extra work for the team that covers the gap. SHRM's 2026 benchmark puts the median for nonexecutive roles at 39 calendar days, faster than the year before, while executive searches held steady. The largest employers are the slowest, at around two months, and their recruiters carry the heaviest loads: three times the requisitions of the median recruiter in 2025, with a further jump in 2026. Few employers track speed at all, which makes their own cost of delay hard to see.

Requisitions per in-house recruiter per year, by organization size, 2025

Median requisitions per dedicated recruiter, US SHRM members, 2025.

  • All organizations20
  • Large (500 to 4,999)50
  • Extra-large (5,000+)60

Source: SHRM, 2025 Recruiting Executives Benchmarking: Insights to Maximize Recruitment (data brief)

03

Agencies, staffing firms and recruiting technology

Most hiring still runs through employers' own teams. Half of UK private sector employers recruit fully in-house, and US organizations fill almost all nonexecutive roles from outside. Staffing firms are a large parallel channel in the US, hiring millions of temporary and contract workers each year. AI is spreading slowly through recruiting: around one in six UK employers use it for job descriptions or screening, and only a minority of those users report lower hiring costs. Application volumes are rising, but CIPD finds most of the increase comes from unsuitable candidates, which adds screening work rather than saving it.

  • 97%

    The median share of nonexecutive positions US organizations filled with external candidates rose from 93% in 2025 to 97% in 2026, per SHRM.

    SHRM · 2026 Recruiting Executives Benchmarking: Attracting Critical Talent (2026)

    Exact quote

    The median percentage of nonexecutive positions filled externally increased slightly from 93% in 2025 to 97% in 2026.

  • 49%

    49% of UK private sector organizations ran all recruitment in-house in 2026, compared with 65% in the public sector and 71% of non-profits, per CIPD.

    CIPD · Resourcing and talent planning report 2026 (2026)

    Exact quote

    Non-profits (71%) and public sector organisations (65%) are more likely to conduct all recruitment in-house compared with private sector organisations (49%).

  • 9.5 million

    US staffing companies hired 9.5 million temporary and contract employees during 2025, according to the American Staffing Association.

    American Staffing Association · Staffing Industry Statistics (2026)

    Exact quote

    During the course of 2025 , America’s staffing companies hired 9.5 million temporary and contract employees.

  • 2.0 million

    Nearly 2.0 million temporary and contract employees worked for US staffing companies in an average week of 2025.

    American Staffing Association · Staffing Industry Statistics (2026)

    Exact quote

    Nearly 2.0 million temporary and contract employees worked for America's staffing companies during an average week in 2025.

  • 16%

    16% of UK organizations used AI to write job descriptions and 16% to screen candidates in 2026, according to CIPD.

    CIPD · Resourcing and talent planning report 2026 (2026)

    Exact quote

    The use of artificial intelligence (AI) in resourcing processes also remains low but is gradually increasing in areas such as writing job descriptions (16%) and screening candidates (16%).

  • 30%

    Among UK employers using AI in recruitment, 30% said it reduced hiring costs and 32% said it cut time to hire in 2026, per CIPD.

    CIPD · Resourcing and talent planning report 2026 (2026)

    Exact quote

    For just under a third, using AI has brought benefits in terms of reduced hiring costs (30%) and time to hire (32%), although some report increases in these areas, part of which may be due to the time and costs required to embed AI into recruitment processes.

  • 58%

    58% of UK employers saw more applications from unsuitable candidates over the past year, against 33% who saw more from suitable ones, per CIPD's 2026 survey.

    CIPD · Resourcing and talent planning report 2026 (2026)

    Exact quote

    Although many organisations experienced growth in the number of applications for vacancies over the last year, 58% of employers reported increases from unsuitable candidates and just 33% from suitable candidates.

  • 4.3%

    4.3% of Australian businesses said AI affected their number of job vacancies in August 2026, and 9.6% expect an effect within 12 months, per the Australian Bureau of Statistics.

    Australian Bureau of Statistics · Job Vacancies, Australia, August 2026 (Nov 2026)

    Exact quote

    While 4.3% of businesses reported an impact of AI on the level of job vacancies in August 2026, this proportion increased to 9.6% when businesses were asked about the expected impact over the next year.

  • 46.9%

    46.9% of US job postings on Indeed mentioned health insurance in 2026 so far, up from 35.7% in 2022.

    Indeed Hiring Lab · Q3 2026 Employment Cost Index: Rising Healthcare Costs Keep Haunting Employers (Oct 2026)

    Exact quote

    So far in 2026, 46.9% of US job postings on Indeed mentioned health insurance, up from 45.0% in 2025 and 35.7% in 2022.

04

How many people US employers hire and lose

Hiring cost per head matters more when multiplied by volume. US employers made 63.0 million hires in 2025 and recorded 38.0 million quits, so most hiring replaces people who left rather than adding headcount. The pace slowed through 2026: BLS counts 5.4 million hires in September, LinkedIn's hiring rate sits a quarter below its early 2020 level, and Indeed Hiring Lab describes hiring at its slowest pace since 2013. Fewer quits lower replacement spending, but a slow market also means fewer applicants switching jobs for roles that need experience.

US hires and separations in 2025 (millions)

Annual totals, US total nonfarm, 2025, BLS JOLTS.

  • Hires63
  • Total separations62.8
  • Quits38
  • Layoffs and discharges21.2

Source: U.S. Bureau of Labor Statistics, Job Openings and Labor Turnover, January 2026, with 2025 annual estimates (news release, March 13, 2026)

  • 7.5 million

    US employers had 7.5 million job openings at the end of September 2026, according to the Bureau of Labor Statistics.

    U.S. Bureau of Labor Statistics · Job Openings and Labor Turnover, September 2026 (news release, November 3, 2026) (Nov 2026)

    Exact quote

    The number of job openings was little changed at 7.5 million in September, the U.S. Bureau of Labor Statistics reported today.

  • 5.4 million

    US employers made 5.4 million hires in September 2026, a hires rate of 3.4 percent, per BLS JOLTS.

    U.S. Bureau of Labor Statistics · Job Openings and Labor Turnover, September 2026 (news release, November 3, 2026) (Nov 2026)

    Exact quote

    The number and rate of hires changed little at 5.4 million and 3.4 percent, respectively, over the month.

  • 3.4 million

    3.4 million US workers quit their jobs in September 2026, a quits rate of 2.1 percent.

    U.S. Bureau of Labor Statistics · Job Openings and Labor Turnover, September 2026 (news release, November 3, 2026) (Nov 2026)

    Exact quote

    The number of quits increased to 3.4 million, while the rate was little changed at 2.1 percent in September.

  • 63.0 million

    US employers made 63.0 million hires in 2025, 1.5 million fewer than in 2024, according to BLS annual JOLTS estimates.

    U.S. Bureau of Labor Statistics · Job Openings and Labor Turnover, January 2026, with 2025 annual estimates (news release, March 13, 2026) (Mar 2026)

    Exact quote

    In 2025, the annual hires level was 63.0 million, a decrease of 1.5 million from 2024.

  • 38.0 million

    US workers quit 38.0 million times in 2025, accounting for 60.6 percent of all separations.

    U.S. Bureau of Labor Statistics · Job Openings and Labor Turnover, January 2026, with 2025 annual estimates (news release, March 13, 2026) (Mar 2026)

    Exact quote

    Annual quits decreased by 1.3 million in 2025 to 38.0 million and accounted for 60.6 percent of total separations.

  • 6.5%

    US hiring on LinkedIn in August 2026 was 6.5% lower than a year earlier.

    LinkedIn Economic Graph · LinkedIn Workforce Report, United States, September 2026 (Sep 2026)

    Exact quote

    National hiring was 6.5% lower in August 2026 compared to last year August 2025.

  • 25%

    LinkedIn's US hiring rate was 25% below its February 2020 pace as of August 2026.

    LinkedIn Economic Graph · LinkedIn Workforce Report, United States, September 2026 (Sep 2026)

    Exact quote

    The LinkedIn Hiring Rate is now down 6% from the start of the year and remains 25% below its pre-pandemic (February 2020) pace.

  • Slowest since 2013

    Indeed Hiring Lab says US employers were hiring at the slowest pace since 2013 in late 2026, with quits at the slowest pace since 2015.

    Indeed Hiring Lab · September 2026 JOLTS Report: Eerily Quiet (Nov 2026)

    Exact quote

    Employers are hiring at the slowest pace since 2013, and workers are quitting at the slowest pace since 2015.

  • 103.8

    The Indeed Job Postings Index stood at 103.8 on October 16, 2026, almost 4% above its February 2020 level.

    Indeed Hiring Lab · US Labor Market Snapshot: October 2026 (Oct 2026)

    Exact quote

    Indeed’s JPI hit 103.8 on October 16, pushing overall job postings almost 4% above their February 2020, prepandemic level.

  • 2.4%

    Advertised wages in US job postings on Indeed grew 2.4% year over year in September 2026.

    Indeed Hiring Lab · US Labor Market Snapshot: October 2026 (Oct 2026)

    Exact quote

    Posted wages grew 2.4% year-over-year in September 2026, cooling slightly after a string of stronger summer readings.

05

Turnover and replacement costs

Replacement cost estimates are wider than cost per hire because they add lost productivity, training time and the workload carried by colleagues while the seat is empty. Gallup scales the cost by role, from 40 percent of salary for frontline staff to 200 percent for leaders, and the Work Institute uses a conservative 33 percent of base pay as an all-role average. These are modeled estimates, not measured spending, so they are best used as ranges. Both Gallup and the Work Institute find that a large share of departures is preventable, while CIPD finds that only a quarter of UK employers that track turnover put a cost on it.

Estimated cost to replace an employee, share of salary

Gallup modeled estimates, US, page updated February 2026.

  • Leaders and managers200%
  • Technical professionals80%
  • Frontline employees40%

Source: Gallup, 42% of Employee Turnover Is Preventable but Often Ignored

  • 200%

    Gallup estimates replacing a leader or manager costs around 200% of their salary.

    Gallup · 42% of Employee Turnover Is Preventable but Often Ignored (Feb 2026)

    Exact quote

    Gallup estimates that the replacement of leaders and managers costs around 200% of their salary, the replacement of professionals in technical roles is 80% of their salary, and frontline employees 40% of their salary.

  • 40%

    Replacing a frontline employee costs about 40% of their salary, and a technical professional about 80%, by Gallup's estimate.

    Gallup · 42% of Employee Turnover Is Preventable but Often Ignored (Feb 2026)

    Exact quote

    Gallup estimates that the replacement of leaders and managers costs around 200% of their salary, the replacement of professionals in technical roles is 80% of their salary, and frontline employees 40% of their salary.

  • One-half to two times salary

    Gallup's earlier estimate, published in 2019, put the cost of replacing an individual US employee at one-half to two times their annual salary.

    Gallup · This Fixable Problem Costs U.S. Businesses $1 Trillion (Mar 2019)

    Exact quote

    The cost of replacing an individual employee can range from one-half to two times the employee's annual salary -- and that's a conservative estimate.

  • 42%

    42% of US employees who left voluntarily said their manager or organization could have done something to keep them, according to Gallup.

    Gallup · 42% of Employee Turnover Is Preventable but Often Ignored (Feb 2026)

    Exact quote

    An astounding 42% of employees who voluntarily left their organization in the past year report that their manager or organization could have done something to prevent them from leaving their job.

  • 45%

    45% of US voluntary leavers said no manager or leader discussed their satisfaction, performance or future with them in the three months before they left, per Gallup.

    Gallup · 42% of Employee Turnover Is Preventable but Often Ignored (Feb 2026)

    Exact quote

    Nearly half (45%) of voluntary leavers report that neither a manager nor another leader proactively discussed their job satisfaction, performance or future with the organization with them in the three months before leaving.

  • 33%

    The Work Institute estimates that each US departure costs around 33% of the employee's base pay.

    Work Institute · Employee Turnover Seasonality: Why Quit Rates Are Down but Retention Risks Remain High (Dec 2025)

    Exact quote

    Using Work Institute’s conservative estimate that turnover costs around 33% of an employee’s base pay , the national cost of turnover has risen more than 70% since 2015 .

  • 70%

    On that 33% basis, the Work Institute calculates that the total cost of US turnover has risen more than 70% since 2015.

    Work Institute · Employee Turnover Seasonality: Why Quit Rates Are Down but Retention Risks Remain High (Dec 2025)

    Exact quote

    Using Work Institute’s conservative estimate that turnover costs around 33% of an employee’s base pay , the national cost of turnover has risen more than 70% since 2015 .

  • 19.6%

    Career reasons accounted for 19.6% of US separations in Work Institute exit interviews in Q2 2026, the leading reason for leaving.

    Work Institute · Why Employee Turnover Changes Should Shape Your Retention Strategy (Quarterly Workforce Trends, Q2 2026) (Aug 2026)

    Exact quote

    Career remained the leading reason employees left, but its share of separations increased another 2.2 percentage points to 19.6% in Q2.

  • 4.1%

    The median labour turnover rate among UK employers in CIPD's survey was 4.1% for 2025, down from 5.4% for 2023.

    CIPD · Resourcing and talent planning report 2026 (2026)

    Exact quote

    Nevertheless, Figure 39 suggests that the median rate of labour turnover for 2025 (4.1%; 2023: 5.4%) has fallen.

  • 24%

    Only 24% of UK organizations that are aware of their turnover data calculate what turnover costs them, according to CIPD.

    CIPD · Resourcing and talent planning report 2026 (2026)

    Exact quote

    Of those that were aware of turnover data, just 24% say their organisation calculates its cost (8% don’t know).

06

Talent shortages and vacancies outside the US

Shortages raise hiring cost through longer searches, higher offers and more agency use. ManpowerGroup's 2026 survey finds 72 percent of employers worldwide struggle to fill roles, with Germany at the top among large economies and China well below the rest. Official vacancy counts point to cooling demand in the UK and the EU, steady demand in Canada and a slow decline in Australia. Vacancy rates near 2 percent and two or more unemployed people per vacancy in the UK and Canada mean employers face less competition for general hires than in 2022, even as skilled roles stay hard to fill.

Employers reporting difficulty filling roles, 2026

ManpowerGroup 2026 Talent Shortage Survey, share of employers by country.

  • Germany83%
  • France74%
  • UK73%
  • US69%
  • China48%

Source: ManpowerGroup, Global Talent Shortage Reaches Turning Point as AI Skills Claim Top Spot (2026 Talent Shortage Survey)

  • 72%

    72% of employers across 41 countries reported difficulty hiring in 2026, down from 74% a year earlier, according to ManpowerGroup.

    ManpowerGroup · Global Talent Shortage Reaches Turning Point as AI Skills Claim Top Spot (2026 Talent Shortage Survey) (2026)

    Exact quote

    This historic shift highlights a new era in the persistent global talent crisis, with 72% of employers reporting hiring difficulty—down modestly from 74% last year—according to the 2026 Talent Shortage Survey released today by ManpowerGroup .

  • 69%

    69% of US employers reported difficulty finding the talent they need in 2026, down from 71% the year before, per ManpowerGroup.

    ManpowerGroup · 2026 U.S. Talent Shortage Survey (2026)

    Exact quote

    Almost seven in 10 (69%) employers reported difficulty finding the talent they need in 2026, marking a slight improvement from the previous year (71%).

  • 75%

    Companies with 1,000 to 4,999 employees reported the highest talent shortage rate worldwide in 2026, at 75%.

    ManpowerGroup · Global Talent Shortage Reaches Turning Point as AI Skills Claim Top Spot (2026 Talent Shortage Survey) (2026)

    Exact quote

    The largest companies—those with 1,000-4,999 employees—report the highest shortage rate (75%).

  • 19%

    19% of employers worldwide are raising wages to compete for talent in 2026, according to ManpowerGroup.

    ManpowerGroup · Global Talent Shortage Reaches Turning Point as AI Skills Claim Top Spot (2026 Talent Shortage Survey) (2026)

    Exact quote

    To compete externally, Increasing Wages (19%) and Targeting New Talent Pools (18%) are critical levers.

  • 691,000

    UK vacancies fell to an estimated 691,000 in July to September 2026, the first time below 700,000 since early 2021, according to the ONS.

    Office for National Statistics · Vacancies and jobs in the UK: October 2026 (Oct 2026)

    Exact quote

    Vacancy estimates decreased on the quarter, with early estimates for July to September 2026 suggesting a decrease of 21,000 (2.9%) vacancies to 691,000, compared with April to June 2026; this is the first time the total has been below 700,000 since February to April 2021.

  • 2.4

    There were 2.4 unemployed people for each UK vacancy in June to August 2026.

    Office for National Statistics · Vacancies and jobs in the UK: October 2026 (Oct 2026)

    Exact quote

    There were 2.4 unemployed people per vacancy in June to August 2026.

  • 2.0%

    The EU job vacancy rate was 2.0% in the second quarter of 2026, according to Eurostat.

    Eurostat · Euro area job vacancy rate at 2.1% (euro indicators, second quarter 2026) (Sep 2026)

    Exact quote

    The job vacancy rate in the EU was 2.0% in the second quarter of 2026, down from 2.1% in both the first quarter of 2026 and the second quarter of 2025.

  • 507,200

    Canada had 507,200 job vacancies in August 2026, according to Statistics Canada.

    Statistics Canada · Payroll employment, earnings and hours, and job vacancies, August 2026 (Oct 2026)

    Exact quote

    The number of job vacancies was little changed in August at 507,200, marking the eighth consecutive month of little variation.

  • 2.9

    There were 2.9 unemployed people for every job vacancy in Canada in August 2026, down from 3.3 a year earlier.

    Statistics Canada · Payroll employment, earnings and hours, and job vacancies, August 2026 (Oct 2026)

    Exact quote

    There were 2.9 unemployed persons for every job vacancy in August, unchanged from July, but down from August 2025 (when it was 3.3).

  • 325,000

    Australia had 325,000 job vacancies in August 2026, seasonally adjusted, down 0.9% from May, according to the ABS.

    Australian Bureau of Statistics · Job Vacancies, Australia, August 2026 (Nov 2026)

    Exact quote

    Total job vacancies were 325,000, a decrease of 0.9% from May 2026.

FAQ

How much does it cost to hire an employee?

The median US cost per hire was $1,200 for nonexecutive roles and $10,625 for executive roles in 2025, according to SHRM benchmarking. In the UK, CIPD's 2026 survey puts the median at £2,000 for most employees and £3,500 for senior managers. These figures cover direct recruiting spend, not the time managers spend interviewing.

How long does it take to fill a job?

SHRM's 2026 benchmark puts the median time to fill a US nonexecutive role at 39 calendar days. Executive roles took a median of 45 days in 2025, and organizations with 5,000 or more employees took around 60 days for both levels.

How much does it cost to replace an employee who quits?

Gallup estimates replacement at about 40% of salary for frontline employees, 80% for technical professionals and around 200% for leaders and managers. The Work Institute uses a conservative average of 33% of base pay. Both are modeled estimates that include lost productivity and training, not just recruiting fees.

Is hiring getting harder or easier in 2026?

Easier for most roles, harder for specialist ones. US hiring is at its slowest pace since 2013 according to Indeed Hiring Lab, and UK vacancies fell to 691,000 in July to September 2026, per the ONS. Still, 72% of employers worldwide report difficulty filling roles in ManpowerGroup's 2026 survey, with AI skills now the hardest to find.

Does AI reduce the cost of hiring?

For some employers. CIPD's 2026 survey finds 16% of UK organizations use AI to screen candidates, and among AI users 30% report lower hiring costs and 32% faster hiring, while some report higher costs from setting the tools up. CIPD also finds 58% of employers received more applications from unsuitable candidates, which adds screening work.

Methodology note

We used the latest releases available on 6 November 2026 and linked to dated archive copies where the publisher overwrites the page (BLS JOLTS for September 2026 and the 2025 annual estimates, ONS for October 2026, ABS for August 2026). SHRM figures are medians from surveys of SHRM members, and the 2026 benchmark details come from the public summary because the full report is member-only. SHRM's cost per hire counts external spend and recruiter pay but not the time hiring managers spend interviewing. CIPD figures cover UK employers, and its cost medians come from a subsample of respondents who could state their costs within 20 percent. Turnover replacement costs from Gallup and the Work Institute are modeled estimates, not measured spending. LinkedIn and Indeed figures reflect activity on their platforms, not the whole labor market. Vacancy statistics from ONS, Eurostat, Statistics Canada and the ABS use different survey designs and are not directly comparable across countries. Every quote is re-fetched from the source by our checker. See how we rank and verify.

Sources

  1. 1American Staffing Association: Staffing Industry Statistics
  2. 2Australian Bureau of Statistics: Job Vacancies, Australia, August 2026
  3. 3CIPD: Resourcing and talent planning report 2026
  4. 4Eurostat: Euro area job vacancy rate at 2.1% (euro indicators, second quarter 2026)
  5. 5Gallup: 42% of Employee Turnover Is Preventable but Often Ignored
  6. 6Gallup: This Fixable Problem Costs U.S. Businesses $1 Trillion
  7. 7Indeed Hiring Lab: Q3 2026 Employment Cost Index: Rising Healthcare Costs Keep Haunting Employers
  8. 8Indeed Hiring Lab: September 2026 JOLTS Report: Eerily Quiet
  9. 9Indeed Hiring Lab: US Labor Market Snapshot: October 2026
  10. 10LinkedIn Economic Graph: LinkedIn Workforce Report, United States, September 2026
  11. 11ManpowerGroup: Global Talent Shortage Reaches Turning Point as AI Skills Claim Top Spot (2026 Talent Shortage Survey)
  12. 12ManpowerGroup: 2026 U.S. Talent Shortage Survey
  13. 13Office for National Statistics: Vacancies and jobs in the UK: October 2026
  14. 14SHRM: 2025 Recruiting Executives Benchmarking: Insights to Maximize Recruitment (data brief)
  15. 15SHRM: 2026 Recruiting Executives Benchmarking: Attracting Critical Talent
  16. 16Statistics Canada: Payroll employment, earnings and hours, and job vacancies, August 2026
  17. 17U.S. Bureau of Labor Statistics: Job Openings and Labor Turnover, September 2026 (news release, November 3, 2026)
  18. 18U.S. Bureau of Labor Statistics: Job Openings and Labor Turnover, January 2026, with 2025 annual estimates (news release, March 13, 2026)
  19. 19Work Institute: Employee Turnover Seasonality: Why Quit Rates Are Down but Retention Risks Remain High
  20. 20Work Institute: Why Employee Turnover Changes Should Shape Your Retention Strategy (Quarterly Workforce Trends, Q2 2026)

Cite this page

Rankozo. (2026, November 6). Cost of Hiring Statistics 2026. https://rankozo.com/cost-of-hiring-statistics

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