Every hire costs your team time before anyone gets an offer. Someone reads the resumes. Someone runs the phone screens. Then a maintenance supervisor steps off the floor for an interview, a plant tour and a follow-up conversation, often while they are already short a tech.

That time rarely shows up on a budget, but your team feels it. The question worth asking isn't only how fast a role gets filled. It's how much of your team's time each hire takes along the way.

The Numbers, in Plain Terms

Military Technical Recruiting (MTR) tracks two numbers on every candidate we send.

  • Near 100% get an interview: almost every resume MTR submits is one the hiring manager decides is worth a conversation.
  • 1 in 4 interviewed get hired: on average, for every four MTR candidates a client interviews, one gets the offer.

Put together, that means nearly every resume your team reads from MTR is worth reading, and you can plan on a short list of interviews for each hire rather than an open-ended search.

Where Hiring Time Actually Goes

The final interview gets the attention, but most of the time is spent earlier, on candidates who were never going to fit.

  • Sorting: reading resumes that list the right keywords but not the right experience.
  • Screening calls: finding out on the phone that a candidate has never worked on equipment like yours.
  • Interviews that end early: pulling a supervisor off the floor for a conversation that is over in ten minutes.
  • Starting over: going back to the posting when the short list falls apart.

Each of those steps happens before a single strong candidate reaches your desk. A good ratio isn't about speed alone. It's about cutting out the steps that never lead to a hire.

Why the Ratio Stays Where It Is

The numbers come from the work done before a resume is submitted.

Every candidate is screened for technical depth. Before a resume reaches you, MTR checks that the candidate has the hands-on experience your role calls for, not just a title that sounds close.

We translate the military experience for you. A Navy Nuke Electronics Technician (ET) has maintained reactor instrumentation and control systems. An Army or Marine Corps Ground Support Equipment Mechanic has kept generators, compressors and hydraulic equipment running in the field. We read the rating or MOS so you know what that experience means for your plant before the interview starts.

Candidates arrive prepared. MTR preps each candidate for the interview, so the conversation is about fit, not about explaining what the job is.

What It Means for Your Team

When most of the screening happens before a resume reaches you, your team's time goes where it counts. Your supervisors spend their interview hours comparing qualified people instead of ruling out unqualified ones. Your HR team reads fewer resumes. And your open role gets filled from a short list instead of a long search.

A hire ratio is more than a sales number. It is a measure of how much of your team's week a hire will take.