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Hiring Thesaurus

The words hiring runs on, in plain English. Clear words make better hires.

30-60-90 day plan
A simple outline of what a new hire should learn, own and deliver in their first three months. It turns “settle in” into clear early wins.
Applicant tracking system (ATS)
Software that collects applications, tracks candidates through each hiring stage and keeps notes and feedback in one place.
Attrition
People leaving an organization over time, for any reason, often without the seat being refilled.
Backfill
Hiring someone to fill a seat left open by a departure, promotion or internal move.
Background check
A review of a finalist’s history, such as employment, education or criminal records, done with their consent and within local law.
Behavioral interview
Questions about what a candidate actually did in past situations (“Tell me about a time…”), on the idea that past actions predict future ones.
Candidate experience
How it feels to go through your hiring process, from the first ad to the final answer. People remember it, and they talk about it.
Competency
A skill or behavior that predicts success in a role, such as clear communication, sound judgment or coaching others.
Contract-to-hire
A role that starts as a fixed-term contract, with the option to convert to a permanent employee if both sides agree.
Cost per hire
Total recruiting spend (ads, fees, tools, travel, team time) divided by the number of hires in a period.
Counteroffer
An offer from a candidate’s current employer to keep them, usually more pay or a new title, after they resign.
Culture add
Hiring for what someone brings that your team doesn’t have yet, instead of for sameness (“culture fit”).
Direct hire
Recruiting someone straight onto your payroll as a permanent employee from day one.
Employee referral
A candidate recommended by a current employee, sometimes with a referral bonus.
Employee value proposition (EVP)
The honest answer to “Why work here?” It covers pay, growth, purpose, people and flexibility.
Employer brand
Your reputation as a place to work, shaped by your people, reviews, posts and every candidate interaction.
Exempt vs. non-exempt
U.S. terms for whether a role is exempt from overtime pay rules. It depends on duties and pay, not just the title.
Exit interview
A conversation with a departing employee to learn why they’re leaving and what would have helped them stay.
Ghosting
Going silent mid-process. Candidates do it, and so do employers. Either way, it costs trust.
Headcount plan
The agreed list of roles to add or replace over a period, with timing and budget.
Hiring manager
The person the new hire will report to. They define the need and usually make the final call.
Individual contributor
Someone who does the work directly rather than managing people. Senior individual contributors can be highly influential leaders.
Intake meeting
The kickoff between hiring manager and recruiter to agree on the role, must-haves, process and timeline before the search begins.
Interview scorecard
A short form listing the competencies to assess, so every interviewer rates the same things on the same scale.
Job description (JD)
A written summary of a role’s purpose, responsibilities, requirements and pay. It’s often a candidate’s first impression.
Job requisition (req)
The internal approval to open and fill a role, usually with a budget and a req number.
Knockout question
A yes-or-no screening question tied to a true requirement, such as a needed license or work authorization.
Offer acceptance rate
The share of job offers that candidates accept. A low rate points to pay, process or experience gaps.
Offer letter
The written job offer with title, pay, start date and key terms.
Onboarding
Everything that helps a new hire become productive and connected, from day-one logistics to their first months.
Panel interview
One candidate meeting several interviewers at once. It saves time when each person owns a clear topic.
Passive candidate
Someone not actively job hunting who might move for the right opportunity.
Pay transparency
Sharing the pay range for a role, in the posting or early in the process. Some places now require it by law.
Quality of hire
How much value a new hire adds, often measured by performance, ramp time and retention.
Recruiter screen
A short first call to confirm interest, basic fit, pay expectations and logistics.
Reference check
Talking with people who have worked with a finalist to confirm strengths and learn how to support them.
Retention
Keeping the people you want. The flip side of turnover.
Silver medalist
A strong finalist who wasn’t chosen this time. A great first call when the next similar role opens.
Skills-based hiring
Judging candidates on what they can do, not only on degrees or past job titles.
Sourcing
Proactively finding and reaching out to potential candidates, rather than waiting for applications.
Span of control
The number of direct reports one manager has.
Structured interview
Every candidate for a role gets the same core questions, scored against the same criteria. Fairer and more predictive.
Succession planning
Identifying and developing people who could step into key roles, so a departure doesn’t become a crisis.
Talent acquisition (TA)
The function responsible for finding, attracting and hiring people, from workforce planning to signed offer.
Talent pool
A group of potential candidates you have identified for current or future roles.
Time to fill
Days from opening a requisition to an accepted offer.
Time to hire
Days from a candidate entering your process to accepting your offer.
Total compensation
Everything an employee receives: base pay, bonus, equity, benefits and other perks.
Turnover
The rate at which employees leave and must be replaced, often split into voluntary and involuntary.
Work sample
A short, realistic task that shows how a candidate would actually do the job. Keep it brief and respectful of their time.

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