A comprehensive reference guide to industry terms, HR concepts, and job search terminology used across the talent acquisition landscape.
Software used by employers to manage the hiring process. It tracks candidates from application to offer, automating resume parsing, screening, and interview scheduling.
The total number of days between opening a requisition and a candidate accepting an offer. Includes sourcing, screening, interviewing, and negotiation phases.
A sourcing technique using logical operators (AND, OR, NOT, parentheses) to narrow or expand search results on job boards, LinkedIn, and databases.
The practice of promoting a company as a desirable place to work. It encompasses culture, values, EVP (Employee Value Proposition), and public reputation.
The end-to-end experience a job seeker has with an employer, from discovering the role to onboarding and beyond. Critical for retention and brand perception.
Non-real-time messaging where participants respond when convenient. Common in distributed teams using tools like Slack, Loom, or Notion to reduce meeting fatigue.
The percentage of candidates who accept a job offer out of total offers extended. Industry average ranges from 40–60%, heavily influenced by compensation and experience.
The proactive process of identifying and engaging potential candidates before a role is officially posted. Often involves LinkedIn, GitHub, or industry events.
Automated systems using NLP and machine learning to rank candidates based on keywords, skills, and experience match against job requirements.
When a candidate or employer suddenly stops communicating without explanation. Increases friction in hiring and damages pipeline health.
The unique set of benefits and experiences an employee receives in exchange for their performance. Includes compensation, growth, culture, and work-life balance.
Total recruitment expenses divided by number of hires. Includes job board fees, agency commissions, recruiter salaries, and onboarding costs.
A flexible arrangement where employees split time between remote work and an office. Often structured as 2–3 days in-office with core collaboration hours.
A curated list of qualified candidates at various stages of the hiring process. Maintained to reduce time-to-fill for current and future roles.
A hiring platform built with application programming interfaces as a core feature, allowing seamless data sync with ATS, CRM, and payroll systems.