Ask any SME owner how long their last hire took and you will usually get a sigh, a long pause and then: “Don’t ask.”
So we asked anyway.
Below is an honest, step-by-step look at the hours that go into hiring a middle manager the do-it-yourself way. These are illustrative estimates for a typical role, not a scientific study. Grab a pen and adjust them to your own business. We suspect your numbers will be similar, or worse.
| Step | What it involves | Your time (estimate) |
|---|---|---|
| Writing the job spec and ad | Working out what you actually need, then making it sound appealing | 2 to 4 hours |
| Posting and managing adverts | Choosing job sites, loading the ad, answering “is this still open?” messages | 1 to 3 hours |
| Sorting CVs | Reading applications, many of which do not meet the basics | 4 to 10 hours |
| Phone screening | Short calls to check salary, notice period and interest | 3 to 6 hours |
| First interviews | Prep, the interview itself and notes, for 5 to 8 candidates | 6 to 12 hours |
| Second interviews | Often with a partner or senior team member, so double the hours | 3 to 6 hours |
| Reference checks | Chasing previous employers who are never at their desks | 2 to 4 hours |
| Offer and negotiation | Salary talks, contract, counter-offers | 2 to 4 hours |
| Total | 23 to 49 hours | |
That is roughly three to six full working days. And that is if it goes well the first time.
The table above is the tidy version. Real life adds a few extras:
1. The no-shows. The candidate who confirmed on Monday and vanished on Wednesday.
2. The restart. Your preferred candidate accepts a counter-offer and you go back to the CV pile.
3. The brain drain. Hiring is never done in one block. It is squeezed between meetings, emails and late evenings, and switching tasks all day is exhausting.
4. The team’s time. Every hour a senior team member spends interviewing is an hour away from their own job.
Here is a quick exercise. Take your own hourly value as the person running the business (be honest, not modest) and multiply it by the hours above.
That number is what your “free” DIY hire really costs, before you even count the empty chair or the risk of choosing the wrong person.
What it looks like with a recruitment partner
When you work with Proactive Recruitment, most of that timesheet moves to our desk. Your part looks more like this:
1. One briefing call with Gemma about the role, your team and your culture.
2. Reviewing a short, considered shortlist, not a pile of CVs.
3. Interviewing only the strongest candidates, already screened for skills, salary expectations and fit.
4. Making the final decision, with our support on the offer.
Same great hire. A fraction of your time. And your Saturdays back.
