- Median time to fill a non-executive role: 39 calendar days (SHRM, 2026)
- 7.5 million US job openings in September 2026, a 4.5% openings rate (BLS JOLTS)
- 5.4 million hires in September 2026 (BLS JOLTS)
What does hiring in-house involve?
Hiring in-house means you write the job description, post it, screen every applicant, run the interviews, check references and make the offer. For a business with 11 to 200 employees, that work usually falls on the owner, an office manager or a department head. Nobody's other job stops while they do it.
The Society for Human Resource Management (SHRM) reports a median of 39 calendar days to fill a non-executive role. Plan for at least that long, and longer if you are hiring for the first time or the role is specialized.
When does hiring in-house make sense?
- The role is entry level and you get plenty of qualified local applicants.
- Someone on your team has the time to screen and interview properly.
- You have a clear job description and a pay range that matches the market.
- A few extra weeks with the seat empty won't hurt revenue or service.
When does a direct-hire recruiter make sense?
- You have posted the role and the applicants don't meet the bar.
- The seat is costing money while empty, such as an estimator, a controller or a sales manager.
- The search is confidential, for example replacing someone who hasn't left yet.
- You are hiring a manager or director and want candidates who aren't looking.
- Your team doesn't have the hours to screen and reference-check.
How do the costs compare?
In-house hiring has no agency fee, but it is not free. You pay for job ads, and for the hours your people spend reading resumes and interviewing. The bigger cost is often the vacancy itself: lost sales, overtime for the rest of the team, or work that doesn't get done.
A direct-hire recruiter charges once, when the hire starts. RecruitJet's direct hire fee is 25% of first-year compensation, paid on placement, with no upfront fee and a free 90-day replacement guarantee.
| Hiring in-house | RecruitJet direct hire | |
|---|---|---|
| Upfront cost | Job ads and staff time | None |
| Fee | None | 25% of first-year compensation, paid on placement |
| Who screens | Your team | RecruitJet interviews and reference-checks every shortlisted candidate |
| Shortlist | Whoever applies | Typically within 10 business days of kickoff |
| If the hire leaves early | Start again | Free 90-day replacement guarantee |
Is the labor market making it harder?
The Bureau of Labor Statistics (BLS) counted 7.5 million job openings in September 2026, an openings rate of 4.5%, and 5.4 million hires. With more openings than hires each month, good candidates often have more than one option. That favors employers who move quickly and reach people who aren't applying to job ads.
Can you do both?
Yes. You can post the role yourself and bring in a recruiter for the same search. Agree upfront how candidates who apply to you directly are treated, so there is no confusion over who introduced whom.
How do you decide?
Ask three questions: how much each week of vacancy costs you, who on your team will run the process, and whether you have struggled to hire this role before. If the answers point to cost, time or past difficulty, compare the fee with what the empty seat is costing you.
Sources
- SHRM 2026 Recruiting Benchmarking
- BLS Job Openings and Labor Turnover Survey, September 2026 (released 3 November 2026)
See RecruitJet pricing
Local direct hire: interviewed, reference-checked candidates, and one fee when your hire starts.
