90% of companies missed their hiring goals in 2025. Here's the data that explains why.
90% of companies missed their hiring goals in 2025 while time-to-hire keeps climbing. We analyze the data and what top TA teams are doing differently.
GoodTime's 2026 hiring statistics report dropped a headline that should worry every Talent Acquisition leader.
90% of companies missed their hiring goals in 2025. One in three missed by a wide margin. — GoodTime 2026 Hiring Insights Report
And it's not for lack of technology. 99.8% of TA teams already use, pilot, or plan to use AI. The problem isn't the tool. It's where they're applying it.
Time-to-hire keeps climbing
60% of companies reported an increase in time-to-hire in 2025. Only 12% managed to reduce it. — GoodTime 2026 Hiring Insights Report
That means 9 out of 10 organizations are hiring slower or treading water. And while the process drags on, the best candidates accept other offers.
The same report found that 38% of recruiter time goes to scheduling. Coordinating calendars. Not evaluating talent. Not making decisions. Moving calendar blocks.
What top-performing teams do differently
The best TA teams didn't add more candidates to an already overwhelmed process. They did the opposite: simplified the process and standardized evaluation.
Top teams were 74% more likely to keep headcount flat while reorganizing roles, and 20% more likely to use AI agents for interview scheduling. — GoodTime 2026 Hiring Insights Report
The difference wasn't technology. It was operational discipline. The teams that hit their goals didn't have more tools. They had fewer unnecessary steps.
The sales hiring trap nobody touches
In sales roles, the problem is amplified. A typical AE hiring process includes 4-6 rounds: screening, recruiter interview, hiring manager interview, in-person roleplay, panel, offer. Each round adds days and coordination.
But the question is: how many of those rounds actually evaluate whether the candidate can sell?
In most cases, just one. The roleplay. And it's usually round 4 or 5, when you've already invested weeks and dozens of team hours. If the candidate fails there, all that time was wasted.
The alternative: evaluate first, interview later
MentrAI flips the order. The candidate does the sales simulation before the first human interview. In 7-12 minutes, the recruiter has a scorecard with real competency data. Candidates who don't pass don't consume team time. Those who pass arrive at the interview with context.
You don't reduce quality. You reduce noise.
Ready to reduce your time-to-hire? Set up your first simulation in less than 10 minutes.