Assess before interviewing

Every interview that does not fit costs money. Let us see how much.

Your team does not waste time interviewing. It wastes it interviewing the wrong people. Adjust the numbers to your reality.

Your process, today

Hiring processes per month

How many openings do you open each month?

Interviews per process

On average, how many do you interview per opening?

% that does not fit what you were looking for

Of those you interview, in how many was the person not what the CV showed, and did not move to hiring?

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Average time per interview

In hours. Minimum 1h.

Want to estimate it in money? (optional)

Country / currency

Average cost per hour

Gross salary ÷ hours worked per month, of those involved.

Run a more detailed calculation (for finance)

Extra time per interview

In hours: preparation, coordination and notes.

Written report per candidate (optional)

In hours, if you write a report.

People involved per interview

How many people take part? E.g. recruiter + manager = 2.

Annual salary for the role (optional)

To size the cost of a wrong hire (40% to 200% of salary, depending on the role).

What it costs you, today

Fill in the 4 fields on the left and you will see, in hours, how much time goes into interviews that go nowhere. Want it in money? Open the optional block.

The problem is not interviewing. It is interviewing blind.

The CV tells you who that person was, not who they will be in the role — and today it is inflated with AI. That is why you interview many who do not fit.

And if you leave the assessment for the end, once you already invested hours in a candidate, it is hard to let them go even if the result says no. Assessing before interviewing flips the order: you reach the interview with the best-fit candidates and a report that backs why you moved forward with those and not others.

How do you recover that time? By assessing before, not after.

That time is not recovered by interviewing faster. It is recovered by interviewing fewer people, but the right ones. With online assessments before the interview, the order changes:

You assess online first

Candidates take the tests from home, with nothing to schedule and no time taken from your team.

They arrive ranked by fit

You see a comparable signal for each person and prioritize whom to interview — not blind with the CV.

You interview the top 3–5

The hours that used to go into interviews that did not fit return to focus, with a report that backs your decision.

Send this calculation Generate report (PDF) Share with management

About these figures. The cost of hours is calculated with the values you enter — we estimate nothing for you. The 40% to 200% of annual salary range for a wrong hire is a reference and varies by role, seniority and industry. Sources: Gallup (2026) for the range by job level; SHRM, Human Capital Benchmarking (2025) for cost and quality of hire. Results are a guiding estimate, not a projection.

Estimate based on your own data · reference for a business conversation.
Kokoro supports the decision of whom to interview; you make the final call.

www.testkokoro.com

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Cost of your interview process

Estimate made with your own hiring team’s data.

1 · Data you entered

2 · What it costs you, today

3 · What you could recover

Standard estimate: we assume you recover half (50%) of the time that today goes into interviews that do not fit, by assessing before interviewing. It is a conservative assumption, not a guarantee.

4 · How is that time recovered?

You assess online first. Los candidatos rinden las pruebas desde su casa, sin agendar ni ocupar tiempo del equipo.
They arrive ranked by fit. You see a comparable signal for each person and prioritize whom to interview — not blind with the CV.
You interview the top 3–5. Las horas que antes se iban en entrevistas que no calzaban vuelven al foco, con un reporte que respalda la decisión.

5 · Reference: the cost of a wrong hire

Context reference · not included in the calculation above

Adding replacement, vacancy, onboarding and lost productivity, a wrong hire is estimated at between 40% and 200% of the role’s annual salary, depending on the level.

The next step

Looking at candidates with data before interviewing leaves us with the best-fit ones — and with clear backing when the team asks why we moved forward with this person and not another. Worth a conversation.

Kokoro · Kokoro supports the decision of whom to interview; you make the final call.