Bad Hires cost more
than you know.

Most companies underestimate the bill because they only count salary.

When a hire fails, the damage rarely shows up on one line of the P&L. It hides in turnover, lost productivity, management time, and roles that never quite deliver. This page puts a conservative dollar figure on that cost, based on the roles you plan to hire for. Use the calculator below to see how this shows up across your roles.

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A simple way to estimate the cost of bad hiring decisions.

Use the calculator below to select the job families you plan to hire for. We estimate the financial impact of early turnover and mis-hires based on widely observed hiring outcomes.

Then we show what typically happens when companies prevent those failures by measuring job fit before the interview stage when hiring decisions are still cheap to change.

The assumptions behind this calculator are not theoretical. They are drawn from validated hiring outcomes across thousands of roles, spanning revenue, technical, operational, and frontline jobs. We deliberately bias the model toward caution. If anything, this understates what poor hiring decisions typically cost.

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Estimated savings

$0

Total hires

0

Typical ROI payback period

For teams hiring 10+ roles annually

Savings are estimated using your projected annual hires. We assume:

  • 20% of hires result in early turnover or clear underperformance
  • 30% of salary as the cost to replace a hire
  • A 33% reduction in those outcomes when job fit is measured early

In many roles, early failure rates and replacement costs are higher. We cap them here to keep the estimate conservative. This is a directional estimate, not a quote.

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Tip: When you select a job family, hires default to 1 so you see value instantly.
Illustration of a burnt out worker.

Why bad hires cost more than you think

A bad hire is not only someone who leaves. It's also someone who:

  • Takes longer to reach full productivity
  • Misses expectations while consuming management attention
  • Creates friction across teams

Multiply that effect across multiple roles, and the cost becomes structural.

Illustration of two workers happily collaborating.

What happens when hiring starts with fit

When companies introduce objective, role-specific signals early:

  • Fewer hires fail fast
  • Managers spend less time course-correcting
  • Hiring becomes a measurable investment, not a recurring tax

That is the ROI this calculator illustrates.

FAQ

Plum is a pre-employment assessment platform that helps companies reduce bad hires by measuring job fit early in the hiring process.

Plum uses validated behavioral and cognitive science to assess durable skills, motivation, and work-related traits that predict performance and retention in specific roles. These insights help hiring teams make more accurate, fair, and consistent decisions before interviews begin.

This hiring ROI calculator estimates the cost of bad hires based on the roles you plan to hire for and widely observed hiring outcomes.

It models the financial impact of early turnover and underperformance, then estimates potential savings when companies reduce those outcomes by using predictive, role-specific assessments earlier in the funnel.

The results are intentionally conservative and directional, not a quote.

A bad hire typically falls into one of two categories:

  • A hire who underperforms relative to the role’s expectations
  • A hire who leaves early due to poor fit

Both outcomes create real costs through replacement, lost productivity, and management time. This calculator accounts for both performance risk and retention risk.

Plum helps prevent bad hires by measuring job-relevant traits that resumes and interviews do not reliably capture.

Instead of relying on past experience or subjective impressions, Plum assesses durable skills, motivation, and cognitive demands aligned to each role. This gives hiring teams objective signals early, so they focus interviews on candidates who are more likely to perform and stay.

These estimates are best viewed as a validated starting point.

Your actual hiring ROI may be higher or lower depending on factors like compensation bands, turnover rates, and role complexity. Many teams book a demo to model results using their own hiring data for greater precision.

No. Plum is designed to strengthen them.

By providing objective, role-aligned insights early, Plum helps recruiters and hiring managers spend more time on the right candidates and run more structured, effective interviews.

Plum measures work-relevant traits rather than pedigree-based proxies like school, job titles, or networks.

The platform is designed to support fair, consistent decision-making and is regularly audited for bias in line with emerging AI and employment regulations.

Yes. Plum is commonly used in high-volume and early-career hiring where the cost of bad hires compounds quickly.

Because assessments are automated and role-specific, teams can evaluate large candidate pools efficiently while maintaining quality and fairness.