It’s a question I’ve asked myself hundreds of times in conversations with TA leaders around the world: why do some teams thrive while others struggle?

Hiring is one of the most critical functions in any organization, but getting it right can feel impossible. Many teams are stuck firefighting – chasing open roles, frustrating stakeholders, and leaving candidates in the dark. It’s a cycle that’s all too familiar.

And yet, I’ve also seen incredible innovation. I’ve sat with teams that are redefining what hiring excellence looks like, leveraging data, technology, and strategy to deliver real business impact. These moments are inspiring, but they also serve as a reminder: there’s always room to grow and innovate.

Enter, the Hiring Excellence Maturity Model.

Why a Maturity Model Now?

Over the last decade with SocialTalent, I’ve had the privilege of working with and learning from hundreds of organizations. And through this I’ve seen distinct patterns emerge – common challenges, shared opportunities, and most importantly, pathways to excellence. But 2025 is a turning point. The talent market has shifted dramatically, with AI, automation, and new workflows disrupting traditional practices. Leaders are asking tough questions: “What does great hiring look like now?” and “How do we evolve?”

That’s why we’re creating the Hiring Excellence Maturity Model. This isn’t just a framework; it’s a guide to navigating change. It’s designed to help you assess where you are today, identify where you want to go, and provide a clear roadmap for getting there.

The Problem: You Don’t Know What You Don’t Know

Here’s the thing, however: most organizations don’t realize what’s possible when it comes to hiring. I’ve met teams that proudly showcase their hiring processes, only to realize they’re miles behind the best in the business. And it’s not their fault – they simply haven’t seen what’s out there. On the flip side, I’ve worked with teams at the cutting edge of recruitment, pushing boundaries and setting new standards.

What separates these organizations isn’t just resources or tools, it’s perspective. When you’ve seen true hiring excellence, you can’t unsee it. And once you know what’s possible, you’re compelled to reach for it. That’s the power of this model: it’s about showing you what’s possible and giving you the practical steps to achieve it.

The Solution: SocialTalent’s Hiring Excellence Maturity Model

The model breaks down hiring maturity into five levels, each representing a key stage in the journey:

1. Reactive: Hiring processes are ad-hoc and unstructured, focused purely on immediate needs.
2. Structured: Teams start to develop basic strategies, introducing technology and early collaboration.
3. Scaled: Recruitment aligns with business goals, delivering measurable outcomes and consistent candidate experiences.
4. Strategic: Advanced planning, data-driven decision-making, and integrated diversity initiatives become the norm.
5. Hiring Excellence: Recruitment evolves into a strategic muscle, leveraging AI and innovation to set benchmarks for the industry.

Within this model there are also core components that define each level – Tools, KPIs, Organizational Structures, Processes, and Capabilities.

And it’s important to understand that this journey isn’t always linear. Many organizations operate at different levels across their hiring functions. For example, you might be at a “Strategic” level with candidate experience but still “Reactive” when it comes to leveraging technology. That’s okay. The model is designed to meet you where you are and guide you forward.

Why It Matters

Let me use a simple analogy – hiring is like training for a marathon. You don’t wake up one day and run 26 miles. Instead, you progress through milestones – 5K, 10K, half-marathon – each stage preparing you for the next. It’s the same with hiring maturity. You might be nailing the pacing within your 10K (e.g., candidate experience) but still struggling with your diet and shoes (e.g., tools and technology). The key is knowing where you are and what’s needed to level up.

Hiring is no longer just a function either, it’s a strategic differentiator. Companies that prioritize hiring as a core business activity consistently outperform their competitors. They attract better talent, build stronger cultures, and achieve more ambitious goals.

But the stakes are higher than ever. Candidates expect seamless, personalized experiences. Leaders need frameworks to make informed decisions. And organizations are under pressure to adapt quickly to a changing landscape. The Hiring Excellence Maturity Model is our way of helping you rise to the occasion.

Over the next decade, I believe this framework will become an essential tool for organizations looking to navigate change. And I have to stress, it’s not about reinventing the wheel – it’s about helping you prioritize what matters, scale effectively, and achieve hiring excellence.

Reflect and Engage

So, where are you today? Are you stuck in reactive hiring? Have you started building structure and scale? Or are you aiming for strategic excellence? Wherever you are, the important thing is to look around and start moving forward..

Over the coming editions of this newsletter, I’ll break down each core component of the model, starting with “Tools”, showing you what excellence looks like through every stage of the model, and providing practical insights to help you progress and take your hiring to the next level.

What’s Next

Next week, we’ll dive into the first core element of the model (“Tools”) and explore how to move from basic to exceptional under this umbrella. But remember, this journey isn’t just about improvement; it’s about transformation. Whether you’re running your first 5K or aiming for a marathon, we’re here to guide you every step of the way!