Recruiting That Multiplies Performance
At KeHalo, hiring isn’t overhead — it’s your highest-impact business driver,
delivering measurable RHP (Return on Hiring Performance) with predictable, proven results.
Here’s how:
• Up to 6X RHP (Return on Hiring Performance) in the first 3 years
• Strategic alignment across Finance & Operations
• 3-Year Retention Guarantee (100% honored since 1999)
• AlignPay™: Flexible 6–12 month payment terms
Recruit with confidence. Scale with certainty and profitability.
KeHalo RHP (Return on Hiring Performance): KeHalo recruiting isn’t overhead cost. It’s a performance multiplier — turning hiring into your highest-yield allocation with measurable outcomes.
Stop treating hiring as “cost-per-hire” — the blind spot draining millions while keeping Finance & Ops misaligned
Using cost-per-hire today is like running your business on revenue while ignoring profit — common, but dangerously incomplete. With KeHalo’s Total Team Success™ system, hiring shifts from cost counting to strategic allocation — aligning Finance & Ops and delivering up to 6× RHP (Return on Hiring Performance) in just 3 years.
Since 1999, we’ve helped leaders double their A-level hires — better-aligned people who stay longer, perform higher, and drive sustainable growth.
Protected by our 3-Year Retention Guarantee (100% honored since 1999) and AlignPay™ flexible 6–12 month terms.
Our presentations are based on conservative estimates & real-world outcomes observed with KeHalo’s clients over the past 26+ years, since 1999, and aligned with research from the Society for Human Resource Management, the Harvard Business Review, McKinsey & Company, and other credible sources.
By the Numbers
- 94% placement success on searches KeHalo accepts
- 90% of candidates we present get interviewed
- 26+ years, since 1999, across 37 U.S. states — 100% guarantee honor record
- Focus: SMEs, privately held companies (15–500 employees)
FROM BANKRUPTCY TO $7M+ IN MEASURABLE PERFORMANCE UPSIDE — IN JUST 5 MONTHS
A bankrupt $35M manufacturing subsidiary ranked last out of 13 sites.
After 7 A-level hires through KeHalo in 4 months:
Culture transformed
Turnover eliminated
#1 ranking out of 13 sites by month 5
$3M+ monthly in avoided losses + $4M+ monthly in productivity gains
Parent company reinvested instead of divesting this once-bankrupt $35M subsidiary
Per Kevin T., VP HR, U.S. Operations, Building Systems and Hardware Supplier
Cost-per-Hire (CPH) vs Return on Hiring Performance (RHP)
Many companies obsess over cost-per-hire — creating one of the most expensive recurring losses in business: hiring the wrong person. On the other hand, hiring the right person — the right way — is one of the highest-yielding investments you can make (often 8× higher than private equity, venture capital, or hedge funds). That’s why KeHalo reframes hiring as capital allocation that compounds.
This page shows you exactly why. Not theory. Not “soft” benefits.
✅ Real numbers.
✅ Conservative modeling.
✅ Proven outcomes.
Scroll down to see your 3-year Return on Hiring Performance (RHP) and NPHV (Net Present Hiring Value) models with KeHalo — and why our approach outperforms almost any other investment you can make in your company. Hiring Right Pays Off — Literally.
How to use it
• Move the Salary slider/ hover over any point to see your anticipated conservative RHP (Return on Hiring Performance) (3-year net Return on Hiring Performance) at that salary level.
• Tooltips reveal the net return per $1 invested when hiring A-level talent through KeHalo vs. a “good enough” hire (all costs and ramp time factored).
Why it matters
This isn’t about spending more — it’s about capital allocation that multiplies when you hire and keep A-level contributors.
Example (Salary: $100,000)
• $6.34 total returned per $1 invested over three years → 534% net RHP (≈ 178% per year).
• All measured after costs (sourcing, relocation, onboarding, training).
How to use it
Slide (or hover) across salary levels to see the NPHV (Net Present Hiring Value), the impact of your decision (in today’s dollars) to hire A-level talent through KeHalo versus a “good enough” hire. NPHV reflects the three-year performance difference after sourcing, relocation, onboarding, and training.
Example (Salary: $100,000)
Conservatively, the present value of hiring A-level talent through KeHalo instead of a “good enough” hire is approximately:
- $590,000 at a 6% discount rate, $590K NPHV
- $550,000 at a 10% discount rate
- $510,000 at a 14% discount rate
Why KeHalo Beats “In-House Only” Recruiting
(for Return on Hiring Performance that Compounds)
| What matters | Internal recruiting | KeHalo Total Team Success™ |
|---|---|---|
| Cash flow & risk | Sticker cost looks lower but excludes the real costs of longer vacancy, more turnover, rehire, training costs, higher costs due to reduction of individual and team productivity, and no safety net | AlignPay™ flexible installments; 3-Year Retention Guarantee — the strongest in the industry |
| Total return on hiring | Often unmeasured; can net near 0% or worse after delays and fall-offs | Measured RHP & NPV — role-by-role models |
| Time-to-fill & vacancy cost | Hiring cycles stretch out; monthly vacancy impact accumulates. 71% of U.S. employers struggle to find needed talent. Only 64% feel they can accurately assess candidates’ skills today.Cost of Delays = $10K–$50K+ per month per open role. | Faster time-to-fill cuts vacancy cost immediately |
| Quality & fit | Keyword screens + speed; uneven vetting for mindset / culture / results. Only 19% of new hires meet expectations in 12 months. | Rigorous, expert vetting for mindset, culture, and outcomes — engineered for 3-year success vs. just showing up on Day 1. |
| Access to talent | Competes on job boards for active applicants. Only 68% of employers believe they can secure enough candidates simply by posting job advertisements. | Vast network developed in 26+ years, including proactive reach to passive A‑players |
| Leadership focus | Recruiting drags HR & execs off strategy | We run the system end-to-end so leaders can focus on growth |
| Retention & support | Limited onboarding / retention help; capacity constraints of too many job requisitions, and too few recruiters with the right experience. | 3-Year Retention Support (honored 100% since 1999) + leadership tools |
| Technology & process | Applicant Tracking Systems are typically optimized for “fill the seat” throughput and speed over fit. Nearly 9 in 10 employers say qualified candidates are screened out by exact-match filters. | AI-assisted matching + expert evaluation for precision hires | AI-assisted matching + expert evaluation for precision hires |
| Outcome | Seat filled; higher risk of an average hire and wasted spend. RHP uncertain. | A‑level hires; strategic advantage; measurable RHP (modeled RHP / NPHV) |
The Hidden Cost of “Good Enough” Hires
“Good enough” isn’t good enough.
- 46% of new hires fail within 18 months
- Mis-hire cost reality: Direct replacement cost is ≈ 7.5 months’ salary (midpoint of widely cited 6–9 month range).
- Total replacement often runs ~0.5×–2× annual salary; broader mis-hire drag can reach ~5×–15× annual salary at senior levels (role/market dependent).
You wouldn’t accept 3% returns on your investments.
So why accept 0% RHP — or worse — on your hires?
Why KeHalo Delivers Multiplying RHP + NPHV
The A-Level Difference & A-Level Hires Through KeHalo:
- Roughly the top 20% drive ~80% of organizational output (Harvard Business Review).
- High-performers may generate ~80% of a business’s profitswhile representing the top 3%–20% of team members (Harvard Business Review).
- In repetitive, transactional roles, top performers are typically ~2-3x as productive as others(Harvard Business Review.
- Across job types, top performers average ~4× the output of peers — and in high-complexity roles can reach ~8× (McKinsey & Company).
- Topgrading defines an A-player as the top 10% of available talent for the role.
- Key: Hire and keep more A-players: Protected by KeHalo’s 3-Year Retention Guarantee (18× the industry standard).
- AlignPay™: Hire A-level now, protect cash flow, covered from Day 1 — with 6–12 month flexible installment terms.
KeHalo: Built for leaders who hire like it matters — and for A-levels who stay because it does.
KeHalo RHP: The Only Recruiting Investment That Pays for Itself — and Then Some.
With KeHalo, recruiting isn’t overhead. It’s a capital multiplier
— turning hiring into your highest-yield allocation with predictable returns.
“The ability to make good decisions about people represents one of the last reliable sources of competitive advantage — since very few organizations do it well.”
— Peter Drucker, Father of Modern Management
“The team you build is the company you build.”
— Vinod Khosla, Billionaire Investor