Stopped measuring TA on time-to-fill. Here's what we measure now and what changed

I'm an HR lead at a mid-sized manufacturing company and for the longest time our talent acquisition team had one KPI and one KPI only, which was time-to-fill. We were crushing it every quarter, hitting targets, getting pats on the back, but our 12-month turnover was sitting at 31% and something just wasn't adding up.

So about two years ago we scrapped time-to-fill entirely and switched to three things we actually cared about:

-90-day new hire retention, basically are people even sticking around past the honeymoon phase

-Hiring manager NPS, one quick survey 30 days post-hire asking if they got the right person

-Cost per quality hire, where ""quality"" means someone who stays past 6 months

Fast forward 18 months, turnover dropped from 31% to 19% which is honestly wild for our industry. Time-to-fill went up by about a week and raw cost per hire went up too, but cost per quality hire went way down because we weren't constantly backfilling the same roles.

The big lesson for me is that speed metrics in HR just create the wrong incentives. You start optimizing for butts in seats instead of adding real value, and recruiters end up rushing offers to people who were never gonna stay. I wanna know if anyone here has ditched time-to-fill and what you moved to instead.