{"id":76,"date":"2026-08-16T09:25:57","date_gmt":"2026-08-16T09:25:57","guid":{"rendered":"https:\/\/smallhrtools.com\/blog\/?p=76"},"modified":"2026-10-19T17:26:45","modified_gmt":"2026-10-19T17:26:45","slug":"time-to-fill-vs-time-to-hire","status":"publish","type":"post","link":"https:\/\/smallhrtools.com\/blog\/time-to-fill-vs-time-to-hire\/","title":{"rendered":"Time to Fill vs Time to Hire: The Difference, the Benchmarks, and Which One to Report"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 ez-toc-wrap-left counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/smallhrtools.com\/blog\/time-to-fill-vs-time-to-hire\/#One_hire_both_clocks\" >One hire, both clocks<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/smallhrtools.com\/blog\/time-to-fill-vs-time-to-hire\/#Definitions_vary_%E2%80%93_pick_one_and_write_it_down\" >Definitions vary &#8211; pick one and write it down<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/smallhrtools.com\/blog\/time-to-fill-vs-time-to-hire\/#Benchmarks\" >Benchmarks<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/smallhrtools.com\/blog\/time-to-fill-vs-time-to-hire\/#Which_one_should_you_report\" >Which one should you report?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/smallhrtools.com\/blog\/time-to-fill-vs-time-to-hire\/#Reducing_each_number_%E2%80%93_different_levers\" >Reducing each number &#8211; different levers<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/smallhrtools.com\/blog\/time-to-fill-vs-time-to-hire\/#Frequently_Asked_Questions_%E2%80%93_FAQs\" >Frequently Asked Questions &#8211; FAQs<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/smallhrtools.com\/blog\/time-to-fill-vs-time-to-hire\/#Can_Time_to_Hire_exceed_Time_to_Fill\" >Can Time to Hire exceed Time to Fill?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/smallhrtools.com\/blog\/time-to-fill-vs-time-to-hire\/#Calendar_days_or_working_days\" >Calendar days or working days?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/smallhrtools.com\/blog\/time-to-fill-vs-time-to-hire\/#What_about_internal_transfers\" >What about internal transfers?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/smallhrtools.com\/blog\/time-to-fill-vs-time-to-hire\/#Is_a_very_short_Time_to_Fill_always_good\" >Is a very short Time to Fill always good?<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n\n<p class=\"wp-block-paragraph\"><strong>Short answer:<\/strong> <strong>Time to Fill<\/strong> measures how long a <em>vacancy<\/em> stays open &#8211; from the day the requisition is approved to the day a candidate accepts the offer. <strong>Time to Hire<\/strong> measures how fast a <em>candidate<\/em> moves &#8211; from the day they enter your pipeline to the day they accept. Fill is a business\/capacity metric; Hire is a process-speed and candidate-experience metric. Time to Hire is always \u2264 Time to Fill for the same hire, and confusing them makes your recruiting reports look either much better or much worse than reality.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"One_hire_both_clocks\"><\/span>One hire, both clocks<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Follow a single requisition for a support engineer:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#8220;<code>\nMar 3    Requisition approved            \u2500\u2500 Time to Fill clock STARTS\nMar 10   Job posted (7 days lost to JD approval &amp; posting)\nMar 24   Deepa applies                   \u2500\u2500 Time to Hire clock STARTS\nMar 27   Recruiter screen\nApr 3    Technical interview\nApr 10   Panel + manager round\nApr 15   Offer extended\nApr 21   Deepa accepts                   \u2500\u2500 BOTH clocks STOP\n<\/code>&#8220;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Time to Hire = 24 Mar \u2192 21 Apr = 28 days<\/strong> (the candidate&#8217;s journey)<\/li>\n\n\n\n<li><strong>Time to Fill = 3 Mar \u2192 21 Apr = 49 days<\/strong> (the business&#8217;s wait)<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The 21-day gap between the two numbers is itself diagnostic. It&#8217;s made of <em>pre-candidate<\/em> time: JD wrangling, approval loops, posting delays, and the sourcing window before the eventual hire showed up. A long Fill with a short Hire means your <em>process<\/em> is fine but your <em>sourcing or approvals<\/em> are slow. A long Hire means the funnel itself drags &#8211; interviews spread over weeks, slow feedback, slow offers. Same total, completely different fixes. Measure both: <a href=\"https:\/\/smallhrtools.com\/tools\/time-to-fill-calculator\/\">Time to Fill Calculator<\/a> \u00b7 <a href=\"https:\/\/smallhrtools.com\/tools\/time-to-hire-calculator\/\">Time to Hire Calculator<\/a>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"572\" src=\"https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Hiring_timeline_infographic-1024x572.jpg\" alt=\"Hiring Timeline Infographic\" class=\"wp-image-331\" srcset=\"https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Hiring_timeline_infographic-1024x572.jpg 1024w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Hiring_timeline_infographic-767x428.jpg 767w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Hiring_timeline_infographic-300x167.jpg 300w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Hiring_timeline_infographic.jpg 1376w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Definitions_vary_%E2%80%93_pick_one_and_write_it_down\"><\/span>Definitions vary &#8211; pick one and write it down<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Part of the confusion is that published definitions genuinely disagree. Some sources start Time to Hire at <em>application<\/em>; others at <em>first recruiter contact<\/em>; a few start Time to Fill at <em>job posting<\/em> rather than requisition approval. None of them is &#8220;wrong&#8221; &#8211; but mixing definitions makes your numbers incomparable across months and meaningless against benchmarks.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Our recommendation (and what SmallHRTools&#8217; calculators use):<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Metric<\/th><th>Starts<\/th><th>Stops<\/th><\/tr><\/thead><tbody><tr><td><strong>Time to Fill<\/strong><\/td><td>Requisition approved<\/td><td>Offer accepted<\/td><\/tr><tr><td><strong>Time to Hire<\/strong><\/td><td>Candidate enters pipeline (applies, or is first contacted if sourced)<\/td><td>Offer accepted<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Both stop at offer <em>accepted<\/em>, not offer sent &#8211; negotiation and hesitation time is real time, and it&#8217;s often where deals die (see your <a href=\"https:\/\/smallhrtools.com\/tools\/offer-acceptance-rate-calculator\/\">Offer Acceptance Rate<\/a> if the gap between sent and accepted is chronic). Document your start\/stop rules in one paragraph in your ATS or HR handbook. Consistency beats correctness here.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Benchmarks\"><\/span>Benchmarks<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Cross-industry surveys put <strong>average Time to Fill around 40-45 days<\/strong>, with wide spread by role:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Segment<\/th><th>Typical Time to Fill<\/th><th>Typical Time to Hire<\/th><\/tr><\/thead><tbody><tr><td>High-volume \/ hourly \/ retail<\/td><td>14-25 days<\/td><td>&lt; 15 days<\/td><\/tr><tr><td>Mid-level professional<\/td><td>35-50 days<\/td><td>15-30 days<\/td><\/tr><tr><td>Senior engineering \/ specialised<\/td><td>50-70 days<\/td><td>30-45 days<\/td><\/tr><tr><td>Executive search<\/td><td>90+ days<\/td><td>45+ days<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Treat these as directional. The more useful benchmark is <strong>your own trailing median by role family<\/strong> &#8211; a 55-day fill for a niche ML role can be excellent while a 55-day fill for a support agent is a process failure. Batch mode in the <a href=\"https:\/\/smallhrtools.com\/tools\/time-to-hire-calculator\/\">Time to Hire Calculator<\/a> gives you median and spread from your last 10-20 hires in a couple of minutes.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"572\" src=\"https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Infographic_showing_hiring_time-1024x572.jpg\" alt=\"Infographic Showing Hiring Time\" class=\"wp-image-333\" srcset=\"https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Infographic_showing_hiring_time-1024x572.jpg 1024w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Infographic_showing_hiring_time-300x167.jpg 300w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Infographic_showing_hiring_time-767x428.jpg 767w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Infographic_showing_hiring_time.jpg 1376w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Which_one_should_you_report\"><\/span>Which one should you report?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Report <strong>both, to different audiences<\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Time to Fill \u2192 leadership and finance.<\/strong> It answers &#8220;how long will that seat be empty?&#8221; &#8211; which drives revenue coverage, team overload, and the vacancy costs we modelled in the <a href=\"https:\/\/smallhrtools.com\/blog\/real-cost-of-employee-turnover-worked-model\/\">turnover-cost post<\/a>. Fill time is also the number that headcount planning needs: if fills take 50 days, requisitions must open 50 days before the need. (<a href=\"https:\/\/smallhrtools.com\/tools\/headcount-planning-calculator\/\">Headcount Planning Calculator<\/a>.)<\/li>\n\n\n\n<li><strong>Time to Hire \u2192 the recruiting team and hiring managers.<\/strong> It answers &#8220;how fast does our funnel move a candidate?&#8221; &#8211; the lever recruiters actually control. Feedback SLAs, interview scheduling, and offer turnaround all show up here, and it&#8217;s the number candidates <em>feel<\/em>.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The anti-pattern is reporting only one. Fill-only reporting blames recruiters for approval delays they don&#8217;t control; Hire-only reporting hides three weeks of pre-posting bureaucracy from leadership entirely.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Reducing_each_number_%E2%80%93_different_levers\"><\/span>Reducing each number &#8211; different levers<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>To cut Time to Fill (the pre-candidate segment):<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Pre-approved JD templates per role family &#8211; the Mar 3\u219210 week in our example is pure template debt.<\/li>\n\n\n\n<li>Evergreen requisitions and warm pipelines for roles you hire repeatedly.<\/li>\n\n\n\n<li>A requisition SLA: approval to posting in 48 hours.<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>To cut Time to Hire (the funnel segment):<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>24-hour interviewer feedback SLA &#8211; elapsed hiring time is mostly waiting, not interviewing.<\/li>\n\n\n\n<li>Book the next round at the moment the previous one passes, not by email round-trips days later.<\/li>\n\n\n\n<li>Compress rounds: a half-day onsite beats four interviews across three weeks, and top candidates are off the market in ~10 days.<\/li>\n\n\n\n<li>Pre-approve the offer band so the offer goes out the day the debrief ends.<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">If your recruiters are simply overloaded, no SLA will save you &#8211; check load per recruiter against the <a href=\"https:\/\/smallhrtools.com\/tools\/recruiter-capacity-calculator\/\">Recruiter Capacity Calculator<\/a> before blaming the process.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"572\" src=\"https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Infographic_comparing_hiring_metrics-1024x572.jpg\" alt=\"Infographic Comparing Hiring Metrics\" class=\"wp-image-335\" srcset=\"https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Infographic_comparing_hiring_metrics-1024x572.jpg 1024w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Infographic_comparing_hiring_metrics-300x167.jpg 300w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Infographic_comparing_hiring_metrics-767x428.jpg 767w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/08\/Infographic_comparing_hiring_metrics.jpg 1376w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Frequently_Asked_Questions_%E2%80%93_FAQs\"><\/span>Frequently Asked Questions &#8211; FAQs<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n<div id=\"rank-math-faq\" class=\"rank-math-block\">\n<div class=\"rank-math-list \">\n<div id=\"faq-question-1792430743926\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><span class=\"ez-toc-section\" id=\"Can_Time_to_Hire_exceed_Time_to_Fill\"><\/span><strong>Can Time to Hire exceed Time to Fill?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>Not for the same hire, using consistent definitions &#8211; the pipeline-entry date can&#8217;t precede requisition approval by definition of the vacancy. If your numbers show it, a candidate from an old pipeline was attached to a new requisition; decide how your policy handles re-engaged candidates.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1792430755526\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><span class=\"ez-toc-section\" id=\"Calendar_days_or_working_days\"><\/span><strong>Calendar days or working days?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>Calendar days for external benchmarking (surveys use them); working days for internal SLAs. Both calculators support either &#8211; just don&#8217;t mix them in one report.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1792430768821\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><span class=\"ez-toc-section\" id=\"What_about_internal_transfers\"><\/span><strong>What about internal transfers?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>Count the fill (the seat was empty and is now filled) but track internal fills separately &#8211; their Time to Hire is structurally shorter and inflates your average if blended.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1792430788015\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><span class=\"ez-toc-section\" id=\"Is_a_very_short_Time_to_Fill_always_good\"><\/span><strong>Is a very short Time to Fill always good?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>Mostly, but check quality-of-hire (90-day attrition, hiring-manager satisfaction) alongside. A fast fill that leaves in four months costs more than a slow fill that stays &#8211; that&#8217;s the <a href=\"https:\/\/smallhrtools.com\/blog\/real-cost-of-employee-turnover-worked-model\/\">turnover math<\/a> again.<\/p>\n\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Calculators referenced: <a href=\"https:\/\/smallhrtools.com\/tools\/time-to-fill-calculator\/\">Time to Fill<\/a> \u00b7 <a href=\"https:\/\/smallhrtools.com\/tools\/time-to-hire-calculator\/\">Time to Hire<\/a> \u00b7 <a href=\"https:\/\/smallhrtools.com\/tools\/offer-acceptance-rate-calculator\/\">Offer Acceptance Rate<\/a> \u00b7 <a href=\"https:\/\/smallhrtools.com\/tools\/recruiter-capacity-calculator\/\">Recruiter Capacity<\/a> \u00b7 <a href=\"https:\/\/smallhrtools.com\/tools\/headcount-planning-calculator\/\">Headcount Planning<\/a> \u00b7 <a href=\"https:\/\/smallhrtools.com\/tools\/cost-per-hire-calculator\/\">Cost Per Hire<\/a>. Benchmark ranges are directional, drawn from published cross-industry surveys; your own trailing medians by role family are the benchmark that matters.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Time to Fill vs Time to Hire: know the differences, benchmarks, and how to report them to your executive team.<\/p>\n","protected":false},"author":1,"featured_media":77,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-76","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-guides"],"_links":{"self":[{"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/posts\/76","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/comments?post=76"}],"version-history":[{"count":6,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/posts\/76\/revisions"}],"predecessor-version":[{"id":336,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/posts\/76\/revisions\/336"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/media\/77"}],"wp:attachment":[{"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/media?parent=76"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/categories?post=76"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/tags?post=76"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}