#Recruitment Metrics

[amansalve]

What’s Missing From Your Recruitment Metrics? Tracking ‘Cost-Per-Quality-Applicant’ Can Bridge the Gaps

Once considered groundbreaking for the HR industry, data and analytics are now a key business driver for companies looking to maximize budget, improve hiring KPIs, strengthen employee retention and engagement, and more. In today’s market, most businesses are tracking their recruitment marketing investments to get a better understanding of their costs and performance in order to enhance their talent acquisition (TA) strategy. These metrics, including job ad impressions, clicks, and application volume, allow HR and TA professionals to make data-driven decisions that strategically inform their campaigns.

While there is a plethora of insights to be gained from these various advertising metrics, it’s crucial that businesses track quality data allowing them to connect the dots between the top-of-funnel campaign performance and the recruitment process.

Understanding Current Recruitment Metrics

Today’s labor market leaves many recruiting teams stretched thin and struggling to get the right amount of HRIS or data analytics support to fully grasp the return on investment from their recruitment advertising.

The most basic metrics, while still helpful, focus more on quantity over quality. Using this approach can result in hidden costs and inefficiencies as many HR professionals are left without specific insights about what channels are driving quality candidates to their career sites.

Oftentimes, the go-to performance metrics for recruitment advertising campaigns are impressions or clicks, measuring how many people have seen or engaged with a particular campaign. However, the conversion from impression to click (known as click-through rate or CTR) does not typically equate to a full application or, more importantly, a quality application. There’s a large disconnect in the industry as to which sources are driving applicants to make it further in the recruitment process, but analytics tied to quality metrics can help bridge this gap.

The Call to Measure Quality Metrics

Quality metrics take into account an organization’s recruitment operations and functionality, providing insight into the dynamic nature of priority job openings that attract top talent. It’s important to keep in mind that “quality” is not a one-size-fits-all.

The quality metric that works for a particular organization can and likely will be different from others depending on specific objectives and the recruitment process. For instance, evaluating cost per applicant (CPA), cost per quality applicant (CPQA), and cost per hire (CPH) can help produce more accurate metrics than simply relying on time-to-fill or quantity of applicants.

CPQA is a significant measurement because it provides insight into how much a company has invested in a campaign to yield a “qualified” candidate for a particular role. Additionally, evaluating CPH identifies the cost of bringing a candidate into the recruiting process and ultimately, over the finish line as a hire for an organization. Knowing how much it costs to secure a qualified applicant and ultimately a hire provides essential insight for HR teams to forecast recruitment budgets based on the number of hires needed, better align with workforce plans and long-term business goals, and create enhanced strategies that further optimize output via recruitment marketing channels.

Transform Business Operations with CPQA

Given a better understanding of advertising and applicant performance, teams can level up their recruitment marketing strategy even further. Leveraging reporting through an applicant tracking system (ATS) allows visibility into quality metrics so HR teams can better execute their recruiting initiatives and hiring objectives that correspond with overall business operations.

Having an understanding of the channels that drive more qualified candidates can positively impact job satisfaction. By attracting better-suited candidates, organizations can improve long-term employee retention. Under these circumstances, business operations are enhanced because of cost-effective recruitment sources and reduced turnover rates.

Lastly, and of equal importance, data-driven insights provide enriched strategic planning that benefits employer branding. Developing recruitment strategies that align with a company’s growth plan, identity, and offerings only maintains a stronger feedback loop of quality candidates.

How to Implement CPQA into the Recruitment Process

To measure CPQA, one must first understand an organization’s unique recruitment process. This may involve working with the ATS administrator or HRIS team to define what the various stages of the recruitment process look like. The stages within a sample recruitment workflow could be New Applicant, Initial Review, Phone Screen, Hiring Manager Review, Hiring Manager Interview, Offer, and Hire. Keep in mind, depending on organizational structure, the stages within this process could vary between different groups or functional areas.

Thirdly, track applicants associated with each recruitment channel. When activating recruitment marketing campaigns, establish source tracking tied to each advertising channel, as defined within the ATS. Since each ATS captures source tracking differently, pay attention to how these source codes are appended to campaign URLs. The origination of a job seeker’s click can offer further insight into what advertising channels are working. Again, this may involve working internally with the HRIS team and/or recruitment marketing agency partner.

From there, measure costs and calculate CPQA/CPH for different channels. Ensure that there is a handle on the costs tied to each advertising channel the team is leveraging for recruitment marketing efforts. Capturing and centralizing these costs is paramount to measuring CPQA and ultimately CPH.

Quality is Calling: Reevaluate Your Metrics Today

In today’s quickly evolving job market, these types of data-driven insights provide organizations the ability to make strategic decisions to revolutionize the workforce, HR teams, and business operations. Better analytics and a more dynamic recruiting channel strategy allow organizations to shift their budget toward more flexible pay-per-performance and employer branding channels instead of being locked away in underperforming initiatives. Begin capturing quality metrics to build better recruitment marketing campaigns that reinforce employer brand and increase quality applicant flow, leading to more easily filled roles and better return on investment.

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[counterattacker]

Working on a custom-painted Lfrith Thorn! The V-fins turned out awesome!

[jobboardsoftware]

The Top 10 Recruiting Metrics That Actually Drive Better Hires

Recruiting has evolved from a “gut-feel” process into a data-driven strategy. In today’s hyper-competitive talent market, recruiters are expected to think like marketers and act like analysts. That means measuring what matters—not vanity metrics, but KPIs that directly influence hiring quality, speed, and cost-efficiency. In this blog, we’ll explore the top 10 recruiting metrics that truly…

[hiremerms]

Want to ensure your recruitment efforts are on track? Discover the 5 must-track metrics for measuring success in your hiring process! 

 1. Time to Fill 

2. Quality of Hire 

3. Candidate Satisfaction 

4. Source of Hire 

5. Cost per Hire 

Are you harnessing the power of an ATS to track these crucial recruitment metrics? Try HireME ATS for free now: https://www.hireme.cloud/contact-us 

[hammadchauhdary]

Evaluating Recruiting Metrics: “Speed to Hire” vs. “Time to Fill”

Understanding and harnessing the power of recruiting metrics is paramount to unlocking success. Among the myriad of metrics, two stand out as critical indicators of an organization's recruitment efficiency: "Speed to Hire" and "Time to Fill."

In the pursuit of top talent, the speed at which a vacancy is filled can significantly impact an organization's competitive edge. This is where "Speed to Hire" comes into play. It measures the elapsed time from the initiation of the recruitment process to the moment a candidate accepts an offer. A shorter speed to hire indicates streamlined processes, efficient decision-making, and agility in securing top talent.

Conversely, "Time to Fill" encompasses the entire recruitment cycle, including the time taken to identify the need for a new hire, advertise the position, screen candidates, conduct interviews, and extend an offer. While a shorter time to fill is desirable, it must be balanced with the quality of hires to avoid compromising long-term organizational goals.

Achieving mastery in recruiting metrics involves striking a delicate balance between speed and precision. It requires a deep understanding of the unique needs and nuances of the organization, coupled with the agility to adapt to changing market dynamics.

Implementing strategies to optimize speed to hire and time to fill involves leveraging technology, streamlining processes, and fostering collaboration between hiring managers and HR professionals. Leveraging applicant tracking systems (ATS), utilizing data analytics to identify bottlenecks, and implementing targeted recruitment marketing campaigns are just a few examples of strategies to enhance recruitment efficiency.

Furthermore, nurturing a positive candidate experience throughout the recruitment process is essential. Transparent communication, timely feedback, and personalized interactions can significantly impact a candidate's perception of the organization, influencing their decision to accept an offer and potentially becoming advocates for the employer brand.

In conclusion, mastering recruiting metrics is not just about accelerating the hiring process; it's about achieving the delicate balance between speed, quality, and candidate experience. By embracing data-driven insights, leveraging technology, and fostering a culture of collaboration, organizations can unlock success in their talent acquisition endeavors.

For further insights on evaluating recruiting metrics and mastering the recruitment process, delve into our comprehensive guide on "Evaluating Recruiting Metrics: “Speed to Hire” vs. “Time to Fill”".

[sprintrecruiting]

Recruiting Metrics - How Recruiting Can Tell Its Own Story

During a recent panel, I was asked how I used recruiting metrics to change the narrative around recruiting. The truth is: Data reigns supreme. Every department within an organization is expected to harness the power of data to demonstrate its value and contribute to the company’s success. For recruiting leaders, this means leveraging recruiting metrics to tell their own story and showcase the…

[tarysande]

The best part about coming back to the source material after a looooong time is you sorta get a fresh look at canon in comparison to whatever the dominant strains of fanon have become. Or, in fact, whatever your own dominant strains of headcanon have become.

I mean, yes, Garrus “I’m not a good turian” Vakarian gets infinitely cooler (and more competent!) by pretty much every metric as the storyline progresses. He does. But fresh out of ME1 and into ME2 through his recruitment, I find myself genuinely amused by how thin the veneer of badass is over a pretty dominant core of straight-up nerd sprinkled with idealism mixed with self-doubt.

When you have Garrus in the squad all the time (and thus get all his ambient dialogue and remarks), you really pick up on the number of times he calls out bad behavior, unethical actions, cruelty, and rule-breaking, especially in ME1.

He’s not actually a hothead who can’t abide rules of any kind. In fact, most of the time he’s pretty pro-law-and-order, and he gets amusingly hall-monitorish when people are breaking rules he considers important and worth following.

Fundamentally, Garrus chafes when his sense of what is just is at odds with what the authorities do about that injustice (or what they stop him from doing). And I would hazard a guess that the reason his actions seem so intense or harsh or "of course we should have shot down that ship in the middle of the Citadel" is indicative not of his impatience but of the degree to which he thinks the authorities have failed to uphold that justice. We know he can be patient. He's a sniper. His whole modus operandi on Omega is precision kills without civilian casualty. But when that long fuse finally burns down, he goes from zero to shooting down ships in the middle of the Citadel in what looks (from the outside) like a heartbeat.

And yes, injured pride hastens the burning of that fuse; he doesn’t like losing. Or admitting defeat. Or failing.

Having just replayed his recruitment mission, a few things really stood out to me this time.

The merc bands really hate him--and they also reluctantly admire him (he's described as smart, resourceful, dangerous, idealistic, brave, slippery; they all agree they only way they managed to get this far is by isolating him and employing dirty tactics). I mean, there's literally a station-wide announcement that Omega can return to "business as usual" once Archangel is out of the picture because he was disrupting things so completely.

The way Garrus blames himself for the deaths of his squad is so freaking turian. Failure reflects on the leader who places his people in danger they can't handle, not the individual who fails. Heavy is the head that wears the crown. Yes, Sidonis betrayed him, but the person Garrus blames the most? Is himself. For trusting Sidonis in the first place. For raising Sidonis to a position where he had the means and opportunity to harm others--and the weakness of character to turn coat, to save his own hide, instead of dying to protect the others.

Garrus mentions more than once that he was trying to emulate Shepard. And his tone always implies that he knows he failed because Shepard would never have let a Sidonis into the fold. Again, he's blaming himself. Like a good turian. Yes, he wanted to avoid the red tape and bureaucracy of C-Sec, but his code--Archangel's code--certainly aligns with Paragon Shepard's morality (with a Garrus Vakarian twist).

And since it wouldn't be meta without adding a Tara's Headcanon Twist ... I've always wondered why "Archangel" when it's such a ... human concept. But this time, when I noticed how he spoke about Shepard's influence, and how quickly he brushes aside the name when she asks him about it, I wondered if it wasn't actually his way of honoring the mythology of the dead woman whose example he was trying to follow. Not that Shepard is a God he's worshiping, but ... there is something about the way he talks about her. Garrus doesn't make himself over in the image of a God, though; he's the soldier, the right hand, the avenging angel responsible for carrying out divine punishments suited and proportional to the crimes committed, the rules broken, the selfishness or cruelty of the perpetrator.

[indiaalphawhiskey]

Hello India, I hope you're doing well. I don't know if you're still answering questions, but I have one:

Don’t you feel even a little bit resentful toward harry for choosing to go solo, distancing himself from the boys, and basically taking the easy route?

I know a lot of people try to justify it by saying he was groomed by his current manager and his family, because of his age, etc., but I feel like sometimes they victimize him way too much :/ I don’t know… He was the chosen one from the start and always had the benefits. He had important people on his side, and I feel like he prioritized less important things over what truly mattered. And you can say he always enjoyed the attention and benefits he had.

Truth be told, I know this question isn’t sent it good faith, but I’m going to answer it in good faith, if only to break someone’s echo chamber, if not yours.

I don’t resent Harry at all for going solo. Which, btw, they all went solo — it wasn’t his decision. If you do a little research, you’ll realize the full circumstances of the hiatus, and the fact that the working situation they were in was completely abusive and untenable, the way most boybands were, but even more exceptionally so because of how much money they were making/how popular they were. Everyone was begging for them to be given a break, but many in this fandom need to find someone to blame when they don’t have the patience to do research and consider context, and Harry’s an easy target because by most objective metrics, his solo career has skyrocketed.

He hasn’t distanced himself from the boys. He was at Niall’s show, dancing and singing. He’s referenced the boys on stage several times and in his BRITs acceptance speech. He constantly collects (and wears) One Direction paraphernalia. Not to mention, he was at Louis’ show after Jay’s death and Liam’s wake. But I’m sure all of this is convenient to omit when you’re pedaling your own narrative of events. That’s your choice.

He hasn’t taken the easy way, though I don’t know how you define that. I suppose you mean because his struggles are less obvious and less relatable. To that, I say, I think your view of what consists as struggle is extremely narrow, but that doesn’t surprise me because I know from the language of your ask that you have no intention of being generous towards Harry as a person, so why on earth would you view him with the nuance and kindness you view whoever is your favorite? Why would you allow him the same grace as any of the other boys?

Neither do I resent him for being “chosen” or for enjoying attention/benefits that he, himself, has worked hard for. I know this is a tough thing to hear because many of you have lost touch with the reality of how capitalist industries work, but making music is, by and large, about making money. The people on the backend of music are not recruiting artists to entertain or because they believe in their voice, they do it because the artists they choose are those that will make the most money.

Harry said it himself in his Grammys speech: he’s aware of how lucky he is because he knows there are other people out there who are more talented than him who will never get the opportunities he has. That is the reality of the world we live in: you cannot take everyone with you, even the people you love the most. Even the people who also deserve it.

What Harry has done, however, is prove he was worth the investment and that he’s grateful for every opportunity he has, which is all any one human can do. He cancelled a show once in three years. He toured during a global pandemic. He constantly gives 500% in and out of his shows (exercise, eating habits, therapy, healthy boundaries with fans). Everything he does is aligned with the longevity of his career, which is as much for his real fans as it is for him.

So, no, I don’t resent a person who’s dedicated his life to providing me with art that has pulled me out of my lowest and most lonely. No, I don’t resent him for working harder than any of us can possibly conceive, personally and professionally. No, I don’t resent him for giving up his privacy and safety and his right to have a quiet personal life in the name of entertaining us. No, I don’t resent him for being rich or privileged, because I can name fifty people who have done so much less for so much more.

The bottom line is, you resent him because you don’t think he deserves it. Thats why you think he’s taken the “easy” way, that’s why you omit his connection to the boys, that’s why you want to characterize his choices as “things that don’t truly matter”, that’s why you want to blame him for “going solo” even if the hiatus was thrust upon them as a collective after Zayn left first. And that’s totally fine. Just say that with your whole chest, because it’s what you believe is true.

I, however, completely disagree with you and truly, earnestly hope no one in your life ever holds your character and ethics to the same standard to which you hold Harry’s. You’d fail, by each and every single one of your own metrics. We all would.

[coachs-locker-room]

I think you suck at your job, are there any openings to become YOUR coach

I could hardly believe the words that were coming out of his mouth. Sitting in front of me - at the very desk that I called my own - the smug face of the suited young man would hardly look at me while he tapped away at my keyboard, looking through the gym’s accounts and printing off content for his report.

“Who even are you? There must be some mistake here...” I tried to protest as I threw my own kit bag down on the chair.

“I’m from corporate. You would have known if you showed up on time - but instead, your front desk key has recorded that you usually arrive around midday.” He was right, but I didn’t want to admit it. “Metrics and reports don’t lie.”

I slumped into the ‘interview chair’ while he proceeded to give a tedious and gruelling reminder of all company policy - most of which was never adhered to in the first place.

“... lastly, it is quite clear that you’ve slipped from our updated franchisee guidelines which means that the only logical resolution will be a total restart.” I heard as I zoned back in.

“Excuse me?” Before I even had a chance to realize what was being said, the auditor turned the monitor around to face me. The document displayed had the company logo, followed by a strange pulsating pattern on the background that I couldn’t quite place. The smug smile once again hidden behind the screen, he continued hitting the presentation with the space bar as my eyes locked on the content... it all looked.. so familiar, almost like I remember seeing the document before... a long, long time ago...

…

SLIDE 5: PROFILE

Our records show that the current generation is 285% more responsive to Coaches with the following attributes:

- Fit, Healthy and a visible reflection of the Gym culture

- Motivated, forthcoming and persuasive

- Closer in age to the average attendee (18 - 30 demographic)

...

SLIDE 16: FUNCTION

You will showcase all that the facility can offer. You will be personally responsible for inductions, checking the progress and encouraging new recruits to achieve their goals to the best of their abilities - and also through the company’s resources.

...

SLIDE 105: UNIFORM

Good Coaches need to set an example. You need to showcase optimum routine and form. Never forget that you are their motivator - wear it with pride.

“I will set an example… I will display optimum performance…. will wear my uniform with pride…”

Something tells me that the gym won’t be visited by corporate in a long while.

���

If you enjoyed this tf, you can send me a tip on Ko-Fi and for more tf locker room posts and to request your own, follow @coachs-locker-room

Corporate representative: @suiteddaily / Post TF: Rodrigo Rodríguez

[hyperlexichypatia]

I think the way nonprofits and public agencies are funded leads us to adopt some of the worst aspects of a capitalist mindset towards our service users.

In a business, the goal is clear: Generate profit. Sell more product, to generate more profit. Recruit more customers, to generate more profit. Upsell customers to a more expensive product, to generate more profit. Convince customers to keep coming back and buying more things, to generate more profit.

Manipulation is built into the process, and it's understood by all parties. When a business does something "for you," it's in the hopes that you'll buy (or keep buying, or buy more of, or persuade other people to buy) their product. When a company offers free ice cream with your insurance quote, it's not because they like you and and want you to have ice cream; it's because they want you to come for the ice cream, stay for the insurance quote, and buy their insurance policy before you leave, so they can get your money. Everybody knows this.

Nonprofits and public agencies theoretically don't have this motive. Theoretically, the services we offer are for you, the service user. Theoretically, there is no profit motive, and thus no motive for manipulation. Theoretically, whether or not people choose to use the services we offer has no effect on us, so our only goal in promoting or raising awareness of our services is so that potential users can know about them and decide whether or not to use them.

Theoretically.

But in reality, public agencies and nonprofits are funded by governments, foundations, and donors. They demand "data" to justify their funding, and a major source of "data" is the number of service users. Markers of success have to be measurable and numerical, even if that metric doesn't really make sense. So even if there's not directly a profit motive for recruiting service users as "paying customers," there can still be a financial incentive for recruiting as many service users as possible, including using "sales" techniques like giveaways and gimmicks.

Now, this isn't inherently a bad thing -- after all, people in the nonprofit sector want people to use our services, so we want to get the word out about what we have to offer. I'm not saying it's inherently wrong for a nonprofit to use a raffle or a giveaway or a pizza party or whatever to get the word out and recruit new service users.

But since the services we offer are supposed to be for the service users' own benefit, sometimes the attitude around promoting them slips into the idea that the people we're ostensibly trying to serve have to be manipulated or bribed or tricked into accepting services for their own good, because they don't know or care what's good for them.

This can get into some really unfortunate implications territory in the context of the demographics of people who tend to work at nonprofits and public agencies, compared to the demographics of people those agencies tend to serve.

Attitudes can quickly morph into "Those People don't care about their children's health/education/etc., so we have to trick and manipulate and bribe them with food and prizes."

There's a difference between "Giveaways are a fun way to get the word out about our services" and "Those People don't care about their children's diabetes risk unless we make them sit through a lecture before we give them food." And way too many public agency and nonprofit workers, in private, in what they think is a sympathetic audience, are way too open about saying the latter.

[asalescommunity]

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A verification in a correct manner can be provided from SEO according to an industry based on the technology because then you will have a market analysis for free.

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[traincat]

I absolutely devoured and LOVED your Johnny Bobby Ultimate WIP- thank you for posting that!! It was just amazing. I haven’t read the Ultimate F4 comics, are they worth a full read? Or if not, what are the highlights to see all the big Johnny moments?

Thank you so much! I have a soft spot for it myself. Love Ultimate Johnny, whose life is terrible even by Johnny Metrics.

Is Ultimate Fantastic Four worth a read? Short answer: Oh God, no. Absolutely not. It's garbage.

Long answer: Oh God, no. Absolutely not. It's garbage, but on the other hand there's nothing like a little dumpster diving.

Off the bat: Ultimate Fantastic Four is a bad comic. It is bad in almost every conceivable way. It cannot keep track of its own continuity. The writing is aggressively early 2000s and often not very good. The art? How do you like your most obvious of "this is traced off of porn, isn't it" Greg Land issues.

Is it like, weirdly compelling to me in spite of all of that? Unfortunately yes.

Ultimate Fantastic Four reimagines the Fantastic Four in the original Ultimate Marvel universe, which was originally envisioned as an updated version of their classic characters more suited for modern times. (Also they were going bankrupt.) Most popular for Brian Michael Bendis' Ultimate Spider-Man, where Miles Morales would eventually take over as Spider-Man after Peter's untimely death, and The Ultimates, its take on the Avengers, Ultimate Fantastic Four was largely background noise in the universe. In Ultimate Fantastic Four, the Baxter Building is re-envisioned as a military funded think tank for baby supergeniuses, run by Franklin Storm. Reed, who built a machine to transfer matter between universes in his stepdad's garage, is recruited into the program, where he meets Sue, a medical prodigy, Johnny, not a prodigy at anything, and Victor, a hostile foreign recruit whose equations are the missing piece of Reed's puzzle. On the day of the test launch for the finalized version of his project, his childhood friend and protector Ben comes to see the launch, and, of course, everything goes horribly wrong. Forever changed, the Fantastic Four are formed under the strict if inefficient supervision of the US military. And Victor gets little metal goat feet!

One of the big problems with Ultimate Fantastic Four is that it doesn't know what to do itself. It recreates a modern day version of the accident -- exploring other dimensions instead of outer space --and then just kind of flounders around with itself for a while. Reed and Sue are a couple, because Reed and Sue are a couple in 616. Ben meets Alicia before the book forgets she exists. Johnny meets Crystal, etc. (I do appreciate how deeply weird the Ultimate Inhumans are, even by Inhuman standards, which are already Deeply Weird.) But unlike Ultimate Spider-Man, which like, okay, I am not the biggest Ultimate Spider-Man lover in the world, but it takes strides to tell a modernized version of classic Spider-Man canon. Ultimate Fantastic Four, for the majority of its original run, just kind of sits there and twiddles its thumbs before a wider Ultimate universe event forces its hand and sends its cast scattering in all different directions and onto different books.

And yet it is so hugely influential, for some reason, on the rest of the Marvel universe. Ultimate Reed eventually becomes the multiversal supervillain the Maker. Ultimate Fantastic Four was the first introduction of Marvel Zombies, with a zombie version of the Fantastic Four trying to invade the Ultimate universe from their zombie universe. And the plot of an Ultimate Fantastic Four arc was used as the base for the MCU's Avengers (2012). Ultimate Fantastic Four #33-38 features space whales, a Plot Important aspect named Tesseract, the cosmic cube, Thanos, one character (Ben/Hawkeye) getting possessed and attacking their companion -- it's the same plot elements, just assembled differently and featuring a different team. Which is just weird for a comic that, again, I have to point out is not very good.

So it's bad. I've read it like five times. For some reason it compels me -- I'm completely aware of its quality, but it's kind of fun in its inability to ever wrangle its story into something sustainable. I will say I think everything that's actually interesting with the Ultimate FF happens after the dissolution of the team -- basically all the Johnny stuff I covered in the Johnny/Bobby WIP was post-Ult FF. Peter dies and everything is so horrible for him from then until about twenty seconds before the whole original Ultimate Universe got blown up. More under the cut.

I can't advise reading Ultimate Fantastic Four. I'm not advising against it, either. Ultimate Fantastic Four is more of a thing that either happens to you or doesn't. It hugely depends on your tolerance for frequently terrible comics. (My personal tolerance is, unfortunately, huge. You give me a particular kind of terrible comic and I will happily read the whole thing.) But for Johnny highlights from the actual book itself:

(Ultimate Fantastic Four #13) "I notice stuff." Cute moment of Johnny telling Ben his eyes are still the same as before, and a look into his kind of general attitude with him not being particularly interested in whether or not his powers might kill him. An interesting thing with Ult Johnny is that, despite his dad being alive (at this point in time anyway) and present in his life, he has significantly less of a support system. His father doesn't understand him and is frequently frustrated in him, and he's never been "special" for anything before, not like Reed and Sue, who are both geniuses. He's been raised in a government think tank as, essentially, the dumb kid who is just there because his father runs the place. Because he's much closer in age to the rest of the team in Ult FF, no one else on the team besides Sue really views him as someone who needs to be supported or protected. He's a peer to them and not a kid, which I think makes him feel even more isolated than he does in 616, and it's why he was so much happier when he was living in May Parker's house.

And his "flame thing" does mess him up, btw, at least temporarily:

(Ultimate FF #15-18)

(Ultimate FF #24) Look at him being sooooo happy his terrible mom who abandoned her family to go look for Atlantis is back in his life to call him dumb. I'm obsessed with Ultimate Mary Storm, she's the worst. Ultimate Franklin is also the worst because when his wife left him he decided the best course of action was to pretend she was dead, up to and including throwing a fake funeral for her and making his young children attend it.

Great question, Sue. "A humanist service, as requested." Incredible. This Johnny and Sue had zero chance of being normal people. (I had the most fun writing Ultimate Mary in the JohnnyBobby WIP because she strikes me as the exact kind of person who would waltz back into her children's lives because she wants something, discover her son is gay, and proceed to be absolutely delighted about it because she views having a gay son as fashionable. She sucks! Women's wrongs! Abandon your children on the regular!)

Anyway, with parents like these, maybe it's not surprising Johnny gets Teen Pregnant.

(Ultimate FF #30) Sort of. Not with a baby. With an alien parasite that's going to kill him and also everyone else when it's born. "I knew this was gonna happen, but all those lying skanks said it was impossible." Incredible.

Because Johnny's alien parasite baby is going to kill everyone, Alien-style, the military decides the best course of action is to chuck Johnny into the Negative Zone so then only he'll die. Great plan, everyone!

Sue even tries to get Crystal to help, and Crystal basically goes, "Wow, that sucks. Not my problem, though."

(Ultimate FF #32) "Oh, I heard them, sis, and I'm cool with it. I mean, what's an idiot like me compared to all the people who'd die out there if this thing ever hatched?" Haha, hey, could any version of him value himself even a little bit? Like for ten seconds?

It's also just now occurring to me that this is the Ultimate version of Valeria's birth (life-threatening pregnancy solved via magic ritual) and also of the Egg Baby incident (Johnny's supposed offspring is actually a monster that will kill everyone if it hatches) just like, with alien parasite mpreg. And this is why everyone loves comics.

I'm skipping over yet another uncomfortable Johnny and consent plotline but rest assured it happens here, too. Staring out across the ocean.

(Ultimate FF #55) I know what the intent was here but Sue saying she needs to be more like Johnny by having "a boy in every port" is unintentionally very waves hand around. I will say that Ultimate Johnny is more aggressively "girl crazy" than 616 Johnny, where even the writers who have tried to push it the most ultimately give up, but like 616 Johnny it still feels very hollow. He'll brag about sleeping with hot girls and then turn around and do this on a date:

(Ultimate Spider-Man #129) To be fair, though, I do think Bendis had a more consistent personality for him than anyone writing Ultimate FF. The cuter Johnny stuff is honestly over in USM.

Ultimate Fantastic Four ends at issue #60, and has a brief epilogue with Ultimate Fantastic Four: Requiem. In it, Johnny has an argument with his father where his father says Johnny essentially says Johnny isn't "who he needs to be," and then immediately dies saving him. (There was a big wave that hit Manhattan and a lot of people died. It's important to the Ultimate Universe overall, but not important to our cause beyond "big wave killed people" so that's all I'm gonna say about it.)

The Fantastic Four essentially dissolve at Franklin Storm's funeral, when Reed proposes to Sue over her father's casket. Literally.

(Ultimate Fantastic Four: Requiem) Unfortunately I find this kind of funny. Reed moves back into his family home where he will eventually, uh, kill everyone in it. (Ultimate Reed is kind of an interesting thought exercise in "what if Reed Richards sucked exactly as much as people who don't read Fantastic Four think he does" and like, the thing is, the Maker is so utterly horrible he circles around to oddly compelling evil noodle, so it works.) Ben joins the military. Sue... does something. She ends up on an iteration of the Ultimates eventually. And Johnny? Johnny wanders directionless around Europe for a while, hating himself, before he collapses on the Parkers' doorstep.

(USM v2 #2) "He's just a baby." Thank you May Parker for being the only person to ever say it! He is just a baby!!

(USM v2 #3) "You're just a kid." I love May and Johnny so much in Ultimate. :( She loved him. :(

Johnny lives with May and Peter, along with Gwen and Bobby, because May Parker was taking in wayward youths like it was her hobby at that point, for a while and he's like, actually happy. (His alias at this point is "Johnny Parker." Do with that one what you will.) He dyes his hair! He goes to school like a normal teenager! He has actual friends! He kisses Peter's clone! He doesn't know she's his clone, but he very much kisses Peter's clone!

It doesn't last, of course -- when the Green Goblin attacks the Parker house, Johnny's fire accidentally makes him stronger, and while Peter defeats him, he ultimately dies himself literally underneath Johnny.

(USM #160) Which completely devastates Johnny, who admired Peter more than anything and -- look, obviously I'm biased, but I don't think it's a very huge reach to think that Ultimate Johnny was in love with Peter. At the very least, he was, essentially, Johnny's lifeline, and with him gone, Johnny loses any sense of direction he had.

(Peter was eventually resurrected. I don't know if Johnny ever found out. It doesn't matter because they blew up that whole universe anyway and that's how Miles Morales is a 616 character now.)

(Ultimate Fallout #1) Literally exploding in grief at the top of the Empire State Building on the morning of Peter's funeral. Johnny doesn't go back to May's house, feeling responsible for Peter's death, and instead ends up joining Bobby and Kitty's underground mutant militia, a fraught situation because Johnny is, of course, not a mutant, something that gets constantly pointed out to him. He stays behind on a mission to protect the mutant kids they've picked up, which is when he's captured and taken to mutant torture prison, which I discuss in that fic. He's saved several months later, spends roughly a year in a hospital before he's kidnapped out of it and modified by Evil Noodle Reed into his heat proof drone. Sue saves him and we see him like one more time after that in another comic before the Secret Wars (2015) blew up the Ultimate Universe. So his life is like, generally just terrible the entire way through, save for a brief bright spot when he was living with May and Peter.

I love him so much even if he's inconsistently written between various series. I am going to one day write that fic where, as a side effect of, I don't know, Franklin messing around with universes, Ultimate Johnny falls into a 616-adjacent style universe where Harry was Peter's tragic dead college love.

(USM #118) And he'll get to be friends with MJ again because they were cute. I just need to, you know, rip it up entirely and rewrite it first.

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[fearfulfertility]

CONFIDENTIAL MEMORANDUM

DRC, Black Ops Command, Covert Acquisition Unit

To: Director [REDACTED]

From: Administrator [REDACTED], Covert Acquisition Unit

Date: [REDACTED]

Subject: Surrogate Recruitment via Social Media Application

Executive Summary

This memorandum summarizes the initial pilot testing of "Broodr," a mobile dating application developed by the DRC Covert Acquisition Unit as an identification and capture tool of viable surrogate candidates within the Los Angeles metropolitan region.

The Broodr pilot program aims to:

Test effectiveness in luring suitable surrogate candidates aged 18-25.

Assess the app’s capability to profile and locate high-fertility individuals discretely.

Evaluate the overall success rate of transitioning online interactions into physical capture operations.

Operational Procedure

Broodr was launched covertly through standard digital app distribution channels. It is marketed as a casual social/dating application targeted at young, romantically single men. Four other apps in the market were also disrupted to reduce competition and increase public awareness. The application utilizes advanced profile analytics to identify users displaying surrogate-compatible traits based on fertility indicators such as age, athletic status, height, genetic background, and health metrics.

Once identified, candidates receive targeted messaging from AI bots and doctored profiles using altered photos of athletes and models designed to entice them to designated physical meeting locations. These meeting spots are strategically placed within zones easily secured by DRC rapid response capture teams.

Initial Test Results

Since the pilot launch [REDACTED] weeks ago, Broodr has attracted over [REDACTED] registered users within the target demographic.

[REDACTED]% of identified high-value targets initiated interactions leading to physical meetings.

Capture success rate currently stands at [REDACTED]%, exceeding initial operational goals.

Captured surrogates demonstrate above-average fertility rates, with an average fetal load of 12-16 embryos upon initial insemination.

Key Incident

On [REDACTED], Broodr successfully identified, seduced, and facilitated the capture of a high-profile fitness celebrity at our DRC detainment site in [REDACTED], Beverly Hills.

Mr. [REDACTED], a 23-year-old fitness influencer known for his muscular physique, extensive social following, and endorsements of health products, was identified as a prime surrogacy candidate due to exceptional fertility markers (5'11", 174 lbs pre-pregnancy, optimal athletic conditioning). 

Four real profiles and 28 tailored AI-generated profiles initially contacted him, depicting attractive, athletic personas that closely matched his profile's interests. This sophisticated digital interaction rapidly evolved into sexually graphic exchanges, successfully convincing him to attend what he believed to be a home address for a physical engagement.

“Hey, handsome ;)  Hott as fuck! A stud like you promising an unforgettable night got me seriously curious. What are you into? I would love to work out all your kinks, physical and sexy!” - Copy of Chat Log

Upon arrival at the designated location, a rapid response team swiftly and discreetly apprehended Mr. [REDACTED]. Upon completion of on-site insemination, secured transport protocols were immediately enacted, moving Mr. [REDACTED] to the nearby Paternity Compound 141, best equipped for his subsequent gestation, birth, and expiration. Mr. [REDACTED] was assigned the surrogate ID S-141-548-P (which will be used henceforth to identify the surrogate).

Post evaluations confirmed highly successful insemination, resulting in an exceptionally high fetal load of sexdecuplets (16 embryos), and in under 33 days, S-141-548-P's weight jumped to 534 lbs (+360 lbs) with an abdominal circumference of 96 inches (+64 inches), rendering the surrogate wholly bedridden and dependent on continuous medical supervision. Despite his extreme size and rapidly declining mobility, regular medical evaluations confirmed that S-141-548-P's health remained within acceptable operational parameters.

"I can barely process what's happened—my body’s unrecognizable. I used to flex these abs for millions online, and now they're buried beneath a mound of babies. I'm so enormous and heavy that breathing feels like a workout! I never thought I'd feel this helpless—or this big." - S-141-548-P, Gestation Day 21

Labor commenced on day 33 of gestation, and over 22 hours, all 16 fetuses were successfully delivered. Upon completion of delivery, vital signs deteriorated rapidly, culminating in S-141-548-P’s expiration approximately [REDACTED] minutes after the last fetus was expelled. Post-mortem assessments indicated complete [REDACTED] shutdown, extensive [REDACTED] to the [REDACTED] and [REDACTED] system. 

"I can't stop it! They’re coming! Everything's ripping apart, and every contraction feels like my belly's splitting open. Oh God—I can’t move, I can't breathe, but my body... I'm just so... fat…" - S-141-548-P, Gestation Day 33

Of particular note is that S-141-548-P was well known on social media channels for exemplifying his abdominal muscles, mainly using the moniker “All Core, No Compromise.” The primary cause of expiration was confirmed to be the macroscopic tearing and rupture of all abdominal muscles, a typical result for surrogates subjected to such high fetal loads.

Recommendations

The capture and subsequent pregnancy of such a notable public figure not only significantly boosted internal operational morale but also underscored the strategic efficacy of Broodr as an unprecedented method of securing high-value surrogate candidates. This incident has provided robust proof-of-concept evidence, strongly supporting further investment and nationwide deployment of the Broodr initiative.

Based on the Los Angeles pilot:

Expand Broodr's implementation to additional high-density urban areas (e.g., New York City, [REDACTED], San Francisco).

Increase application analytics capabilities to enhance fertility trait profiling.

Implement additional security protocols to ensure continued operational secrecy.

Conclusion

The pilot deployment of Broodr in the Los Angeles metro area confirms the application's high efficacy as a discreet surrogate recruitment and capture tool. Expansion into additional metropolitan zones is recommended to bolster surrogate conscription efforts further nationwide.

Prepared by: Assistant Director [REDACTED]

DRC, Black Ops Command, Covert Acquisition Unit

----------------

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[sprintrecruiting]

Your Recruiting Metrics Suck- Here's Why

If you are not tracking the right recruiting metrics, you will never win the talent war. Securing top-notch talent isn’t just an advantage—it’s crucial for an organization’s long-term success. Recruiting isn’t just about plugging holes in your staffing; it’s an intricate process aimed at identifying candidates who will actively contribute to your organizational culture and objectives. The role of…

[theconstitutionisgayculture]

In your opinion, which country in the world has had the worst decline due to leftism or "progressive" ideologies taking over the government and society? I think, in my opinion, it would have to be Sweden.

I'm going to go with the UK. They went from a global empire to arresting children for saying mean things online. They just had a black teenager who had been reported multiple times for violence and reading terrorist recruitment propaganda go on a stabbing spree and the government's reaction is to make it harder to buy knives on Amazon. They'd rather cover for a Muslim rape gang than risk offending the Muslim rapists by investigating them. And on and on and on.

By every measurable metric of civilization and strength the UK has been committing cultural suicide for the last 40+ years at a rate that's almost unprecedented.