Top quartile
7
≥75th percentile vs. cohort
LiveCNO Financial Group · Insights
Cross-customer benchmarks
Peer-cohort comparison across the NODES network. Each benchmark shows where you sit in the distribution; methodology is shown per card so the comparable population is auditable.
Insight agentTime To Hire Percentile sits at the 88th percentile of your peer cohort · your strongest signal vs. industry peers.
Industry contextBLS quit rate2.1%Mercer comp index1.05LinkedIn workforce expansion+3.2%JOLTS open roles per hire2.4
Mid range
2
50th–74th percentile
Lift opportunities
1
<50th · investment areas
Total benchmarks
10
Across 8 categories
Anonymized cohort benchmarks. Customer's value compared against peers in the same industry / headcount band; no individual customer can be re-identified from the cohort metric. Layer 6 fairness-evaluation dataset isolation.
Interviewer agent · Time To Hire Percentile
Top quartileYour time-to-hire is faster than most insurance peers but slower than the public benchmark for cross-industry leaders.
Vs. peer cohort
88th pctl
Insurance carriers · 25K+ headcount · n = 24
Vs. public industry
BLS · insurance carriers, 2025 H1 · median 21d
BLS JOLTS / industry reports
Peer cohort distribution0 · 100
bottom 25%mediantop 25%
Why this
Two of your role families compress the interview loop to 8 days; one family runs 16 days and pulls the average up.
Suggested next step
Move the slow loop onto the same scheduling rhythm as the fast two and the spread closes by ~30%.
Methodology · Customer's value compared against the anonymized cross-customer cohort distribution.
View cohort drilldown
Retainer agent · Retention Vs Industry
Top quartileYour 18-month retention sits above peer carriers and well above the public industry baseline.
Vs. peer cohort
78th pctl
Insurance carriers · 25K+ headcount · n = 19
Vs. public industry
BLS · finance & insurance attrition · 17.4% annual
BLS turnover series, 2025
Peer cohort distribution0 · 100
bottom 25%mediantop 25%
Why this
Three new buddy-pairing workflows shipped in the last two quarters; the effect is showing up in the second-year cohort.
Suggested next step
Document the buddy-pairing playbook to your Playbooks library so newer managers inherit it without retraining.
Methodology · Customer's value compared against the anonymized cross-customer cohort distribution.
View cohort drilldown
Ramp agent · Ramp Acceleration Vs Industry
Lift areaTime-to-productive trails the leaders in your peer cohort by about a week.
Vs. peer cohort
47th pctl
Insurance carriers · 5K–25K headcount · n = 17
Vs. public industry
Industry · median time-to-productive in B2B insurance · 11 weeks
LinkedIn Talent Insights, 2025
Peer cohort distribution0 · 100
bottom 25%mediantop 25%
Why this
Two onboarding cohorts had managers turn over inside the 30-day window; ramp signals reset when the manager changed.
Suggested next step
Add a manager-continuity check to the onboarding gate so the cohort isn't reset mid-ramp.
Methodology · Customer's value compared against the anonymized cross-customer cohort distribution.
View cohort drilldown
Screener agent · Top Performer Yield
Top quartileTop-performer signal yield from your funnel is in the top quartile of peers.
Vs. peer cohort
87th pctl
Insurance carriers · 25K+ headcount · n = 24
Vs. public industry
Public job posts · only 14% mention regulated-product experience
Indeed posting analysis, 2025
Peer cohort distribution0 · 100
bottom 25%mediantop 25%
Why this
Your persona spec is encoding a 'regulated-product launch' signal that public job descriptions don't usually capture.
Suggested next step
Lock the persona version that produced this quarter's yield before the next evolution review.
Methodology · Customer's value compared against the anonymized cross-customer cohort distribution.
View cohort drilldown
Screener agent · Screening Precision
Top quartileScreening precision is steady; false-negative rate is below peers.
Vs. peer cohort
83th pctl
Cross-industry enterprise · 10K+ headcount · n = 12
Vs. public industry
Industry · average screening precision 0.62 (HR analytics report)
Aptitude Research, 2025
Peer cohort distribution0 · 100
bottom 25%mediantop 25%
Why this
Inverse-keyword filter pause from earlier this quarter widened the funnel without dropping precision.
Suggested next step
Audit the next set of screening rules against the same baseline before turning any back on.
Methodology · Customer's value compared against the anonymized cross-customer cohort distribution.
View cohort drilldown
Interviewer agent · Interview Latency
Mid rangeYour interview latency widens by 2+ days in two role families.
Vs. peer cohort
69th pctl
Cross-industry enterprise · 10K+ headcount · n = 12
Vs. public industry
Industry median · 5 days between application and first interview
BLS JOLTS, 2025
Peer cohort distribution0 · 100
bottom 25%mediantop 25%
Why this
Scheduling fanout to 4+ panelists; the slowest scheduler holds the loop.
Suggested next step
Shrink the panel to 3 or pre-cleared windows; latency drops by ~30% in similar peer cases.
Methodology · Customer's value compared against the anonymized cross-customer cohort distribution.
View cohort drilldown
Offer agent · Offer Accept Rate
Top quartileOffer-accept rate sits at the top end of the peer band.
Vs. peer cohort
82th pctl
Insurance carriers · 25K+ headcount · n = 13
Vs. public industry
Industry · 73% mean accept rate (LinkedIn Workforce Report)
LinkedIn Workforce Report, 2025
Peer cohort distribution0 · 100
bottom 25%mediantop 25%
Why this
Your comp model is closing the band gap on band 3+; accept curves are tightening accordingly.
Suggested next step
Hold the current accept-rate target for two more cycles before re-modeling the comp band.
Methodology · Customer's value compared against the anonymized cross-customer cohort distribution.
View cohort drilldown
Developer agent · Internal Mobility Rate
Mid rangeInternal mobility rate is climbing but trails the public benchmark for high-performing carriers.
Vs. peer cohort
52th pctl
Cross-industry enterprise · 10K+ headcount · n = 18
Vs. public industry
Industry · top-quartile carriers internal-mobility rate 22%
Mercer Talent Trends, 2025
Peer cohort distribution0 · 100
bottom 25%mediantop 25%
Why this
Two open roles surfaced internal candidates this quarter; only one converted. Career-pathing visibility is thin.
Suggested next step
Pin the Internal Opportunities surface to your Dashboard and run a six-week opt-in for one role family.
Methodology · Customer's value compared against the anonymized cross-customer cohort distribution.
View cohort drilldown
Interviewer agent · Time To Hire Percentile
Top quartileYour time-to-hire is faster than most insurance peers but slower than the public benchmark for cross-industry leaders.
Vs. peer cohort
78th pctl
Financial services · 50K+ headcount · n = 18
Vs. public industry
BLS · insurance carriers, 2025 H1 · median 21d
BLS JOLTS / industry reports
Peer cohort distribution0 · 100
bottom 25%mediantop 25%
Why this
Two of your role families compress the interview loop to 8 days; one family runs 16 days and pulls the average up.
Suggested next step
Move the slow loop onto the same scheduling rhythm as the fast two and the spread closes by ~30%.
Methodology · Customer's value compared against the anonymized cross-customer cohort distribution.
View cohort drilldown
Retainer agent · Retention Vs Industry
Top quartileYour 18-month retention sits above peer carriers and well above the public industry baseline.
Vs. peer cohort
88th pctl
Financial services · 50K+ headcount · n = 22
Vs. public industry
BLS · finance & insurance attrition · 17.4% annual
BLS turnover series, 2025
Peer cohort distribution0 · 100
bottom 25%mediantop 25%
Why this
Three new buddy-pairing workflows shipped in the last two quarters; the effect is showing up in the second-year cohort.
Suggested next step
Document the buddy-pairing playbook to your Playbooks library so newer managers inherit it without retraining.
Methodology · Customer's value compared against the anonymized cross-customer cohort distribution.
View cohort drilldown
Cohort comparison · re-computed nightly · no individual customer re-identifiable from any benchmark · methodology auditable per card