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Analysis of 1,386 Employers Reveals Hiring Infrastructure Is Holding Companies Back

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Cadient’s analysis found that weak career pages, applicant tracking systems (ATS), and application experiences create friction that may prevent qualified candidates from being hired.

NEW YORK, July 3, 2026 /PRNewswire-PRWeb/ — A new Cadient analysis of 1,386 employers found that many companies are trying to hire at scale using hiring infrastructure too weak to support it. This is creating friction that may be turning qualified candidates away before recruiters ever evaluate them.

“The surprising finding wasn’t that companies need more candidates. What they’re missing is the infrastructure to convert them. We found organizations trying to hire at scale through systems that create friction at the exact moment a candidate is ready to apply.” — Bill Mastin, CEO, Cadient

Using HiringScorecard.ai, Cadient’s public hiring-funnel assessment platform, Cadient analyzed 1,386 employers across 12 industries, drawing on publicly available hiring information, including career pages, job postings, application workflows, employer review sites, and company-published information. Each employer was evaluated against a standardized framework covering five areas of the hiring journey: Career Page, Applicant Tracking System (ATS), Hiring Volume, Employer Brand, and Application Flow. The analysis drew on more than 1,500 hiring assessments, achieved a 93.9% audit success rate, and generated a scorecard in approximately 90 seconds per employer.

The findings challenge the common assumption that hiring struggles are mostly a talent-shortage problem. Instead, the same three areas — Career Page performance, Applicant Tracking Systems (ATS), and Application Flow — repeatedly ranked among the weakest parts of the funnel, even as Hiring Volume ranked among the strongest. In other words, employers are generating interest but lack the infrastructure to convert the influx of applications into completed applications, interviews, and ultimately hires.

Among the findings:

Career Page, ATS, and Application Flow consistently ranked as the weakest parts of the hiring funnel, even as Hiring Volume ranked among the strongest.Approximately 75% relied on manual or unstructured screening.Approximately 70% showed signs of high turnover or early-stage attrition.Approximately 65% appeared vulnerable to losing candidates to faster-moving competitors.

To help employers identify what Cadient calls “candidate leakage”—qualified applicants lost to friction before recruiters ever evaluate them—the company today launched HiringScorecard.ai, a free diagnostic platform that evaluates an organization’s hiring funnel using publicly available hiring information. HiringScorecard.ai is available free of charge at https://hiringscorecard.ai.

“The surprising finding wasn’t that companies need more candidates,” said Bill Mastin, CEO of Cadient. “Many already have them. What they’re missing is the infrastructure to convert them. Again and again, we found organizations trying to hire at scale through systems that create friction at the exact moment a candidate is ready to apply.”

As one example of how the assessment works, HiringScorecard.ai evaluates Career Page, Applicant Tracking System (ATS), Hiring Volume, Employer Brand, and Application Flow to identify where candidates experience the greatest friction. Across the organizations analyzed, Career Page, ATS, and Application Flow consistently received the lowest scores (typically between 2 and 5 out of 10), while Hiring Volume consistently scored much higher (7 to 9 out of 10). Employers are benchmarked using the same standardized framework and publicly available hiring information, including career pages, job-board listings, employer-review sites, and company-published materials.

Staffing and healthcare employers — which face some of the highest hiring volumes, turnover, and workforce pressures in the economy — represented nearly 80% of the organizations analyzed.

Unlike traditional recruiting audits, HiringScorecard.ai requires no access to internal HR systems and generates a hiring scorecard in approximately 90 seconds. Employers can assess their own hiring experience, benchmark against competitors, and identify opportunities to improve candidate conversion, recruiter productivity, and hiring outcomes. The platform is free and requires no registration, subscription, or integration.

Cadient plans to continue publishing benchmark insights generated through HiringScorecard.ai to help employers better understand the evolving state of talent acquisition.

About Cadient

Cadient is the pioneer of the intelligent, high-volume hiring platform. With over 18 years of experience and more than 500 million applications processed, Cadient helps enterprise employers hire faster, reduce turnover, and improve workforce quality across distributed, high-volume environments.

Built on deep recruitment technology expertise, including Cadient’s legacy connection to Kronos, now part of UKG, the company combines proven hiring infrastructure with modern AI-powered decisioning to help organizations outsmart hiring chaos and predict workforce success. Cadient serves employers across retail, healthcare, hospitality, logistics, transportation, and franchise operations throughout North America.

Media Contact

Teena Minhas, Cadient, 1 9174994303 +1, Teena@basisvps.com, https://cadienttalent.com/

View original content:https://www.prweb.com/releases/analysis-of-1-386-employers-reveals-hiring-infrastructure-is-holding-companies-back-302816576.html

SOURCE Cadient

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England’s Togetherness and Leadership Inspire a New Generation as EE Launches Mentor Badge to Support Boys Both On and Off the Pitch

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July 3, 2026

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LONDON, July 3, 2026 /PRNewswire/ — England’s exploits this summer have been defined by resilience, but it’s the composure shown by its leaders in high-pressure moments that’s resonating most. Thomas Tuchel’s calm considered touchline manner and Harry Kane’s steadying presence and leadership on the pitch have offered fans a real-world lesson in emotional intelligence, and proof that strength and openness aren’t mutually exclusive, even under intense scrutiny.

That leadership couldn’t be arriving at a more important moment. New research from EE, lead partner of the Home Nations Football Associations, reveals the scale of harmful online influence shaping boys’ attitudes and behaviour, with 42% of boys aged 11–16 exposed to damaging stereotypes, including the idea that men shouldn’t show emotion on a weekly basis. Against that backdrop, seeing elite figures model a different kind of strength matters: 69% of boys say hearing professional footballers speak openly about pressure and vulnerability makes them more comfortable with their own emotions. Meanwhile, 71% of parents believe a coach holds as much, or more, sway over their son’s sense of masculinity than online content does.

This isn’t a small issue. Football remains one of the most powerful spaces in a young boy’s life; a place where identity, confidence and belonging are shaped as much as skill. Tuchel’s approach echoes EE’s ongoing ‘Yes Boys’ campaign, which is working to counter negative online influences by helping young players build confidence, identity and resilience, both in the changing room and beyond it. With 95% of grassroots coaches saying emotional and mental wellbeing support is now central to their role, EE is equipping them with practical tools through the EE Mentor Badge, developed in partnership with Internet Matters, to help translate elite-level leadership into everyday coaching practice.

Thomas Tuchel commented about EE’s Mentor Badge: “EE has designed a programme to help coaches guide boys through the pressures of growing up online. Every module is built with leading voices in science, psychology and football, equipping coaches with the tools to help build up our boys – on and off the pitch.”

EE Mentor Badge: Key Tips for Coaches and Parents

Challenge Language, Not Character – Address harmful language calmly and consistently to set clear team standards.Redefine Leadership – Model inclusive behaviour and define leadership through how players treat each other, not hierarchy.Curiosity Over Confrontation – Ask where a phrase came from rather than shutting the conversation down.Focus on Performance, Not Appearance – Keep the emphasis on effort, not looks-based trends.Know When to Escalate – Follow safeguarding procedures for persistent or targeted behaviour.

To find out more and access the full Mentor Badge, search ‘EE Yes Boys’ or click here.

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Mytheresa Launches Mytheresa Out East, a Bespoke Mobile Boutique Experience in the Hamptons This Summer

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July 3, 2026

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EAST HAMPTON, N.Y., July 3, 2026 /PRNewswire/ — This Summer, leading luxury multi-brand digital platform Mytheresa will bring its signature appproach to curation and client service directly to the Hamptons with the launch of a bespoke mobile boutique experience, Mytheresa Out East.

From June 30 through August 6, a fully customized Airstream will travel throughout the Hamptons, making stops at some of the region’s most sought-after beaches, hotels, wineries, restaurants, and cultural destinations. Hauled by a Storm Blue R1T from exclusive vehicle Rivian, the activation offers a new way for clients to engage with the Mytheresa brand throughout the season. Private shopping appointments for top clients will take place on Tuesdays and Wednesdays, while Thursdays will be open to the public through walk-ins and on-site registration.

Inside, guests will discover a curated edit of summer-ready fashion and accessories presented in a thoughtfully designed space furnished in partnership with Lulu and Georgia. Private appointments will feature refreshments from Saratoga Spring Water, while each client will receive a bespoke floral arrangement presented in a Ginori 1735 vase as part of an exclusive gifting experience. Throughout the summer, the mobile boutique will make appearances at select Hamptons destinations, including The Hedges Inn, Topping Rose House, Wölffer Estate Vineyard , and Montauk Yacht Club.

“At Mytheresa, we are constantly exploring new ways to connect with our clients through exceptional service and meaningful experiences,” said Carly Rosenberg, President of North America. “Mytheresa Out East brings our world directly to the Hamptons, allowing us to offer a highly personalized shopping experience in select iconic Hamptons destinations.”

Blending mobility with elevated service, Mytheresa Out East reimagines the traditional storefront through a more personal, experience-led approach to luxury retail.

Imagery:
https://we.tl/t-KupFBJBXevT7RcGb 

#Mytheresa
Mytheresa PR Contact: aaron.alexander@mytheresa.com

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SOURCE Mytheresa

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Xtalks Announces its Life Science Webinar Calendar for July 2026

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July 3, 2026

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Upcoming free, educational webinars from Xtalks will feature topics on biomarkers, clinical trials, commercialization and HEOR, emerging market, food ingredients and innovations, laboratory technology, medical device safety and regulation, patient recruitment and retention, pharma manufacturing and supply chain, pharmaceutical regulation, pharmacovigilance and preclinical research.

TORONTO, July 3, 2026 /PRNewswire/ — Stay on top of current hot topics through free webinars presented by leading experts in the pharma, biotech, medical device and food industries. Access to all webinars is free, so be sure to register today to save your place! Participate in the discussion and stay relevant in your field!

Visit www.xtalks.com to see our upcoming webinars:

BIOMARKERS
Jul 15 – Precision Neurology Made Practical: Faster Development Through Biomarkers and Real-World Insight

CLINICAL TRIALS
Jul 07 – Strengthen TMF Strategy Under ICH E6(R3) Risk Expectations
Jul 08 – Effectively Streamlining EU & UK Clinical Trial Sample Testing
Jul 09 – COAs in Early-Stage Alzheimer’s Trials: How scientific strategy, eCOA & rater training align to protect endpoint & data quality
Jul 09 – Leveraging real-world diagnostic data to accelerate Alzheimer’s research and care
Jul 13 – How Advocacy Perspectives Can Improve Neurology Research
Jul 16 – From Data to Evidence: A Framework for RWD Study Design & Causal Inference
Jul 22 – ASCO 2026: Turn Oncology Data into Smarter Trial Strategy
Jul 23 – Use Patient Insights to Improve Real-World Data Quality
Jul 30 – Flexible Trial Execution: Blending Site-Based and At-Home Models Without Compromising Quality

COMMERCIALIZATION & HEOR
Jul 09 – How to Use Your Existing Data to Predict Access Delays and Reduce Drop-Off
Jul 21 – Beyond Monitoring: How AI Is Turning Pharma CI into a Commercial Decision Engine
Jul 23 – Beyond Weight Loss: Obesity Trial Design for Real-World Patient and Payer Impact

EMERGING MARKET
Jul 29 – Rethinking European Expansion: What Life Science Leaders Can Learn from Latvia

FOOD INGREDIENTS & INNOVATIONS
Jul 22 – The Future of Healthy Aging: Powered by Longevity Science

LABORATORY TECHNOLOGY
Jul 07 – De-Risk Automated Liquid Handling with Low Volume Verification
Jul 15 – Improve Blood Assay Analyte Preservation & Recovery with Advanced Materials
Jul 20 – Strategies to Reduce Risk in Multi-Site Assay Cross-Validation
Jul 23 – De-Risk Automated Liquid Handling with Low Volume Verification (Broadcast 2)
Jul 24 – Streamlining Protein Crystallography Automation from Sample Prep to Imaging

MEDICAL DEVICE SAFETY & REGULATION
Jul 14 – How to Use AI to Accelerate Regulated Software Development
Jul 28 – Using AI to Improve QMSR Readiness in Medical Device Quality

PATIENT RECRUITMENT & RETENTION
Jul 02 – Clinical Trial Rescue: Fix Recruitment & Get Timelines Back on Track
Jul 29 – Reduce Recruitment Risk by Understanding Patient Decisions

PHARMA MANUFACTURING & SUPPLY CHAIN
Jul 21 – Reducing Downstream Bottlenecks with Pre-packed Chromatography Columns
Jul 30 – Seamless Biopharmaceutical Development for Accelerated Validation Readiness

PHARMACEUTICAL REGULATION
Jul 08 – The 5 Pillars of AI Governance to Reduce GxP Risk
Jul 14 – How to Prepare for a Successful Drug Marketing Application Submission

PHARMACOVIGILANCE
Jul 22 – How MI, PV & Regulatory Collaborate on Signals, Labeling, Crisis Response and AI

PRECLINICAL RESEARCH
Jul 20 – Predict bsAb Liabilities Earlier to Reduce Development Risk
Jul 29 – Streamline Targeted LNP Development to Improve Preclinical Translation
Jul 30 – Use Novel ADME Tools to Improve Early Human PK Projection

ABOUT XTALKS

Xtalks — The Life Science Community™ empowers professionals across pharma, biotech, medtech, healthcare and research with the trusted knowledge and collaborative insights that move the industry forward. Powered by Honeycomb Worldwide Inc., Xtalks delivers news, feature articles, webinars, podcasts, videos, expert interviews, curated job opportunities and more designed to support informed decision-making in a fast-evolving sector.

Every year, thousands of professionals rely on Xtalks for timely intelligence, peer perspectives and industry thought leadership. Join our life science community to stay informed, connected and ready for what’s next.

To learn more about Xtalks, visit www.xtalks.com
For information about working with Xtalks to host your webinar, visit https://xtalks.com/partner-with-us/

Contact:
Soumya Shashikumar
Tel: +1 (416) 977-6555 x272
Email: skumar@xtalks.com

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SOURCE Xtalks

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