As a senior workforce analyst, I've witnessed the recruiting industry's fixation on short-term placement guarantees. While these guarantees may provide a sense of security for clients, they often overlook the long-term consequences of a hire's departure. In reality, a 90-day guarantee is woefully inadequate, leaving employers to absorb the financial and productivity costs of a premature exit. The truth is, it's unrealistic to expect a recruiter to accurately assess an employee's long-term performance within a mere 90 days. This is especially true for complex or specialized roles that require significant training and investment. As a result, employers are left to foot the bill for the consequences of a hire's departure, while the recruiter's financial risk is limited to the initial placement fee. It's time for the recruiting industry to rethink its approach to placement guarantees. By offering longer-term guarantees, recruiters can demonstrate a genuine commitment to their clients' success and share the risk of a hire's departure. This shift in perspective would not only benefit employers but also foster a more collaborative and accountable relationship between recruiters and their clients. By prioritizing long-term accountability, we can create a more sustainable and effective recruitment ecosystem that truly values the success of both the employer and the employee.