Hiring Strategy Calculator

Hiring Strategy Calculator

Basic Calculator
Advanced Calculator

Recruiter Workload Calculator

Determine the optimal number of recruiters needed based on your hiring goals and industry benchmarks.

Results

Recommended Number of Recruiters:
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Total Interviews Required:
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Total Resumes to Source/Screen:
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Interviews per Week (per Recruiter):
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Resumes to Screen per Week (per Recruiter):
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Advanced Hiring Strategy Calculator

Fine-tune your recruiting strategy with detailed parameters and customizable assumptions.

Adjustable Assumptions

Customize these parameters based on your organization's specific context:

Advanced Results

Recommended Number of Recruiters:
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Total Interviews Required:
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Total Resumes to Source/Screen:
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Interviews per Week (per Recruiter):
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Resumes to Screen per Week (per Recruiter):
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Recruiter Time Allocation (per week):
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Estimated Time to Fill with Current Team:
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About This Calculator

This Hiring Strategy Calculator helps talent acquisition teams determine the optimal number of recruiters needed based on hiring goals, position types, and industry benchmarks. The calculator uses research-backed ratios and formulas to provide actionable insights for recruiting resource planning.

Key Metrics Used:

  • Interview-to-Hire Ratio: The number of interviews conducted to make one successful hire. Industry benchmarks range from 3:1 to 6:1 depending on position type.
  • Resume-to-Interview Ratio: The number of resumes that need to be screened to generate one interview. This varies widely by industry and position type.
  • Recruiter Capacity: The number of open requisitions a recruiter can effectively manage simultaneously. This typically ranges from 5-10 for executive roles to 20-30 for high-volume hourly positions.
  • Time to Fill: The target number of days to fill a position, which influences the pace of recruiting activities.

Position Type Benchmarks:

  • Executive/Senior Leadership: Higher complexity, lower volume, typically 5-10 reqs per recruiter
  • Professional/Mid-Level: Moderate complexity, moderate volume, typically 12-18 reqs per recruiter
  • Entry-Level: Lower complexity, higher volume, typically 15-25 reqs per recruiter
  • Hourly/High-Volume: Standardized process, highest volume, typically 20-30+ reqs per recruiter