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Modeling Recruiter Capacity

How many reqs can a recruiter take on? Here’s how to model it.

Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast
February 4, 2020
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A friend asked me a few days ago if I had a way to model how many reqs a recruiter could handle per month.  I didn’t, but I thought that would be a really interesting exercise. So I put together this model which is design to help recruiting teams understand how many reqs an individual recruiter can take on.  I also have a section that allows teams to know how many recruiters they need to handle their req load as an organization.

Assumptions:

  • I created four types of reqs based on their level of difficulty to recruit.  There are extremely hard to fill (c-level), hard (director, principal engineers, etc), medium (engineers, quota bearing sales reps), and easy (entry level, customer success, etc).
  • Each of these req types takes up recruiter time for sourcing, screens, interviews, and the work that has to be done around the interview process.  For each type of req, there are different time requirements for each category of work.
  • A recruiter works 35 hours per week, and so optimally is working 120-140 hours/mo.  Of course, most people don’t actually work 35 hours per week with lunch breaks, meetings, youtube, etc.  So, feel free to change that assumption if you don’t like it :)

I made this in excel so that it’s easy for people to download and change to meet their organization’s reality.

The model allows anyone to understand the capacity for an individual recruiter, as well as the necessary requirements for your recruiting organization as a whole.  Here’s the video explanation on how to use it:

Let me know what questions you have in the comments! And if you liked this, you definitely want to sign up for our newsletter where we generally nerd out on all things HR Tech along with very useful buyer advice.

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Phil Strazzulla

Phil is the founder of SelectSoftware Reviews, a website dedicated to helping HR and Recruiting teams find and buy the right software through in-depth, expert advice. He has bought over $1 million worth of HR and Recruiting tools. Additionally, as of 2022, nearly 3 million HR professionals have relied on his advice to determine which business software they should buy.

Phil studied finance at New York University and started his career working in venture capital before getting his MBA from Harvard Business School. His in-depth understanding of the Saas landscape, especially HR Tech, stems from nearly a decade of researching and working with these tools as a computer programmer, user, and entrepreneur.

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