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Modeling Recruiter Capacity

BY -

Phil Strazzulla

February 4, 2020

Want to grow your HR tech knowledge 🤓?

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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