A friend asked me a few days ago if I had a way to model how many requisitions a recruiter could handle per month. I didn’t, but I thought that would be a really interesting exercise and so I put together this model which is design to help recruiting teams understand how many requisitions 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 requisitions 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 requisition 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 of 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:

Modeling Recruiting Capacity

Let me know what questions you have in the comments!

This post originally appeared on SelectSoftware's blog where we write about the latest in HRTech.

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