Plan your team's hiring capacity with precision. Enter your current recruiter headcount and open roles to instantly calculate recruiter utilisation, capacity gaps, and projected time to fill. Free, no sign-up required.
Input number of active recruiters, average requisitions per recruiter per month, recruiter availability percentage, and your planning period.
Add total open requisitions, new roles planned, backfill requirements, and offer acceptance rate. Use role categories for complex hiring pipelines.
Instantly see recruiters required, capacity gap or surplus, utilisation rate, workload per recruiter, and projected time to fill. Download the PDF report to share with leadership.
Enter your recruiter team data and hiring demand above, then click Generate Capacity Plan.
Recruiters Required = Total Requisitions / (Avg Reqs per Recruiter x Availability % x Offer Acceptance Rate) Recruiter Utilisation (%) = (Monthly Demand / Max Team Capacity) x 100 Capacity Gap / Surplus = Current Recruiters - Recruiters Required Workload Per Recruiter = Total Open Reqs / Current Recruiter Headcount Projected Time to Fill (days) = (Total Demand / (Recruiters x Effective RPM)) x 30 All metrics are adjusted for recruiter availability percentage and offer acceptance rate.
SHRM Global Talent Acquisition Benchmarks - Avg Reqs per Recruiter per Month: - High-volume / entry-level: 25-40 reqs - Mid-level professional: 15-25 reqs (SHRM global average) - Senior / specialist: 8-15 reqs - Executive / C-suite: 3-8 reqs - Technical / engineering: 10-20 reqs Utilisation Rate Bands: - 0-70%: Under-utilised - 71-90%: Optimal Range - 91-100%: High - Monitor Closely - 100%+: Over Capacity Sources: SHRM Global TA Benchmarks; LinkedIn Talent Insights; SHRM Workforce Planning Standards.
A recruitment capacity planner is a tool that helps HR and talent acquisition teams calculate whether their current recruiter headcount is sufficient to meet the organisation's hiring targets. It calculates recruiters required, capacity gaps or surpluses, recruiter utilisation rate, and projected time to fill all open roles based on demand and team productivity benchmarks.