{"title":"Hiring and Onboarding","description":"\u003cp\u003eTools for filling roles and ramping new hires, from cost-per-hire and time-to-fill math to job descriptions, referrals, and a structured first ninety days. Built to make hiring faster and easier to justify.\u003c\/p\u003e","products":[{"product_id":"cost-per-hire-calculator","title":"Cost Per Hire Calculator","description":"\u003cp\u003eBuild your real cost to fill a role on the SHRM and ANSI standard. Enter your external recruiting spend and the recruiter and hiring manager hours, and the workbook prices the staff time most teams miss, then returns your cost per hire, the split between external and internal cost, and the figure as a percent of first-year salary.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eEnter your external spend (job ads, agency fees, background checks, referral bonuses), then the recruiter and hiring manager salaries and the hours each spent on the hire. The workbook prices that time from salary over 2,080 working hours, adds your recruiting tools, runs the SHRM and ANSI formula, and returns your cost per hire, the external and internal split, and the cost as a percent of first-year salary. A one-page Summary pulls the cost per hire, the split, and the figure against the SHRM benchmark into a snapshot for a budget conversation, a Benchmark tab holds current ranges from the SHRM 2025 report, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eThe cost teams miss is their own time\u003c\/h3\u003e\u003cp\u003eJob ads and an agency fee are the cash you write a check for, and the part most teams count. The recruiter and manager hours behind every hire rarely show up anywhere, which is why the standard counts staff time and the real figure usually runs higher than the invoices alone. The formula is the SHRM and ANSI standard: total internal plus external recruiting cost for a period, divided by the hires in that period. Recruiter and manager hours are priced from each salary over 2,080 working hours, so the time spent screening, interviewing, and closing carries a dollar figure. A result well under the benchmark can mean you run lean or that costs are being left out, so the external and internal split is as useful as the total.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eA recruiting or HR leader who needs a defensible cost per hire on the SHRM and ANSI standard, built from real spend and real hours.\u003c\/li\u003e\n\u003cli\u003eA finance or HR partner setting a recruiting budget who wants the internal time counted alongside the agency invoices and job board spend.\u003c\/li\u003e\n\u003cli\u003eA small business owner or hiring manager who wants to know what filling a role costs before approving the next req.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e the yearly cost of seats sitting open from slow hiring, the Vacancy Cost Calculator prices that. To decide whether to fill roles with an outside agency or your own recruiters, see the Agency vs Internal Recruiter ROI Calculator.\u003c\/p\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it, and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep; duplicate it to measure another role or quarter, keeping the same method so the trend stays comparable. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat does the paid workbook do that a free calculator does not?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThis workbook runs the full SHRM and ANSI formula, prices the recruiter and hiring manager time most teams leave out from each salary over 2,080 working hours. It also separates external spend from internal time, which is the split the SHRM and ANSI standard exists to make visible, and the one a single blended number always hides. You set your period once, duplicate the file per role or quarter, and read every formula behind the number. A quick browser estimate gives you one figure; this gives you the standard formula, the sources, and a file you keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat does the cost include?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eTwo groups. External is job ads, agency or recruiter fees, background checks and assessments, and referral bonuses. Internal is the recruiter and hiring manager time, priced from salary over 2,080 working hours, plus your recruiting tools. The workbook adds both, divides by your number of hires, and shows which side carries more of the cost.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms. Questions? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eThese are planning estimates, only as good as the costs and hours you enter. Keep your spend and your hires in the same period, count offers that became starts rather than offers made, and use your own salaries and hours rather than the example figures.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eScope\u003c\/h3\u003e\u003cp\u003eThis tool is a planning and analysis model. Its outputs depend entirely on the inputs and assumptions you enter, and they are estimates for decision support, not accounting, tax, or legal conclusions. It is not legal, tax, or financial advice, and it is not a substitute for qualified counsel on your specific situation. Check the assumptions against your own data and have any decision with pay, headcount, or separation consequences reviewed against applicable law before you act on it.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641502331156,"sku":"TSHR-004","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/cost-per-hire-calculator-hero.jpg?v=1781718908"},{"product_id":"time-to-fill-cost-calculator","title":"Time-to-Fill Cost Calculator","description":"\u003cp\u003ePut a number on the cost of leaving a role open. Enter each role’s salary, the value it produces, and the days it has been open, and the workbook returns the net cost of the vacancy, the cost across every open role, and what hiring faster would save.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eSet working days per year and benefits as a percent of salary, then list each open role with its salary, a value multiplier, the days open, and any coverage cost. The workbook returns the role’s daily value, the value lost while it is empty, the loaded pay you are not spending, and the net cost of the vacancy, role by role with a running total. A one-page Summary totals every open role, shows the average days open and the net cost per day, and estimates what cutting your time to fill would save. A Benchmark tab holds time-to-fill and cost-of-vacancy figures from SHRM and public research, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eA vacancy is not free and it is not the whole salary either\u003c\/h3\u003e\u003cp\u003eTwo shortcuts get this wrong: treating an open role as costing nothing because no one is being paid, or counting the full salary as lost. The honest number sits between them, the value the role would have produced minus the pay and benefits you save while it is empty, plus any coverage cost. For a role worth about its pay, the net can be small or even negative, which the workbook shows rather than hides. The value multiplier is the one real judgment call, about 1.0 for support roles and higher for revenue or hard-to-cover ones; keep it consistent across roles so the comparison stays fair. The net cost per day is the lever: each day you trim from time to fill saves about that much across every open role.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eA talent acquisition or HR leader who needs to put a defensible number on open roles and the cost of a slow process, role by role.\u003c\/li\u003e\n\u003cli\u003eA finance or HR partner weighing the payback of hiring faster, or of the coverage and overtime a long vacancy runs up.\u003c\/li\u003e\n\u003cli\u003eA hiring manager or operator who wants to show what an unfilled seat is costing rather than argue it in the abstract.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e how many recruiters it takes to fill your open roles faster, the Recruiter Capacity Planner runs that. To decide whether to fill faster with an outside agency or your own recruiters, see the Agency vs Internal Recruiter ROI Calculator.\u003c\/p\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it, and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep; add roles by inserting rows, and duplicate the file to price a second set of openings. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat does the paid workbook do that a free calculator does not?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThis workbook lists every open role on one sheet, totals the value lost net of the pay you save, and returns the net cost per day, the lever faster hiring pulls. It adds a board-ready summary, an estimate of what cutting a set number of days would save, and a sourced Benchmark tab, and every formula is open, so you set the value multipliers to your own roles and reuse the file as openings change. A quick browser estimate prices one role; this prices every open role at once and keeps the file.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow do I set the value multiplier?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is how much annual value a role produces for each dollar of salary. Support roles sit near 1.0, where the output is worth about the pay, so a vacancy roughly breaks even against the salary saved. Revenue-generating or hard-to-cover roles are worth more; the Benchmark tab puts revenue roles at 1.5 to 3 times pay. Keep your multipliers consistent across roles so the comparison stays fair.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms. Questions? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eThese are planning estimates, and the value multiplier drives them. Set the multipliers consistently across roles, lean conservative, and treat the output as a floor for sizing the cost of open roles.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eScope\u003c\/h3\u003e\u003cp\u003eThis tool is a planning and analysis model. Its outputs depend entirely on the inputs and assumptions you enter, and they are estimates for decision support, not accounting, tax, or legal conclusions. It is not legal, tax, or financial advice, and it is not a substitute for qualified counsel on your specific situation. Check the assumptions against your own data and have any decision with pay, headcount, or separation consequences reviewed against applicable law before you act on it.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641502363924,"sku":"TSHR-005","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/time-to-fill-cost-calculator-hero.jpg?v=1781718908"},{"product_id":"vacancy-cost-calculator","title":"Vacancy Cost Calculator","description":"\u003cp\u003eSee what open roles cost you in a year, and what you save by filling them faster or keeping people longer. Enter your headcount, turnover, and time to fill, and this Excel workbook returns the annual vacancy cost, the average seats empty at any moment, and the saving from each lever.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank sheet\u003c\/h3\u003e\u003cp\u003eEnter headcount, annual turnover rate, average time to fill, the salary and benefits load for the roles that turn over, and the cost-of-vacancy factor. The workbook returns the cost of one open role across a full time to fill, the average seats empty, the annual vacancy cost, and the share of payroll it represents. A Scenarios tab puts a number on filling faster and on lowering turnover, each alone and together; a one-page Summary carries the headline figures for a leadership conversation; a Benchmark tab holds turnover, time-to-fill, and cost-of-vacancy figures from SHRM, BLS, Mercer, and Gallup; and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003cp\u003eAn open role is a recurring cost, not a saved salary: at a given headcount and time to fill, a share of the workforce is empty all year. The cost-of-vacancy factor is the judgment call that moves the result most, so set it to the role: start at 100% for a typical salaried seat, raise it for revenue-generating or hard-to-cover roles, and lower it for roles the team can absorb.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn HR or talent leader building the case for a recruiting or retention investment who wants the yearly cost of open roles, not a saved-salary line.\u003c\/li\u003e\n\u003cli\u003eA finance or operations partner who wants vacancies costed across the year with the saving from each lever sized.\u003c\/li\u003e\n\u003cli\u003eAn owner or manager carrying open seats who wants to see what they drain and what filling faster would save.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e the all-in cost of one person leaving and being replaced, the Cost of Turnover Calculator covers that. To price each open role by its own days open, see the Time-to-Fill Cost Calculator; for recruiting spend, the Cost Per Hire Calculator.\u003c\/p\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it, and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep; duplicate it to rerun the numbers as your workforce changes. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from the free calculator?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe workbook is the file you keep. Your numbers stay saved, every formula is open to audit, and it adds the Scenarios tab that sizes filling faster and lowering turnover, the leadership-ready Summary, and the sourced Benchmark tab. A quick on-screen calculator answers what open roles cost; the workbook sizes what fixing them is worth.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms. Questions? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eScope\u003c\/h3\u003e\u003cp\u003eThese are planning estimates built from your inputs, not legal advice. The figure rests most on the cost-of-vacancy factor, so set it to the role and sense-check the total against the Benchmark tab.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641502396692,"sku":"TSHR-006","price":24.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/vacancy-cost-calculator-hero.jpg?v=1781718908"},{"product_id":"recruiter-capacity-planner","title":"Recruiter Capacity Planner","description":"\u003cp\u003eSize the recruiting team your pipeline needs. Enter your open reqs by complexity and your current team, and the planner returns the recruiters you need, who on the roster is over or under capacity, and what moving to the recommended team adds or saves each year.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eSet recruiter availability and the most reqs one recruiter can carry in each bucket, then enter your open reqs as high-volume, professional, or hard-to-fill. The planner divides each bucket by its maximum, adjusts for availability, and returns the recruiters you need, the recommended whole-number team, your utilization, and the gap. A Recruiter Roster tab lists each recruiter with a weighted load and an over, at, or under capacity flag. A Cost tab prices your team now and at the recommended size, so you can weigh adding a recruiter against agency fees on the overflow, a one-page Summary rolls the need, the gap, and the cost into a board-ready view, a Benchmark tab holds typical req loads by complexity from SHRM and Gem’s 2025 report, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eA flat req count hides the real workload\u003c\/h3\u003e\u003cp\u003eThe common shortcut is one number of open reqs per recruiter, which treats a hard-to-fill executive search as the same job as a high-volume hourly opening. This planner weights the buckets separately: each divides by its own maximum, 25 high-volume, 15 professional, and 5 hard-to-fill by default, all inside published ranges, so four senior searches register as most of a desk while four hourly reqs barely move it. Recruiters spend roughly 80% to 90% of their time on reqs after intake meetings and admin, so the planner divides the need by availability. Utilization over 100% is the early warning, showing up as longer time to fill and lost candidates before it shows up in headcount requests, so read the gap and the right-size cost together.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eA talent acquisition or HR leader who needs to size the recruiting team, or defend its size, with the workload weighted by complexity and the cost attached.\u003c\/li\u003e\n\u003cli\u003eA finance or HR partner weighing the next recruiter’s loaded cost against agency fees and the cost of slow hiring.\u003c\/li\u003e\n\u003cli\u003eA recruiting manager balancing desks who wants to see who is over capacity before quality and time to fill slip.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e whether to fill roles with an outside agency or your own recruiters, the Agency vs Internal Recruiter ROI Calculator runs that. For headcount across the wider workforce sized from productive hours, see the FTE Headcount Planner.\u003c\/p\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it, and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep; add recruiters to the roster by inserting rows, and duplicate the file to plan a second team. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat does the paid workbook do that a free calculator does not?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThis workbook adds a Recruiter Roster that spreads the load across named recruiters and flags who is over, at, or under capacity, a Cost tab that prices your team now and at the recommended size, a board-ready summary, and a sourced Benchmark tab. Every formula is open, so you calibrate the maximums to your own throughput and reuse the file as the pipeline changes. A quick browser estimate runs the bucket logic once; this names the recruiters, prices the team, and keeps the file.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat counts as high-volume, professional, or hard-to-fill?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eHigh-volume is hourly and entry roles with heavy applicant flow and lighter screening per opening. Professional is the mid-level mix of sourcing, screening, and hiring-manager coordination most corporate recruiters carry. Hard-to-fill is senior, niche, or executive work with heavy proactive sourcing and long pipelines. If a req sits between buckets, put it in the nearer one or adjust that bucket’s maximum.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms. Questions? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eThese are planning estimates, and the capacity assumptions drive them. How many reqs a recruiter can carry varies widely with role complexity, sourcing channels, your applicant tracking system, and recruiter experience, so track your real throughput and set the maximums to match.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eScope\u003c\/h3\u003e\u003cp\u003eThis tool is a planning and analysis model. Its outputs depend entirely on the inputs and assumptions you enter, and they are estimates for decision support, not accounting, tax, or legal conclusions. It is not legal, tax, or financial advice, and it is not a substitute for qualified counsel on your specific situation. Check the assumptions against your own data and have any decision with pay, headcount, or separation consequences reviewed against applicable law before you act on it.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641502789908,"sku":"TSHR-012","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/recruiter-capacity-planner-hero.jpg?v=1781719693"},{"product_id":"agency-vs-internal-recruiter-roi-calculator","title":"Agency vs Internal Recruiter ROI Calculator","description":"\u003cp\u003eCompare the cost of an in-house recruiter against agency fees across your real hiring plan. Set the recruiter’s loaded cost and capacity, list the roles you hire by group and agency rate, and the workbook returns the all-agency cost, the in-house scenario, and the annual saving from building in-house at your volume.\u003c\/p\u003e\u003ch3\u003eOne Excel workbook that prices the agency-versus-in-house decision on your hiring plan\u003c\/h3\u003e\u003cp\u003eA working model, not a blank grid. You set the recruiter and the hiring plan, the workbook prices both routes and returns the saving, and it opens on a worked example so the comparison is clear before you change anything.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eAgency vs Internal Recruiter ROI Calculator.\u003c\/strong\u003e Enter the recruiter’s base salary, benefits load, tools, overhead, and time to ramp, plus how many roles a month the recruiter handles. Then list each hiring group with its annual volume and the typical agency rate as a percent of salary. The workbook returns the all-agency cost, what an in-house recruiter would cost and cover, the overflow the recruiter cannot fill alone, and the annual saving from moving in-house, with the payback on the first-year ramp cost.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA board-ready summary, current benchmarks, and the method in plain English.\u003c\/strong\u003e A one-page Summary carries the all-agency cost, the in-house total, and the annual saving into a budget conversation. A Benchmark tab holds agency fee ranges and recruiter cost figures by level from SHRM and recent HR compensation data, and the Notes tab documents how each number is built.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eThree steps from agency fees to a saving you can take to a budget\u003c\/h3\u003e\u003cp\u003eYou set the recruiter and list the hiring plan, and the workbook prices both routes and returns the saving and the payback.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet the recruiter.\u003c\/strong\u003e Enter the base salary, benefits load, tools and ATS cost, overhead, and ramp cost, and the roles per month the recruiter handles. The total loaded cost and the annual hires the recruiter covers calculate, and the first-year cost lands the ramp alongside the ongoing cost.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eList the hiring plan.\u003c\/strong\u003e Enter each group of roles with its annual volume and the agency rate you pay, and the all-agency cost for that group calculates. The workbook also applies the recruiter’s annual capacity across the groups and flags any overflow beyond what an in-house hire covers.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePressure-test the capacity assumption.\u003c\/strong\u003e Check the in-house recruiter capacity you entered against the Benchmark tab before you rely on the result, since an optimistic req load is the number that most often breaks this case.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eAgency fees disappear into cost of hire, which is where in-house competes\u003c\/h3\u003e\u003cp\u003eA single agency placement in a mid-level role can cost as much as a month of an in-house recruiter’s total loaded cost. Most finance conversations stop at the recruiter salary; this workbook costs the recruiter against the fees the recruiter would replace, at your volume, across your actual hiring mix.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe comparison is at your volume, not a generic ratio.\u003c\/strong\u003e A recruiter who handles 20 roles a year changes the math differently from one who handles 40. You enter the capacity that reflects your recruiter and your roles, not a published average.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe in-house cost carries everything.\u003c\/strong\u003e Base salary, benefits, tools, overhead, and ramp are all in the loaded cost, so the comparison is fully burdened on both sides and the saving is not overstated.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eYear one is the worst case.\u003c\/strong\u003e The ramp cost lands only in the first year, so the payback in months shows when the in-house hire starts to outperform. After the payback, every hire the recruiter handles saves the full agency rate.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eWho this calculator fits and where to go if that is not you\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn HR or talent leader making the case for a first in-house recruiter, who needs the all-agency cost against a fully loaded hire at their volume.\u003c\/li\u003e\n\u003cli\u003eA finance or HR partner reviewing the recruiting budget, who wants to see agency spend against an in-house alternative before the next headcount cycle.\u003c\/li\u003e\n\u003cli\u003eA founder or operator who uses agencies for every hire and wants to know when the volume justifies bringing recruiting in-house.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eHow many recruiters the pipeline needs and who on the current team is over capacity. The Recruiter Capacity Planner sizes the recruiting team against the open reqs.\u003c\/li\u003e\n\u003cli\u003eThe total recruiting cost per hire on the SHRM and ANSI standard, not the agency-versus-in-house comparison. The Cost Per Hire Calculator builds that figure.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep. Add role groups by inserting rows inside the hiring plan, and duplicate the file to model a second recruiter or the next planning year.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs the in-house saving real?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is a planning estimate built from your inputs. Agency fees and recruiter costs vary, so set the salary, benefits, and fee rates to your actual figures and adjust the recruiter capacity to what a hire in your environment would realistically cover. The math is correct for the inputs; the saving is as good as the rates and volume you enter.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat about the roles the recruiter cannot fill?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe workbook flags any overflow, the volume that one recruiter cannot cover at the capacity you set, and assigns it back to agency cost so the comparison stays honest. If the overflow is large, the in-house saving is smaller than it would appear without it.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the workbook in Excel or Google Sheets, enter the recruiter cost and the hiring plan, and read the saving. Questions or want a hand getting set up? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eScope\u003c\/h3\u003e\u003cp\u003eThis tool is a planning and analysis model. Its outputs depend entirely on the inputs and assumptions you enter, and they are estimates for decision support, not accounting, tax, or legal conclusions. It is not legal, tax, or financial advice, and it is not a substitute for qualified counsel on your specific situation. Check the assumptions against your own data and have any decision with pay, headcount, or separation consequences reviewed against applicable law before you act on it.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641502822676,"sku":"TSHR-013","price":39.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/agency-vs-internal-recruiter-roi-calculator-hero.jpg?v=1781719694"},{"product_id":"new-hire-ramp-calculator","title":"New Hire Ramp Calculator","description":"\u003cp\u003eSee how long it takes a new hire to reach full output, and what the ramp costs. Enter the salary, the productivity curve, and the support you give them, and the workbook returns the weeks to full speed, the lost output during ramp, and what the whole first year costs.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eEnter the new hire’s annual salary, the weeks to half-output and to full output, the manager time during ramp, any formal training costs, and a productivity cost rate. The workbook builds the productivity ramp between the two points, then returns the productivity cost per week at partial output, the total lost output during ramp, the management time cost, and the total first-year cost with and without the recruiting cost. A one-page Summary carries the ramp length, the output lost, and the total first-year cost, a Benchmark tab holds ramp length and ramp-cost ranges by role type from SHRM and academic research, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eThe cost of a hire does not stop at the salary or the recruiting fee\u003c\/h3\u003e\u003cp\u003eA new hire who takes six months to reach full output is delivering partial value for half the year while you pay for all of it. Lost output during the learning curve is usually the largest piece: at half output for eight weeks and three-quarters for another eight, a mid-level hire gives up a month of full productivity before they are up to speed, $6,000 or more at a $300 daily loaded cost, before training and manager time land on top. Manager hours spent orienting and reviewing work are priced from the manager’s own salary, so the support carries a dollar figure. Add the recruiting cost and the total first-year cost makes clear why replacing people costs more than keeping them.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn HR leader or finance partner who wants the true cost of a departure, including the output lost while the replacement ramps, not just the recruiting fee.\u003c\/li\u003e\n\u003cli\u003eA manager making the case for better onboarding investment, with the ramp length and its cost before and after the improvement.\u003c\/li\u003e\n\u003cli\u003eAn owner or operator setting realistic expectations for how long a new hire takes to contribute fully.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e the full all-in cost of a departure from exit through ramp, the Cost of Turnover Calculator covers that. For a program to shorten the ramp with structured onboarding, see the New Hire Onboarding 30-60-90 Kit.\u003c\/p\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it, and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep; duplicate it to model a second role or test different ramp curves side by side. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the productivity cost rate?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is the daily loaded cost of one FTE at full output, the salary plus benefits and payroll taxes divided by working days. It prices each day a new hire spends below full output: at 50% productivity, half the daily cost is lost output. The Employee Cost Calculator or the Labor Burden Rate Calculator will give you this figure for a specific role.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is the result?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is a planning estimate, and the ramp curve drives it. How long a new hire takes to reach full output depends on role complexity, the onboarding program, and the individual, so the weeks to half and full output are the inputs to calibrate to your real experience. The math is correct for the inputs; use your own ramp times rather than the example figures.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms. Questions? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eScope\u003c\/h3\u003e\u003cp\u003eThese are planning estimates built from your inputs, not legal advice. The result rests on the ramp curve and the cost rate you enter, so calibrate them to your own experience and sense-check the total against the Benchmark tab.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641502855444,"sku":"TSHR-014","price":24.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/new-hire-ramp-calculator-hero.jpg?v=1781720057"},{"product_id":"referral-program-tracker","title":"Referral Program Tracker","description":"\u003cp\u003eRun an employee referral program end to end in one spreadsheet. 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A Benchmark tab holds typical bonus amounts and program stats from SHRM and public recruiting data, a Definitions tab explains every status, and it opens on a worked example so the flow is clear before you make it your own.\u003c\/p\u003e\u003ch3\u003eRun it like a program and referrals become your cheapest channel\u003c\/h3\u003e\u003cp\u003eA referral hire costs mostly the bonus, while the same role through an agency or heavy sourcing costs several times more, and referred hires tend to fill faster and stay longer. Two rules keep that advantage: split the bonus, part at hire and part at a retention milestone, so it pays before people leave; and keep the bonus below your cost per hire, since a referral only saves money when the bonus is less than the agency or sourcing cost it replaces.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn HR or talent leader at a small or mid-sized employer who wants to run a referral program in one place, without buying recruiting software, and see what it saves.\u003c\/li\u003e\n\u003cli\u003eAn operations or office manager already paying referral bonuses on loose spreadsheets and sticky notes, who wants every referral logged and every payout tracked to its date.\u003c\/li\u003e\n\u003cli\u003eA founder or owner starting a referral program who wants the rules, the tracking, and the savings read set up before the first referral comes in.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e the written policy, bonus and dispute rules, ready-to-send manager and employee messages, and a launch campaign, the Employee Referral Program Kit packages those with this workbook. For the fully loaded cost of one hire to set your bonus below, see the Cost Per Hire Calculator.\u003c\/p\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it, and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input, dropdown, and formula is editable, and the file is yours to keep; duplicate it to run more than one program or keep a clean copy each year. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from the free calculator?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThis workbook runs the program day to day: you log every referral, track each bonus to its payout, recognize top referrers, and read a dashboard that computes savings from your real logged data, not an estimate. 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The workbook follows the common rules: any current employee may refer, the first valid referral wins on a tie, a candidate already in your pipeline within the recency window is not new, and both the referrer and the hire must still be employed on each payout date.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms. Questions? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eThese are practical HR tools, not legal or tax advice. 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You run a classification screen, set grounded levels and bands, check the posting rules for your state, and record the call before you post or make an offer.\u003c\/p\u003e\u003ch3\u003eThree pieces that take a role from a blank page to a posted, classified job\u003c\/h3\u003e\u003cp\u003eA Start Here sets the order, then the guide explains the system, the workbook makes the calls, and the templates produce the documents.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eJob Description and Pay Transparency Field Guide.\u003c\/strong\u003e The system explained, from writing the role to deciding exempt or non-exempt, when a worker is really a contractor, and how pay disclosure rules work.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eJD and Classification Workbook.\u003c\/strong\u003e The exempt or non-exempt screen, a contractor risk check, a role library, levels and bands, and a state pay-range posting map.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEditable Job Description and Classification Templates.\u003c\/strong\u003e A fillable JD template, three ready example job descriptions, an offer-stage pay-range note, and a classification determination record.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe order to work in\u003c\/h3\u003e\u003cp\u003eRead the system, classify the role, ground the range, then write the documents and record the call.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the Field Guide first.\u003c\/strong\u003e It covers writing the role, deciding exempt or non-exempt, when a worker is really a contractor, and how pay disclosure works.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eClassify and ground the range.\u003c\/strong\u003e Run the Classification Screen for the role, weigh a contractor against the Contractor Risk Check, set your Levels and Bands, and check the Pay-Range Posting Map for your state.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eWrite it and record it.\u003c\/strong\u003e Start from the JD template or an example, set an honest pay range, use the offer-stage note where disclosure is required, and record the call on the Classification Determination Record before you post or offer.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt on current sources and honest about its limits\u003c\/h3\u003e\u003cp\u003eThis helps you make and document a classification and a pay-range decision; it does not decide whether any call is correct for your facts.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eClassification on the facts, not the title.\u003c\/strong\u003e The screen decides exempt or non-exempt on the salary basis, the salary level against the applicable floor, and the duties test.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eChecked against current rules.\u003c\/strong\u003e The posting map and the disclosure guidance reflect the state pay-transparency rules in force as of the review date.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA documented position, not a guarantee.\u003c\/strong\u003e Keep pay ranges honest and consistent across similar roles, write down your reasoning, and review close calls with counsel.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRemote roles follow the strictest state.\u003c\/strong\u003e For a remote role, the strictest applicable state usually governs, so confirm the employee’s state.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for and where to go if that is not you\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn HR or talent owner writing and posting roles who needs classification and pay disclosure handled the same way every time.\u003c\/li\u003e\n\u003cli\u003eA small employer hiring across states who needs to know what each state requires in a posting and an offer.\u003c\/li\u003e\n\u003cli\u003eA manager deciding exempt or non-exempt or weighing a contractor, who wants the screen and a record rather than a guess.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eThe state-by-state posting rules on their own. 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Confirm current requirements for the employee’s state, and remember that for a remote role the strictest applicable state usually governs.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it tell me the right classification?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt runs the screen on the salary basis, level, and duties and records your reasoning. It does not decide the call for your facts, so review close exempt or non-exempt calls with qualified counsel.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here first; it sets the order to work in. Questions or want a hand getting set up? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eThese are practical HR templates, not legal advice. Pay disclosures, classification, and job descriptions vary by state and change over time, so confirm current requirements for the employee’s state and review close calls with qualified counsel.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503478036,"sku":"TSHR-030","price":59.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/jd-classification-and-pay-transparency-kit-hero.jpg?v=1781721926"},{"product_id":"new-hire-onboarding-30-60-90-kit","title":"New Hire Onboarding 30-60-90 Kit","description":"\u003cp\u003eRun onboarding and the first ninety days as one arc, from before day one through the 90-day review, with the legally required first-week steps tracked for you. You enter the new hire and the start date, the phase dates and compliance deadlines fill in, and you build a 30\/60\/90 plan and keep a check-in log running.\u003c\/p\u003e\u003ch3\u003eThree pieces that carry a new hire from before day one to the 90-day review\u003c\/h3\u003e\u003cp\u003eA Start Here sets the order, then the guide covers the arc, the workbook runs the plan and the deadlines, and the templates give you the documents to send.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eOnboarding and First 90 Days Field Guide.\u003c\/strong\u003e How to run each phase start to finish, from before day one through the 90-day review, and the compliance basics you cannot skip.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003e30\/60\/90 Plan Workbook.\u003c\/strong\u003e Enter the new hire and the start date, and the milestone dates, the live status, and the compliance deadlines fill in. It holds the 30\/60\/90 plan, an onboarding checklist, a compliance tracker, and a check-in log.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEditable Onboarding Templates.\u003c\/strong\u003e A welcome note, a first-week schedule, a 30\/60\/90 plan, check-in forms, and a printable checklist, ready to send or share.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eThe order to work in\u003c\/h3\u003e\u003cp\u003eRead the arc, set the dates, work the checklist before day one, then keep the check-ins running.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the Field Guide first.\u003c\/strong\u003e It covers the whole arc, from before day one through the 90-day review, and the compliance basics you cannot skip.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet the dates and the plan.\u003c\/strong\u003e Enter the new hire and the start date so the phases, status, and deadlines fill in, then build the 30\/60\/90 plan in the workbook.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eWork the checklist and the check-ins.\u003c\/strong\u003e Send the welcome note and schedule before the start date, work the onboarding checklist through the first month, and keep the check-in log running through the 30, 60, and 90-day reviews.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eWho it is built for and where to go if that is not you\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn HR owner or office manager who wants a consistent onboarding process instead of reinventing it for each hire.\u003c\/li\u003e\n\u003cli\u003eA manager responsible for a new hire’s first ninety days, who wants a plan and the check-ins laid out.\u003c\/li\u003e\n\u003cli\u003eA small business that needs the first-week compliance steps tracked so nothing is missed.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eThe plan for before the offer, keeping a candidate engaged through to the start date. The Candidate Ghosting Prevention Kit covers that.\u003c\/li\u003e\n\u003cli\u003eThe cost of the time a new hire takes to reach full speed. The New Hire Ramp Calculator prices that.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eA PDF field guide, an Excel workbook that also works in Google Sheets, and editable Word templates. Everything is yours to keep and adapt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it include the I-9 and tax forms?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt tracks the deadlines for Form I-9, the W-4, new-hire reporting, and E-Verify where it applies, and points you to the steps. Use the current official version of each form rather than a stored copy, and confirm your state’s requirements.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it work for any role?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes. The plan, checklist, and templates adapt to any role and start date, and the workbook sets the phase dates from the date you enter.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here first; it sets the order to work in. Questions or want a hand getting set up? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eThis is general information, not legal or tax advice. Required forms, deadlines, and reporting rules change and vary by state, so use the current edition of each form and confirm your state’s requirements.\u003c\/p\u003e\u003ch3\u003eWant these in your company branding?\u003c\/h3\u003e\u003cp\u003eIf you would rather hand these to your team with your own logo and company name on them, we can brand the files for you. Email \u003ca href=\"mailto:support@truestephr.com?subject=Branded%20versions%20inquiry\"\u003esupport@truestephr.com\u003c\/a\u003e with \"Branded versions\" in the subject, and we will follow up with options and pricing.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eScope\u003c\/h3\u003e\u003cp\u003eThis kit is a set of working tools and editable templates for handling performance, conduct, and people decisions in a clear, consistent, and defensible way. It is not legal advice, and it is not a substitute for qualified counsel on your specific situation. Conversations about performance, pay, and conduct can carry legal consequences, and discipline, documentation, and termination rules vary by state. 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The policy is adoptable, but have it reviewed before you rely on it.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAnnounce it and make referring easy.\u003c\/strong\u003e Run the manager huddle script in a team meeting, send the announcement email to desk-based staff and the short texts to a deskless team, and put the submission form where people can reach it. A referral counts only when it comes through the form.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTrack it and keep referrers in the loop.\u003c\/strong\u003e Log each referral and payout in the tracker, send the status updates so people keep referring, and read the dashboard for the conversion rate, the bonus cost, and the savings against other channels. The record is also how you settle a credit dispute under the first-valid rule.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eWho it is built for and where to go if that is not you\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA manager or business owner standing up a referral program for the first time who wants the policy, the rules, and the launch comms ready to go, not a blank page.\u003c\/li\u003e\n\u003cli\u003eA lean HR team, or a small HR function, that needs one consistent program across managers, with the bonus, the credit rules, and the tracking in one place.\u003c\/li\u003e\n\u003cli\u003eA company with an informal referral habit that keeps causing disputes and wants a written policy and a clear credit rule before the next argument.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eJust the spreadsheet to log referrals and read a dashboard, with a program already in place. The Referral Program Tracker is that workbook on its own, and it is the same tracker included here.\u003c\/li\u003e\n\u003cli\u003eA way to keep the people you already have rather than source new ones. The Retention and Stay Interview Action Kit is the better fit for that.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat is in the kit and can I edit everything?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe kit includes a Start Here guide, the 15-page Kit Guide as a print-ready PDF and an editable Word file, and the Referral Program Tracker as an Excel workbook that also works in Google Sheets. The policy, the worksheet, the forms, the scripts, and the comms are all editable and yours to keep. 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The New Hire Onboarding and 30-60-90 Kit picks up there.\u003c\/li\u003e\n\u003cli\u003eThe cost of roles that stay open too long. The Time to Fill Cost Calculator prices the delay.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eTwo PDFs to read and a tracker in Excel that also works in Google Sheets. Every script and field is yours to edit and keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it work for hourly and field roles?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes. 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Employment rules vary by jurisdiction and change over time, so have your policies and any individual decision reviewed against applicable law before you act on them.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503576340,"sku":"TSHR-033","price":49.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/candidate-ghosting-prevention-kit-hero.jpg?v=1781721927"},{"product_id":"temp-to-hire-and-direct-placement-decision-workbook","title":"Temp-to-Hire and Direct-Placement Decision Workbook","description":"\u003cp\u003eConvert now, ride to the waiver, or pay the placement fee: the workbook turns the trial-to-hire call into a number you can defend.\u003c\/p\u003e\u003ch3\u003eOne workbook for the call every trial-to-hire role forces\u003c\/h3\u003e\u003cp\u003eThe decision calculator, the buyout schedule, and the portfolio view, opened on a worked example. Works in Excel or Google Sheets.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e How the tabs fit together and the order to work in. One page, read it first.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTemp-to-Hire and Direct-Placement Decision Workbook.\u003c\/strong\u003e The decision calculator pricing three first-year paths, the declining buyout schedule to the waiver, the convert-now-versus-ride read, a portfolio view across open roles, and an assumptions and sources tab with every default dated. Opens on a worked example. Works in Excel or Google Sheets.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTrueStep HR Product License.\u003c\/strong\u003e What you can and cannot do with the files, including the consultant and white-label tiers.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eUsing This Workbook in Google Sheets.\u003c\/strong\u003e The two-minute import path if your team lives in Google Sheets rather than Excel.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe method in the order the offer runs\u003c\/h3\u003e\u003cp\u003ePrice the paths, read the buyout, and only then negotiate. The order matters because the waiver schedule is the lever most buyers never read.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003ePrice the three paths.\u003c\/strong\u003e Salary, burden, bill rate, and fees in; the first-year cost of direct hire, temp-to-hire, and direct placement out, side by side.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the buyout schedule.\u003c\/strong\u003e The conversion fee declines as hours accumulate and disappears at the waiver threshold. The schedule shows exactly what converting costs today, next month, and at the waiver.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRun the convert-or-ride read.\u003c\/strong\u003e Converting now trades the buyout for your payroll cost; riding trades your payroll cost for more weeks on the bill rate. The read prices both branches and names the cheaper one.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCompare the portfolio.\u003c\/strong\u003e Ten open roles rarely share one answer. The portfolio view prices each role and flags where the path should differ.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt to be honest about the crossover\u003c\/h3\u003e\u003cp\u003eTemp-to-hire is not always cheapest, and a workbook that always says convert would be a brochure. The model shows where direct placement or direct hire wins.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eFee ranges labeled as ranges.\u003c\/strong\u003e Buyouts of 10% to 25% of first-year salary, waiver thresholds near 520 to 1,000 or more hours, and placement fees near 20% ship as sourced survey ranges; your agreement is the number that matters, and every one is editable.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe waiver read up front.\u003c\/strong\u003e If the hours already worked put you past the waiver, the workbook says the conversion is free before it prices anything else.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eFirst-year framing, stated.\u003c\/strong\u003e The comparison prices year one, where the paths differ; the assumptions tab says so plainly instead of implying a forever number.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA worked example in every tab.\u003c\/strong\u003e The workbook opens on a realistic role, not a blank sheet.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for and where to go if that is not you\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA manager with a temp on the line and a conversion fee on the table this month.\u003c\/li\u003e\n\u003cli\u003eAn HR lead or recruiter comparing agency terms across several open roles.\u003c\/li\u003e\n\u003cli\u003eA consultant pricing hiring paths for a client and needing the work to show.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA free, quick read on one role. The free Temp-to-Hire Breakeven Calculator runs the three paths in your browser.\u003c\/li\u003e\n\u003cli\u003eThe whole contingent program. The Contingent Labor Cost and Conversion Workbook models the program-level conversion case.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from the free calculator?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe free calculator prices one role in your browser. The workbook adds the declining buyout schedule, the convert-or-ride read on your actual hours, the portfolio view across open roles, and the sourced assumptions tab, and it saves your work.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhere do the fee defaults come from?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003ePublished 2024 to 2025 survey ranges: conversion buyouts of 10% to 25% of first-year salary, free-conversion thresholds commonly near 520 to 1,000 or more worked hours, and direct placement fees of 15% to 25% with 20% the common benchmark. Each is dated on the assumptions tab, and each is an input because your agreement controls.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it tell me which path to pick?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt prices the paths and names the cheapest on your inputs, including the cases where staying on the agency bill wins. The decision stays yours; the workbook makes it a documented one.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal or tax advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is a cost model with planning figures. Agency agreements are contracts; have yours reviewed before you rely on a fee or waiver term.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs it a subscription?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. One-time purchase, no recurring fee. You keep the files.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as the figures change?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eEach file carries a last-reviewed date so you can see how current it is, and the assumptions tab dates every default to its source, so a changed rate is a one-cell update rather than a mystery.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files are delivered as a digital download, and your receipt arrives by email. Open the Start Here page first; it tells you the order to work in. Questions or want a hand getting set up? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eCan I expense this purchase to my business?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eMost customers buy TrueStep HR tools for business use, and a tool you use for work often qualifies as a deductible business expense. Whether it does for you depends on your situation, so confirm with your accountant. Your receipt arrives by email at checkout and works as documentation.\u003c\/p\u003e\u003cp\u003ePlanning figures built from sourced, dated defaults. General information, not legal or tax advice; confirm your own rates and terms before acting on the outputs.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":53002679877908,"sku":"TSHR-066","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-066-hero-v2.jpg?v=1784916953"}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/collections\/hiring-and-onboarding-banner.jpg?v=1781299016","url":"https:\/\/shop.truestephr.com\/collections\/hiring-and-onboarding.oembed","provider":"TrueStep HR","version":"1.0","type":"link"}