{"title":"HR Calculators","description":"\u003cp\u003eSpreadsheet calculators that turn HR decisions into clear numbers, from the cost of an employee to the cost of turnover. Each one is built for fast input and a result you can defend in front of finance or leadership.\u003c\/p\u003e","products":[{"product_id":"employee-cost-calculator","title":"Employee Cost Calculator","description":"\u003cp\u003eSee what an employee actually costs, not just the salary. This Excel workbook adds payroll taxes, benefits, workers compensation, paid time off, and overhead, then returns the fully loaded annual cost, the cost per month, and the real hourly rate.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank sheet\u003c\/h3\u003e\u003cp\u003eEnter base pay or an hourly wage and scheduled hours, plus bonus, benefit costs, a retirement match, workers compensation, and your payroll and overhead. The workbook returns the fully loaded annual cost, the multiple of pay, the cost per month, and the effective hourly cost, with a breakdown of where the money goes. Employer Social Security to the 2026 wage base, Medicare, and FUTA are applied for you; your state SUTA rate, workers compensation, and benefit costs stay yours to set. It opens on a filled-in example so the math is clear before you change a number, and an optional section adds one-time recruiting, onboarding, and equipment for a first-year total kept separate from the ongoing cost.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn owner or HR lead pricing a hire who needs the real cost behind the salary before committing.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead building a budget or a bill rate a client can stand behind.\u003c\/li\u003e\n\u003cli\u003eAnyone setting a contractor or staffing bill rate who has to know the loaded cost underneath it.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e what it costs when someone leaves rather than to employ, the Cost of Turnover Calculator covers that. To size headcount against demand, see the FTE Headcount Planner and the Workforce Planning Pack.\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 and reuse for as many roles as you like. 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 on your site?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe paid workbook is the file you keep: set your own benefit, tax, and workers compensation assumptions once, reuse the sheet for every role, duplicate it to compare roles side by side, and drop the numbers straight into your budget. The formulas are open, so you can adjust every line. A quick web calculator gives you a one-time estimate; this is the file you keep and reuse for every role.\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, not legal or tax advice. Federal figures use 2026 rates; state and benefit costs vary, so set them to your own and confirm specifics with a qualified professional.\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":52641502200084,"sku":"TSHR-001","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/employee-cost-calculator-hero.jpg?v=1781718573"},{"product_id":"labor-burden-rate-calculator","title":"Labor Burden Rate Calculator","description":"\u003cp\u003eTurn a base salary into the number you can price and bid against: the fully burdened hourly cost and the burden multiplier on base pay. This Excel workbook layers every employer cost on top of the wage, divides the all-in cost across the productive hours you really get from the year, and returns the burdened hourly rate, the multiplier, and the fully burdened annual cost.\u003c\/p\u003e\u003ch3\u003eA working model with a rate card built in\u003c\/h3\u003e\u003cp\u003eEnter the role salary and the productive hours you expect, then set each burden component as a percent of base pay: payroll taxes, health and dental, retirement, workers compensation, paid time not worked, training, equipment, and overhead. The Rate Card tab applies that profile across several roles and returns the base hourly, the burdened hourly, the annual burden, and the fully burdened annual cost for each. A sourced Benchmark tab sense-checks every input against current SSA, IRS, BLS, and workers-compensation figures, a one-page Summary carries the headline numbers, and the workbook opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn agency, consultancy, or contractor pricing labor for a bid or a client rate who needs the fully burdened hourly cost, not the wage.\u003c\/li\u003e\n\u003cli\u003eA finance or operations partner costing a role all-in for a budget or a make-versus-buy call.\u003c\/li\u003e\n\u003cli\u003eA small business owner setting bill rates who wants to stop giving away the burden in margin.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e the full annual cost of making a hire including recruiting and ramp, the Employee Cost Calculator builds that up. For the recruiting cost to fill a role, 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 and formula is editable, and the file is yours to keep; duplicate it to bid a different role or compare profiles. 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 is the file you keep. The Rate Card applies one profile across several roles, the sourced Benchmark tab sense-checks every input, the one-page summary suits a pricing or budget review, and the open formulas are yours to set to your own taxes, benefits, and overhead. A quick browser estimate gives you a single number; this gives you the rate card, the sources, and a file you reuse every time pay changes.\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 built from your inputs, not legal or tax advice. Actual burden moves with your location, industry, benefits, and overhead, so set each component to your own and sense-check the total before you bid.\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":52641502232852,"sku":"TSHR-002","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/labor-burden-rate-calculator-hero.jpg?v=1781898163"},{"product_id":"cost-of-turnover-calculator","title":"Cost of Turnover Calculator","description":"\u003cp\u003eBuild the real cost of losing one employee from the ground up. Enter the salaries of the people involved and your time and cost assumptions, and the workbook prices the exit, the open vacancy, recruiting a replacement, and the ramp to full speed, then returns the total per departure, the cost as a percent of salary, and the annual cost at your turnover volume.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eEnter the salaries of the role that left, the manager, a coworker, and HR, set your working days, then work down four stages: separation, the open vacancy, recruiting, and onboarding. The workbook prices each person’s time from their pay, adds the output lost while the role is open and while a new hire ramps, and returns the total per departure, the share from each stage, the percent of salary, and the annual cost at your turnover volume. A one-page Summary pulls the four stage subtotals and the total into a snapshot for a budget conversation, a Benchmark tab holds turnover-cost ranges by role type from Gallup, SHRM, and public research, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eThe cost is mostly lost output, not invoices\u003c\/h3\u003e\u003cp\u003eThe cash you write a check for, job ads and an agency fee, is the small part. The larger cost is the output lost while the seat is empty and while a new hire climbs to full speed, which is why this workbook prices time, not just spend. Each person’s hours are valued from their own salary, so separation, recruiting, and onboarding time carries a real dollar figure. Coverage loss while the role is open and lost output while a new hire ramps are usually the two largest pieces and the ones people skip, so the coverage and ramp percentages move the result most. The workbook then multiplies the per-departure cost by the exits you expect for the role, so a high-turnover seat shows its full annual cost.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn HR or finance partner who needs the real cost of a departure to weigh against the cost of retaining people.\u003c\/li\u003e\n\u003cli\u003eA manager building the case for a counteroffer, a retention program, or a faster backfill, with a number instead of a guess.\u003c\/li\u003e\n\u003cli\u003eAn HR leader who wants a board-ready figure for what turnover in a given role costs per exit and per year.\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 your turnover and time to fill, the Vacancy Cost Calculator prices that. For the all-in cost of filling a role on the ANSI\/SHRM formula, 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 and formula is editable, and the file is yours to keep; duplicate it to cost a second role, since one average hides where the cost concentrates. 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 builds the cost from the ground up across four stages, prices each person’s time from their own salary, and separates the output lost while the role is open from the output lost while a new hire ramps. You set your assumptions once, duplicate the file per role, and read every formula behind the number. A free calculator gives you one number from three inputs; this workbook keeps your assumptions on the surface where finance can audit them, and is a file you keep and re-run each year as your pay and turnover change.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat does the cost include?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eFour stages, each with its own subtotal. Separation is the time to process the exit, accrued PTO, and any severance. Vacancy is the output lost while the seat is empty. Recruiting is job ads, any agency fee, and the hours HR and the manager spend. Onboarding is training, equipment, and the output lost while the new hire ramps to full speed.\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 salaries and time assumptions you enter. The figures are most sensitive to the coverage and ramp percentages, so set those to your situation and use your own numbers 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":52641502298388,"sku":"TSHR-003","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-003__cost-of-turnover-calculator-hero_cb378c59-3a25-485e-a64b-4e13a06bc844.jpg?v=1781713286"},{"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":"absenteeism-cost-calculator","title":"Absenteeism Cost Calculator","description":"\u003cp\u003ePut a number on what unplanned absence costs your business. Enter each department’s headcount, pay, and absence days, and the workbook returns the direct cost, the total with the coverage ripple, and what cutting a day or two per person would save.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eSet benefits as a percent of pay, working days per year, and the team and coverage multiplier, then list each department with its headcount, average annual pay, and unplanned absence days per employee. The workbook prices the daily cost of an employee from loaded pay over working days and returns the direct cost and the total cost, department by department with a running total. A one-page Summary shows the total, the split between direct cash and the coverage ripple, the cost per employee against the CDC’s national figure, the share of loaded pay, and what cutting a set number of absence days per person would save. A Benchmark tab holds figures from the CDC Foundation, Circadian, and BLS, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eAbsence is never free and the wage is only part of it\u003c\/h3\u003e\u003cp\u003eTwo shortcuts get this wrong: ignoring absence because salaried pay goes out either way, or counting only the absent person’s wages. The real cost adds the coverage, the overtime, temps, lost team output, and management time it takes to work around an empty seat. The direct cost is the floor, pay for time not worked, and it sits on its own line so the cash figure is never buried. The multiplier is the one real judgment call: the 1.6 default matches a CDC study and is conservative next to research putting indirect costs at several times the direct wage, so raise it where absences trigger overtime or stall a line and lower it toward 1.0 where missed work simply gets made up. Modeling each department separately shows where the cost concentrates and where cutting a day or two pays back first.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn HR leader or generalist who needs to size what absence costs the business, department by department, before proposing an attendance, scheduling, or wellbeing fix.\u003c\/li\u003e\n\u003cli\u003eA finance or operations partner pricing the overtime, temp cover, and lost output that unplanned absence runs up in production, warehouse, and frontline teams.\u003c\/li\u003e\n\u003cli\u003eAn owner or plant manager who suspects absence is expensive and wants a defensible figure to act on rather than a feeling.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e tracking individual attendance against a points policy occurrence by occurrence, the Attendance Point System Tracker runs that. For the cost of a role that is open and unfilled rather than an employee calling out, see the Vacancy Cost 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 departments by inserting rows, and duplicate the file to model a division on its own. 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 breaks the cost out by department so you see where it concentrates, splits the direct cash cost from the coverage ripple, shows absence as a share of your total loaded pay, and prices what cutting a set number of absence days per person would save. Every formula is open, so you set the assumptions to your operation, rerun it through the year, and hand the Summary to leadership. A quick browser estimate gives you one number for the whole workforce; this gives you the breakdown, the sources, and a file you keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat absence days should I enter?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eUnplanned absence only: sick days, no-shows, and other unscheduled time away. Leave approved vacation and planned time off out. Time protected by law, such as FMLA leave or an ADA accommodation, is a separate matter and never an attendance problem to act on. If you do not track unplanned days, BLS put the national absence rate at 3.2% of workdays in 2024, about eight days per full-time worker.\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 coverage multiplier drives them. Set it to how your work is covered, keep the absence days honest, and treat the output as a directional figure for sizing the issue.\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":52641502429460,"sku":"TSHR-007","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/absenteeism-cost-calculator-hero_b810e7d7-d54d-4e64-83d8-f0d6d662c39b.jpg?v=1783235447"},{"product_id":"attendance-point-system-tracker","title":"Attendance Point System Tracker","description":"\u003cp\u003eRun a no-fault point system for a whole team in one file. Set the policy once, log each occurrence, and the workbook ages points off after your window and shows each person’s active points, current stage, and who has reached a discipline step.\u003c\/p\u003e\u003ch3\u003eA working tracker, not a blank grid\u003c\/h3\u003e\u003cp\u003eSet your point values, an As of date, a rolling window, and your verbal, written, final, and termination-review thresholds on the Point Policy tab. Log one row per occurrence with a date, a type from the dropdown, and a protected flag; the points, whether the occurrence still counts inside your window, and the points counted calculate automatically. An Employee Summary rolls every person up to active points, a current stage, the points to their next step, and an On track or Action needed status, and counts how many have reached a step. A Benchmark tab holds typical absence rates and common point values from BLS, the EEOC, and SHRM, lists the protected-leave types you must never count, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eA point system is only as fair as the leave it leaves out\u003c\/h3\u003e\u003cp\u003eA no-fault policy keeps attendance consistent: the same occurrence earns the same points for everyone, so no one has to justify an absence and discipline rests on a documented record applied the same way for all. Points roll off once an occurrence passes your window, so a clean stretch recovers and no old absence counts forever. The one thing that turns a no-fault system into legal exposure is counting time the law protects, which the workbook handles with a protected flag (see the FAQ below).\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn owner or operations manager running attendance across an hourly team who wants one consistent, documented system instead of a folder of one-off spreadsheets.\u003c\/li\u003e\n\u003cli\u003eAn HR generalist who has to keep a point policy applied the same way for everyone and be able to show the record behind any warning or termination.\u003c\/li\u003e\n\u003cli\u003eA manager who needs to see who has reached a discipline step and who is close, without rebuilding the math by hand every time someone misses a shift.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e the dollar cost of the absences this tracks, broken out by department against a national benchmark, the Absenteeism Cost Calculator prices that. For the write-ups, scripts, and final-pay steps to act on a high-point record, see the Discipline and Termination Decision 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 point value, threshold, and formula is editable, and the file is yours to keep; add occurrences or employees by inserting rows, and duplicate the file to run a second location. 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 whole team in one file: it logs each occurrence with a date, ages points off automatically once they pass your rolling window, flags protected leave so it counts zero, and rolls every person up to active points, a current stage, and an On track or Action needed status. It is a file you keep, with open formulas and a sourced benchmark tab, so you set the policy to your operation, hold the record a warning rests on, and read where the whole team stands on one page. A quick browser calculator scores one employee; this runs the whole roster and keeps the record.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat counts as a protected absence I should not point?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eTime off protected by law cannot add points, even under a no-fault policy: leave under the FMLA, an ADA accommodation, the Pregnant Workers Fairness Act, workers’ compensation, military duty under USERRA, jury duty, and state or local protected-leave or paid-sick-leave laws. Mark those occurrences as protected so they count zero. Counting protected leave, or disciplining someone for it, is where employers draw interference and discrimination claims, so identify and exclude it first and confirm your state and local rules, which vary and change.\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\u003eThis gives a consistent read on attendance, not a legal decision. It does not judge whether an occurrence is protected or decide who to discipline; confirm what is protected under federal, state, and local law, and apply your policy the same way for everyone.\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. Where a matter is heading toward discipline or separation, or where an employee raises a complaint about harassment, discrimination, retaliation, or safety, have the facts and your next step reviewed against applicable law before you act.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641502462228,"sku":"TSHR-008","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/attendance-point-system-tracker-hero.jpg?v=1781719469"},{"product_id":"fte-headcount-planner","title":"FTE Headcount Planner","description":"\u003cp\u003eTurn each team’s workload into the headcount you need. Enter annual volume and current staff, and the workbook returns required FTE on real productive hours, the staffing gap, and a hiring plan and budget that separate the gap from attrition.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eSet working time once (hours per week, working weeks, holidays, PTO, sick days, hours per day, on-task utilization), then list each team with its annual volume, the hours one unit takes, and current staff. The workbook builds productive hours per FTE, about 1,627 in the worked example, then returns required FTE, the staffing gap, and the hires needed, team by team with a running total. A one-page Summary rounds the requirement to whole people, splits the open staffing gap from attrition replacement, and prices the plan at current and full staffing from a fully loaded cost per FTE. A Benchmark tab holds working-time and turnover figures from BLS and the IRS, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003ePaid hours are not capacity and the gap is not the whole hire\u003c\/h3\u003e\u003cp\u003eTwo shortcuts get headcount wrong. The first plans on the 2,080-hour paid year, as if a head delivered every paid hour; real capacity is the productive hours left after time off, then after the share of the day spent in meetings, training, and admin, well short of the paid total. The second sizes the gap between need and headcount and stops there; attrition replacement is the hiring turnover forces regardless of the gap, so a team that is short and also losing people has to do both, and total hires run above the net gap. Sizing each team on its own demand, rather than one blended ratio, shows where to add people first.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn HR or talent leader building a headcount plan for the year who needs to show the work behind each number before taking it to finance.\u003c\/li\u003e\n\u003cli\u003eA finance or operations partner pressure-testing a hiring request, who wants required FTE tied to workload and a budget at current versus full staffing.\u003c\/li\u003e\n\u003cli\u003eAn owner or department head who senses a team is stretched and wants a defensible headcount figure rather than a running argument about being short.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e staffing a daily or shift schedule where coverage needs a relief factor, the Shift Staffing Planner sizes that. To decide whether to cover one known gap with overtime or a new hire, see the Overtime vs New Hire 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 teams by inserting rows, and duplicate the file to plan a division on its own. 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 plans every team in one place and adds the budget: a fully loaded cost per FTE turned into the cost at current staffing, the cost at full staffing, and the added spend to staff the work fully. It is a file you keep, with open formulas, so you set the assumptions to your operation, rerun it as demand moves, and hand the Summary to leadership. A quick browser tool sizes one team; this plans every team and prices the plan.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow do I estimate annual volume and hours per unit?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eUse whatever unit a team measures its work in: tickets, orders, cases, accounts, or hours of demand. Annual volume is how many units the team handles in a year, and hours per unit is the average time one takes, which a sample of recent work or a team lead can give you. If a team has no countable unit, enter its demand directly in hours and set hours per unit to one.\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 working-time assumptions drive them. Set them to your operation, keep the annual volumes honest, and treat the output as a directional figure for sizing headcount.\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":52641502494996,"sku":"TSHR-009","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/fte-headcount-planner-hero.jpg?v=1781719469"},{"product_id":"shift-staffing-planner","title":"Shift Staffing Planner","description":"\u003cp\u003eTurn the coverage you have to provide into the headcount it takes to staff it. Set time off once, list each post, and the workbook returns coverage hours, the relief factor, and the people you need, with a payroll figure and a board-ready summary.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eSet per-employee availability once (contracted hours, working weeks, holidays, PTO, sick days, training, hours per day), then list each post with the people on at once, the hours per day, and the days per week. The workbook builds the hours one person works after time off, about 1,768 in the worked example, then returns coverage hours, the relief factor, and the employees needed, post by post. A one-page Summary rounds the headcount to whole people, carries the blended relief factor, and prices the plan at a fully loaded cost per employee, giving the annual payroll, the cost per coverage hour, and the cost per post. A Benchmark tab holds coverage and relief-factor ranges from BLS and contact-center staffing models, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eThe schedule shows the slots, not the people you employ\u003c\/h3\u003e\u003cp\u003eCoverage is how many people must be on at once; staffing is how many you employ to deliver it every day of the year, because the people filling those seats take days off and leave. Real staffing rests on the hours one person works after leave, not the 2,080-hour paid year, which is why the headcount runs above the schedule. The leave figures move the number most: a relief factor near 1.4 to 1.6 per eight-hour shift is common for moderate leave, and much above 1.7 signals heavy time off or a schedule worth tightening.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn operations or HR leader staffing posts that run on a fixed schedule, security, dispatch, a front desk, a plant line, or a clinic, who needs the headcount behind the coverage before taking it to finance.\u003c\/li\u003e\n\u003cli\u003eA finance or operations partner pressure-testing a staffing request, who wants the employees tied to coverage hours and the relief factor, and a payroll figure at the recommended headcount.\u003c\/li\u003e\n\u003cli\u003eAn owner or department head who keeps covering gaps with overtime and wants to see whether a post is simply understaffed.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e sizing headcount from workload rather than fixed coverage, the FTE Headcount Planner does that. To decide whether to cover one steady gap with overtime or a new hire, see the Overtime vs New Hire 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 posts by inserting rows inside the table, and duplicate the file to plan a second site. 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 plans every post in one place and adds the cost side: a fully loaded cost per employee turned into the annual payroll, the cost per coverage hour, and the cost per post. It is a file you keep, with open formulas, so you set the assumptions to your operation from your own payroll and attendance data, rerun it as coverage changes, and hand the Summary to leadership. A quick browser tool sizes one set of posts; this plans every post and prices coverage. Set sick or personal time to real unplanned absence, not only formal sick leave; BLS puts that around 1.7% to 1.9% of usual hours on top of planned PTO.\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\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":52641502658836,"sku":"TSHR-010","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/shift-staffing-planner-hero.jpg?v=1781719469"},{"product_id":"overtime-vs-new-hire-planner","title":"Overtime vs New Hire Planner","description":"\u003cp\u003eWeigh the cost of covering a recurring overload with overtime against the fully loaded cost of adding a person. Enter the extra hours per week and the pay rates, set the benefits load and the one-time cost to hire, and the workbook shows the cost each way per year, the break-even in weekly overtime hours, and where a steady overload starts to favor a hire.\u003c\/p\u003e\u003ch3\u003eOne Excel workbook that weighs overtime against an added hire\u003c\/h3\u003e\u003cp\u003eA working model, not a blank grid. You enter the hours and the pay rates, the workbook costs both routes and finds the break-even, 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\u003eOvertime vs New Hire Planner.\u003c\/strong\u003e Enter the recurring extra hours per week, the current base rate and overtime multiplier, the new hire base rate and benefits load, and the one-time cost to hire and ramp. The workbook returns the overtime cost per year, the new hire loaded cost, the cheaper option, the break-even in weekly overtime hours, and a three-year view, and opens on a worked example so the logic is clear before you change the inputs.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSeveral scenarios, a summary, and the math in plain English.\u003c\/strong\u003e A Scenarios tab weighs several overloads at once and flags the cheaper option for each. A one-page summary carries the recommendation and the three-year saving into a budget conversation. A Benchmark tab holds sourced overtime, benefits, and cost-per-hire figures, and the Notes tab documents how each number is calculated.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eThree steps from the overload to the cheaper route\u003c\/h3\u003e\u003cp\u003eYou enter the hours and the pay rates, set the load and the cost to hire, and the workbook shows which route costs less and where it tips.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eEnter the overload.\u003c\/strong\u003e Set the recurring extra hours per week, the current base rate, and the overtime multiplier, so the overtime side reflects the premium you pay on those hours.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet the hire.\u003c\/strong\u003e Enter the new hire base rate, the benefits and burden load, and the one-time cost to hire and ramp, so the hire carries its fully loaded cost.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTest the edge cases before you decide.\u003c\/strong\u003e Duplicate the file to compare a partial hire against full overtime, and turn the soft-cost uplift on to see whether fatigue and error costs move the answer.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eA variable cost against a fixed one, costed the way it works\u003c\/h3\u003e\u003cp\u003eOvertime is a premium you pay only for the hours; a hire is a fixed cost you carry whether the overload is there or not. The right answer turns on the hours and the pay gap, so the workbook costs both and shows where they cross.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eA break-even you can act on.\u003c\/strong\u003e The point where a hire becomes the cheaper route is stated in weekly overtime hours, so you can read it against the hours you are covering right now.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eYear one is closer than the years that follow.\u003c\/strong\u003e The one-time cost to hire lands in the first year only, so the workbook shows a three-year view where a recurring overload usually favors a hire by year three.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSoft costs are optional, not hidden.\u003c\/strong\u003e An overtime soft-cost uplift for fatigue, errors, and turnover is a separate input, so you can price the risk of running people hot into a close call or leave it out.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eWho this planner 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 operations or HR leader deciding whether to keep paying overtime or add a person to a team carrying steady overload.\u003c\/li\u003e\n\u003cli\u003eA plant, warehouse, or shift manager weighing overtime against a hire before the next budget cycle.\u003c\/li\u003e\n\u003cli\u003eA finance or HR partner who wants the cost each way and the break-even on one page before the headcount conversation.\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 number of people a recurring workload needs, not the overtime-versus-hire cost. The FTE Headcount Planner converts a workload into the headcount it requires.\u003c\/li\u003e\n\u003cli\u003eHow many people a shift pattern needs to cover the hours, not the cost comparison. The Shift Staffing Planner sizes coverage across shifts.\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. Duplicate it to weigh a second overload side by side.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat does the paid planner do that a free calculator does not?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThis workbook is the planner you keep. It costs overtime against a fully loaded hire, finds the break-even in weekly overtime hours, weighs several overloads at once on the Scenarios tab, and shows a three-year view, with sourced benchmarks to check your inputs. You set your assumptions once, reuse the file each time the question comes up, and read every formula behind the number. A quick browser estimate handles one comparison; this weighs several at once and keeps the file.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is the result?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is only as good as the wage rates, the load, and the cost to hire you enter, so treat the output as a planning estimate. The math, including the break-even and the three-year view, is correct for those inputs. Use your own payroll figures and your real cost to hire rather than the example numbers.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat about overtime eligibility?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe comparison assumes the overload is covered by overtime-eligible, nonexempt staff paid the premium you set. Salaried-exempt employees above the federal weekly threshold are generally not owed overtime, so confirm who is eligible under the wage and hour rules that apply to you before you model it. The Benchmark tab notes the federal premium and threshold as a starting point.\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 your hours and pay rates, and read the break-even. 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 kit is a set of working tools and editable templates for making pay 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. Wage, overtime, exempt classification, pay transparency, and equal pay rules vary by state and change over time, and a pay structure can create exposure it was meant to prevent. Have your bands, your increases, and your classifications reviewed against applicable law before you finalize them.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641502724372,"sku":"TSHR-011","price":39.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/overtime-vs-new-hire-planner-hero.jpg?v=1781719693"},{"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":"training-roi-calculator","title":"Training ROI Calculator","description":"\u003cp\u003ePut a dollar figure on what training programs return. Enter the costs of a program and the value of the skills it builds, and the workbook returns the ROI, the payback period, and the net value per participant, with a board-ready summary you can take to a budget conversation.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eEnter the fully loaded program costs (materials, facilitator time, participant time off the job, platform fees, external vendor spend), then set the value inputs: the performance gain, the retention improvement, the compliance value, and any production impact, each with a dollar rate you set. The workbook returns the total cost, the total value, the net value per participant, and the ROI as a percent, with a payback period if the value is spread over time. A one-page Summary carries the cost, the value, and the ROI into a budget conversation, a Benchmark tab holds training spend per employee, typical ROI ranges, and retention impact figures from ATD, SHRM, and published research, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eTraining spend either pays back or it does not, and the difference is in the assumptions\u003c\/h3\u003e\u003cp\u003eMost training budgets are defended with participation counts and satisfaction scores; a finance partner will ask what changed and what it cost. This workbook builds the answer from the value inputs you set, with the assumptions on the surface. A performance gain of 5% on a team of 20 at $150,000 average output is $150,000 of value, and that figure is only as good as the gain estimate, so the workbook exposes it rather than hiding it in a headline ROI. Participant time is priced as a real cost, not a wash, and the payback period spreads value over the time you set so a program returning value over two years reads differently from one returning it in six months.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn L\u0026amp;D or HR leader who has to defend a training budget with more than headcount and survey scores.\u003c\/li\u003e\n\u003cli\u003eA finance or HR partner sizing a learning investment against its expected return before approving the spend.\u003c\/li\u003e\n\u003cli\u003eA department head sponsoring a program who needs a number to take to leadership alongside the pitch.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e a tracker that manages certifications, required training, and completion records, the Training Matrix and Certification Tracker covers that. For the cost of a departure from exit through ramp, see the Cost of Turnover Calculator and the New Hire Ramp 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 model a second program or test different value assumptions side by side. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is the result?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is only as good as the value assumptions you enter, so treat the output as a planning estimate. Performance gain, retention improvement, and production impact are judgment calls calibrated to your program and your team; the math is correct for the inputs. The Benchmark tab holds published ROI ranges to sense-check the result.\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\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":52641502888212,"sku":"TSHR-015","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/training-roi-calculator-hero.jpg?v=1781720056"},{"product_id":"hr-staffing-ratio-calculator","title":"HR Staffing Ratio Calculator","description":"\u003cp\u003eSee how your HR team compares to the organizations it supports. Enter your total HR headcount and your employee count, and the workbook returns your HR-to-employee ratio and where it sits against benchmarks by company size and industry, with a board-ready summary and a cost-per-employee figure.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eEnter your total HR FTE, split between HR generalists and specialists and HR operations and admin, and your total employee count. The workbook returns your overall HR-to-employee ratio, the ratio for each sub-function, the employees per HR person, and a cost-per-employee figure when you add the total HR payroll. A comparison table shows where your ratio sits against SHRM and Gartner benchmarks by company size, a one-page Summary carries the ratio, the range, and the cost-per-employee into a budget or headcount conversation, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eA ratio is a starting point, not a verdict\u003c\/h3\u003e\u003cp\u003eMost finance partners have a benchmark in their head: one HR person per 100 employees, or a ratio from a prior employer. This workbook gives you the published ranges to replace that single number with context. SHRM puts the median HR-to-employee ratio near 1.4 per 100 for companies under 100 employees and close to 0.5 for larger ones, but the range within each band is wide, and a high ratio often reflects payroll or benefits administration in-house while a low one reflects heavy automation or outsourcing. The split between HR operations and HR business partners matters as much as the total, and the cost-per-employee figure connects the team to the budget a finance partner will ask about alongside the ratio.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn HR leader defending the current team size or making the case for the next HR hire, who needs a published benchmark to frame the conversation.\u003c\/li\u003e\n\u003cli\u003eA finance or HR partner reviewing HR headcount costs who wants the ratio and the cost-per-employee in one place.\u003c\/li\u003e\n\u003cli\u003eAn owner or COO who asked what an HR team this size should look like, and wants a real answer rather than a guess.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e the number of HR people a workload requires, sized from volume and productive hours rather than a ratio, the FTE Headcount Planner converts demand into headcount.\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 future team size or track the ratio over time. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow current are the benchmarks?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe Benchmark tab notes the source and date of each figure. SHRM and Gartner update their HR benchmarking data annually, and the workbook carries the most recently available figures. The ratios shift slowly, so even a benchmark two or three years old gives a useful frame.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is the result?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe math is exact for what you enter: the ratio, the sub-function split, the employees per HR person, and the cost-per-employee all foot to your headcount and payroll. The benchmark comparison is only a frame, since the right ratio depends on how much payroll, benefits, and administration your team runs in-house versus outsources, so read the gap as context, not a target.\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\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":52641502920980,"sku":"TSHR-016","price":24.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/hr-staffing-ratio-calculator-hero.jpg?v=1781720059"},{"product_id":"span-of-control-calculator","title":"Span of Control Calculator","description":"\u003cp\u003eSee how many direct reports a manager can run effectively. Enter the team size, the complexity of the work, and the manager’s other obligations, and the workbook returns an effective span score, a recommended span range, and the staffing and cost implications of widening or narrowing it.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eEnter the number of direct reports, the complexity factors for the team’s work and the interdependence among roles, how much the manager spends outside the team, the level of management, and the geographic spread. The workbook returns an effective span score, a recommended range by level, and a flag for whether the current span is sustainable, too wide, or too narrow. An Org Design tab models the headcount and management cost at different spans across the organization: widen spans and management layers shrink; narrow them and layers grow. A Benchmark tab holds typical span ranges by level and industry from Gartner, Deloitte, and published org-design research, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eSpan of control is a staffing decision with a budget implication\u003c\/h3\u003e\u003cp\u003eA manager with too many direct reports loses coaching time and makes slower decisions; one with too few is expensive and underloaded. The cost difference between a span of 6 and a span of 10 across a 500-person company is several layers of management and several hundred thousand dollars of salary. A team doing repetitive, independent work can carry a wider span than one doing varied, interdependent work at a senior level, so the score adjusts for complexity rather than counting heads. Frontline managers in stable work can run 10 to 15 reports; senior managers with strategic, interdependent teams run closer to 4 to 7, and the workbook benchmarks against those published ranges by level. The Org Design tab then prices what widening or narrowing spans saves or adds at a salary you set.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn HR or org-design lead assessing whether spans across the organization are set correctly before a restructure or a growth phase.\u003c\/li\u003e\n\u003cli\u003eA finance or HR partner modeling what a flatter or deeper org costs, with management layers and headcount implications at different spans.\u003c\/li\u003e\n\u003cli\u003eA manager or business leader who wants to know whether a team is too wide to run effectively or too narrow to justify the overhead.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e the full cost and payback of a reduction including severance, the RIF and Restructuring Savings Planner sizes that. For headcount planning from workload rather than org structure, 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; duplicate it to assess a second team or model the org at different spans. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is the span score?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is a planning estimate. The complexity factors adjust the score directionally, but span of control depends on the manager, the team, the work, and the organization in ways no model captures fully. Use the score and the benchmark range as a starting frame for the conversation, not a determination of the right answer.\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\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":52641502953748,"sku":"TSHR-017","price":24.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/span-of-control-calculator-hero.jpg?v=1781720056"},{"product_id":"salary-band-builder","title":"Salary Band Builder","description":"\u003cp\u003eBuild a pay structure from your job data. Set the market position you want, enter pay for each role, and the workbook returns grade boundaries, compa ratios, range midpoints, and the cost to bring people inside the band.\u003c\/p\u003e\u003ch3\u003eOne Excel workbook that turns job data into a pay structure\u003c\/h3\u003e\u003cp\u003eA working model, not a blank grid. You set the structure inputs and list your jobs, the workbook returns the grade boundaries and the compa ratios, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSalary Band Builder.\u003c\/strong\u003e Set the number of grades, the range spread and midpoint progression, and your market-positioning percentile. List each job with its grade, current pay, and market midpoint, and the workbook returns the band minimum, midpoint, and maximum for each grade, the compa ratio for each person, the range penetration, and a flag for below, in-band, or above. A cost tab totals what it would cost to bring below-minimum employees to the band floor.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA board-ready summary, sourced benchmarks, and the method in plain English.\u003c\/strong\u003e A one-page Summary carries the structure parameters, the compa ratio distribution, and the bring-to-minimum cost into a compensation review or budget conversation. A Benchmark tab holds range spread and midpoint-progression norms from WorldatWork and Mercer, and the Notes tab documents how each number is built.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThree steps from job data to a pay structure\u003c\/h3\u003e\u003cp\u003eYou set the structure parameters, list the jobs, and the workbook returns the bands, the compa ratios, and the cost to fix the gaps.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet the structure parameters.\u003c\/strong\u003e Fill the amber cells for the number of grades, the range spread as a percent from minimum to maximum, the midpoint progression, and the market-positioning percentile. These build the grade boundaries the jobs slot into.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eList your jobs.\u003c\/strong\u003e Enter each job with its grade, current pay, and market midpoint. The band minimum, midpoint, and maximum, the compa ratio, the range penetration, and the in-band flag calculate for each person.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDecide the treatment for outliers.\u003c\/strong\u003e For each person the in-band flag marks outside the band, record the plan: a raise to the band floor, a freeze, or a documented exception, so the structure launches with the exceptions handled, not discovered.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eA pay structure is not a spreadsheet of everyone’s salary\u003c\/h3\u003e\u003cp\u003eMost pay conversations start from individual salaries and work backward. A structure starts from the market, sets the bands, and places people inside them, so the question is not whether someone earns enough but whether the structure is competitive and consistently applied.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe market midpoint anchors the band, not the current pay.\u003c\/strong\u003e Each grade’s midpoint is the market rate for roles in that grade at your positioning percentile. People below midpoint have room to grow; people above midpoint are more expensive than the market, which is a conversation to plan for, not an error to fix immediately.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCompa ratio is the single most useful number.\u003c\/strong\u003e It puts each person’s pay against the midpoint on a common scale: 1.0 means they earn exactly the market midpoint; 0.85 means they earn 85% of it. Looking at the distribution of compa ratios tells you whether the structure is being applied consistently or whether pay has drifted.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe cost to bring to minimum is the floor, not the recommendation.\u003c\/strong\u003e People below the band minimum are a compliance and retention risk, so the cost tab prices the minimum correction. Bringing everyone to midpoint or above is a separate, larger exercise.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho this builder 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 comp lead building a pay structure from scratch or reviewing whether the current one still fits the market.\u003c\/li\u003e\n\u003cli\u003eA finance or HR partner who needs the cost of a band correction before the next comp review cycle.\u003c\/li\u003e\n\u003cli\u003eA small business owner setting pay ranges for the first time and wanting a defensible structure before the next hiring wave.\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 merit increase budget that distributes raises within the bands you build here. The Merit Increase Matrix does that.\u003c\/li\u003e\n\u003cli\u003eA review of internal equity across roles and levels, not the band structure itself. The Pay Structure and Internal Equity Review covers that.\u003c\/li\u003e\n\u003c\/ul\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 jobs by inserting rows inside the table, and duplicate the file to model a second structure or to run the next year’s review.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow do I get market midpoints?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eMarket data comes from compensation surveys, published salary tools, or a comp consultant. Free sources include the BLS Occupational Employment and Wage Statistics tables and published surveys from SHRM, though surveys from vendors like Mercer, Willis Towers Watson, or Radford carry more granularity by level and industry. Enter the 50th-percentile figure for each role at the grade you are targeting, or a higher percentile if you lead the market.\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, set the structure parameters, and list your jobs. 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\u003eThese are planning estimates, not legal advice. A pay structure is a planning tool; confirm market rates from a current survey, and have qualified counsel review any pay-equity exposure before you act on the findings.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503019284,"sku":"TSHR-018","price":39.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-018__salary-band-builder-hero_7d1c0567-7728-48a8-8b97-b574d3f686bc.jpg?v=1781713287"},{"product_id":"merit-increase-matrix","title":"Merit Increase Matrix","description":"\u003cp\u003eRun a merit cycle on performance and where each person sits in their range, not a flat percent. Set your matrix, enter your people, and the workbook returns each raise, the cost, and a check against your budget.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eSet the range-position cut points and the increase percent for each performance rating and band on the matrix tab, then enter each person with their rating, current salary, and range minimum and maximum. The workbook returns where they sit in range, the merit increase that applies, the dollar increase, and the new salary, rolled up to a total cost and a blended increase. A Budget Scenario tab compares the plan to an approved merit budget and returns the headroom, the blended increase against target, and a scale factor to bring the cycle in line. A one-page Summary carries the cost and the new payroll, a Benchmark tab holds current merit and total salary increase budgets from the major surveys, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eA flat percent rewards last year’s salary, not this year’s performance\u003c\/h3\u003e\u003cp\u003eA flat percent hands the largest dollars to whoever already earns the most and ignores how they performed. A two-axis matrix sizes each raise on performance and on range position: the same rating earns a larger raise low in the range and a smaller one near the top, so underpaid strong performers catch up and people already high in their range do not run past it. Keep merit separate from cost-of-living, market, and promotion adjustments, which come from other budgets, and audit the result before you finalize, since a merit cycle can widen a pay gap as easily as close it.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn HR or compensation leader running a merit cycle who wants a defensible matrix, performance against range position, in place of a flat percent or manager discretion.\u003c\/li\u003e\n\u003cli\u003eA finance or compensation partner who needs the cycle costed against an approved budget, with the headroom, the blended increase, and a scale factor to bring it in line.\u003c\/li\u003e\n\u003cli\u003eAn owner or manager setting raises across a small team who wants consistency and a number they can explain to each person.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e building the salary ranges themselves, the Salary Band Builder does that. To run a pay-equity review, see the Pay Structure and Internal Equity Review; to size the promotion budget funded outside merit, the Promotion and Internal Equity tool.\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 people by inserting rows, change the matrix to your own policy, and duplicate the file to run a second group or next year’s cycle. Checkout delivers an instant download link, with the same link emailed on your receipt.\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 matrix and ranges you enter drive it. Position is range penetration, the salary measured across the whole range from minimum to maximum, so each increase rests on the cut points and percents you set. Every figure foots to your inputs, and the Budget Scenario tab shows whether the plan lands inside your approved budget.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is a merit increase different from a cost-of-living or market raise?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eA merit increase rewards individual performance and is what this matrix allocates. A cost-of-living adjustment keeps pace with inflation across the board, a market or structure adjustment realigns pay or ranges to current rates, and a promotional increase funds a move to a higher level. These come from separate budgets, so keep them apart to hold the merit conversation to performance and range position.\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, not legal advice. It allocates a merit budget by performance and range position; confirm pay decisions against the equity and pay rules that apply to you, and run a pay-equity review on the result before you finalize it.\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":52641503052052,"sku":"TSHR-019","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/merit-increase-matrix-hero.jpg?v=1781721087"},{"product_id":"promotion-and-internal-equity-calculator","title":"Promotion and Internal Equity Calculator","description":"\u003cp\u003ePressure-test one promotion before you commit to it. Enter the current salary, the new grade and its range, the proposed pay, and what peers already earn, and the workbook shows the size of the raise, where it lands in the new range, how it compares to peers, and what it costs in the first year.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eEnter the current salary, the new grade with its minimum, midpoint, and maximum, the proposed pay, and the peers already in that grade, then set the payroll tax and benefits rates for the cost view. The workbook returns the increase, the range position, the peer comparison, and the loaded first-year cost. A one-page Summary carries the whole case into the approval, a Benchmark tab shows typical promotion increases, and it opens on a filled-in example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eA promotion priced the way it gets questioned\u003c\/h3\u003e\u003cp\u003eA raise that looks fine as a percentage can still land in the wrong part of the range or past peers, so the workbook keeps range position, peer pay, and cost on the surface. It reports compa-ratio and range penetration against the new grade, so a promotion does not start someone near the top of the range by accident. The proposed pay sits next to the peers already in the grade, with a compression check to the level above, because paying past peers is the most common promotion mistake. Payroll tax and benefits load onto the increase, so the first-year cost is what you take to approval rather than the headline number.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn HR lead or manager preparing a single promotion who needs the raise sized right before asking for approval.\u003c\/li\u003e\n\u003cli\u003eA comp partner sanity-checking promotion requests against the range and against peers.\u003c\/li\u003e\n\u003cli\u003eA small-business owner promoting someone for the first time who wants the move to hold up if other people ask about it.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e a whole pay structure to build rather than one move, the Salary Band Builder builds the grades and ranges this promotion lands inside. For the annual raise cycle across the team, see the Merit Increase Matrix.\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 test another promotion or compare two offers side by side. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it tell me how big the raise should be, or include market data?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo to both. It shows the size of the raise you propose and where it lands against the range and peers, so you can judge it against your own policy; the number is your call. It does not pull salary survey or market data, so enter grade ranges and peer pay from your own structure or a current survey.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is the result?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is exactly as good as the range and peer numbers you enter. The workbook does the range position, the peer comparison, and the first-year cost correctly from those inputs, so confirm your range data is current and check a sensitive move against your own structure before it is final.\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, not legal advice. A promotion carries pay-equity weight, so confirm your range and peer data against current figures and review a sensitive move against applicable law before you finalize it.\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":52641503084820,"sku":"TSHR-020","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/promotion-and-internal-equity-calculator-hero.jpg?v=1781721090"},{"product_id":"pay-structure-and-internal-equity-review","title":"Pay Structure and Internal Equity Review","description":"\u003cp\u003eRun a directional pay-equity self-assessment on two groups in your workforce. Assign each person to a group, enter pay, time in role, and performance, and the workbook shows the raw pay gap, then the gap that remains after accounting for time in role, so you know whether a deeper, controlled review is warranted.\u003c\/p\u003e\u003ch3\u003eOne Excel workbook that screens two groups for a pay gap\u003c\/h3\u003e\u003cp\u003eA working model, not a blank grid. You sort people into two groups, the workbook measures the gap and what tenure explains, and it opens on a filled-in example so the read is clear before you load your own data.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003ePay Structure and Internal Equity Review.\u003c\/strong\u003e Assign each person to one of two groups and enter pay, time in role, and performance. The workbook returns the raw gap in pay between the groups, then an adjusted gap that accounts for time in role, and opens on a filled-in example so the read is clear before you load your own data.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe adjusted view, the summary, and what to do next.\u003c\/strong\u003e An Adjusted View tab isolates how much of the gap time in role explains and what is left over. A summary rolls it onto one page. An Action and Privilege tab and a Benchmark and Law tab document the limits of a self-assessment and how a controlled analysis is run, so the result is used the way it is meant to be.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eThree steps from your pay data to a clear read\u003c\/h3\u003e\u003cp\u003eYou sort people into two groups, the workbook measures the gap, and an adjusted view tells you how much of it tenure explains.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuild the two groups.\u003c\/strong\u003e Assign each person to Group 1 or Group 2 and enter pay, years in role, and performance.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead average against median.\u003c\/strong\u003e Compare the two figures the gap tab returns, because a large spread between them usually means a few outliers, not a broad pattern, and that changes what you investigate first.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAccount for tenure, then decide.\u003c\/strong\u003e The adjusted view removes the part of the gap time in role explains and states what is left, so you know whether the gap warrants a deeper, controlled review.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eWho this review 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 comp lead who wants a structured first look at internal equity before deciding whether to commission a full audit.\u003c\/li\u003e\n\u003cli\u003eAn owner or lean HR team putting eyes on pay for the first time and needing to know where the problems are.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead who runs a directional equity screen for clients and wants the method and its limits documented.\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 privileged statistical pay-equity audit you can stand behind in a dispute. That is a controlled analysis run under privilege, a different exercise from this directional screen.\u003c\/li\u003e\n\u003cli\u003eA whole pay structure to screen against. The Salary Band Builder builds the grades and ranges this review reads people against.\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. Duplicate it to screen another pair of groups.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this a pay-equity audit?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo, and it does not pretend to be. It is a directional self-assessment that flags where pay looks uneven so you know where to look. A defensible pay-equity audit is a controlled statistical analysis run under privilege. This screen tells you whether that deeper work is worth commissioning.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is the result?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe gap math is exact for the data you enter, and the adjusted view correctly removes the part of the gap that time in role explains. What it cannot do is control for every legitimate factor behind a pay difference, which is the work an audit does, so read each result as a question to investigate, not an answer. On a small group, treat it as directional only.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it include market or survey data?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It reads the pay, tenure, and performance you enter for your own people. Pull current market data separately if you need 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 and start with the example before you load your own data. 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 kit is a set of working tools and editable templates for making pay 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. Wage, overtime, exempt classification, pay transparency, and equal pay rules vary by state and change over time, and a pay structure can create exposure it was meant to prevent. Have your bands, your increases, and your classifications reviewed against applicable law before you finalize them.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503117588,"sku":"TSHR-021","price":39.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/pay-structure-and-internal-equity-review-hero.jpg?v=1781721088"},{"product_id":"severance-planning-calculator","title":"Severance Planning Calculator","description":"\u003cp\u003ePlan severance for a whole reduction in one file. Set your weeks-per-year policy once, list everyone affected, and the workbook totals each package and the cost across the group, with accrued time off, benefits, and outplacement on top.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eSet your weeks-of-pay-per-year-of-service formula once, with any floor or cap, then list every affected employee with their salary and years of service. Each person’s severance computes from the policy, and accrued time off, benefits continuation, outplacement, and an approximate employer payroll tax add on top. The workbook subtotals by employee and totals the cost across the whole reduction. A one-page Summary rolls headcount, total severance, and the all-in cost onto one page, a Notice and Timeline tab adds screening prompts and date math for notice and release planning, a Benchmark tab shows typical severance by role level, and it opens on a worked example so the logic is clear before you change anything. Duplicate the file to compare two policies side by side.\u003c\/p\u003e\u003ch3\u003eSeverance planned the way it gets decided\u003c\/h3\u003e\u003cp\u003eA severance number only holds up if the policy is applied the same way to everyone and the cost is the loaded cost. The weeks-per-year formula and any caps apply to every employee on the list, so the package does not drift from person to person, which is what a defensible reduction needs. Accrued time off, benefits continuation, and outplacement add on top of the base payout, so the number you plan around is the real cash cost of the reduction, not base pay alone.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn HR lead or owner planning a layoff or a single separation, who needs the cost before the conversation.\u003c\/li\u003e\n\u003cli\u003eA finance or HR partner pricing a reduction for budget or board approval, who wants every package and the group total in one file.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead who plans reductions for clients and wants the formula consistent and the cost documented.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e a quick estimate for one person, the free Severance Pay calculator returns a single package in your browser. For the full financial picture of a reduction, the cost, the ongoing savings, and the payback, see the RIF and Restructuring Savings 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; duplicate it to plan a second reduction or compare two policies side by side. 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 the free severance calculator does not?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThis workbook plans a whole reduction: list every affected employee under one policy, and it totals each package and the cost across the group, with accrued time off, benefits, and outplacement on top, then rolls it onto a board-ready summary. You set your assumptions once, keep the file, reuse it for the next reduction, and read every formula behind the number. The free calculator estimates one person’s package; this plans the whole group and keeps the file.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is it and does it handle the legal side?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe math is only as good as the policy and the figures you enter, so treat the output as a planning estimate. It does not give legal advice. In most cases there is no legal requirement to pay severance; your policy or a contract sets the terms. A reduction can trigger notice rules such as the federal WARN Act, final-pay timing, release agreements, and protected-group considerations that vary by your size, location, and circumstances. The Notice and Timeline tab is a planning aid and not a legal determination, so review any reduction with an employment attorney before you act.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it include accrued time off, benefits, and outplacement?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes. On top of the base severance from your formula, the workbook adds the value of accrued, unused time off, employer-paid benefits continuation for the months you set, outplacement if you offer it, and an approximate employer payroll tax on the severance, so the planned cost is the loaded cash cost. Leave any line at zero if it does not apply.\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, not legal or tax advice. Severance is generally set by your policy or a contract rather than by law, and a reduction can trigger notice, release, and protected-group requirements that vary by size and location, so review sensitive decisions with a qualified professional.\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":52641503150356,"sku":"TSHR-022","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/severance-planning-calculator-hero.jpg?v=1781721088"},{"product_id":"referral-program-tracker","title":"Referral Program Tracker","description":"\u003cp\u003eRun an employee referral program end to end in one spreadsheet. Set your bonus rules once, log every referral as it moves from submitted to hired, track each bonus to its payout date, and read a one-page dashboard of referrals, hires, bonus cost, and the savings against agencies and job boards.\u003c\/p\u003e\u003ch3\u003eA working system, not a blank sheet\u003c\/h3\u003e\u003cp\u003eSet your bonus amounts and rules on Program Setup, log each candidate on the Referral Tracker with a status from submitted to hired, and record each hire’s bonus and payout date on the Bonus Payout Tracker, which sets the eligibility date and counts down to each payout. The Leaderboard and Dashboard update from what you enter and read referrals, hires, conversion, bonus cost, cost per referral hire, and net savings against other channels. 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. A free calculator estimates what a program could save before you run one, from a hiring plan, an expected referral share, and a bonus; this one runs the program and reports from real logged data.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow do I handle the bonus and what counts as a valid referral?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eReferral bonuses are taxable wages, so run them through payroll with normal withholding and confirm overtime handling for hourly staff, since a bonus can change the regular rate; check with your payroll provider. 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. Referral bonuses are taxable wages that run through payroll and can affect the overtime regular rate, so confirm the handling with your payroll provider and qualified help before you rely on it.\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":52641503183124,"sku":"TSHR-023","price":24.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-023__referral-program-tracker-hero_4695c9fd-e75c-4c12-a803-a581bbdfd538.jpg?v=1781713287"},{"product_id":"contingent-labor-cost-and-conversion-workbook","title":"Contingent Labor Cost and Conversion Workbook","description":"\u003cp\u003eAnswer the question finance keeps asking: should these agency workers be on our payroll, and what would we save. Four options side by side, on your numbers, with every default sourced.\u003c\/p\u003e\u003ch3\u003eA workbook built for the meeting where the number gets challenged\u003c\/h3\u003e\u003cp\u003eOne Excel workbook, opened on a worked example, plus the guide that tells you the order to work in. 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\u003eContingent Labor Cost and Conversion Workbook.\u003c\/strong\u003e Seven tabs: the single-role four-way calculator with a breakeven read, the multi-role program model across pay bands, the burden builder, scenario compare with a recommendation cell, and an assumptions and sources tab that dates every default. 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 decision runs\u003c\/h3\u003e\u003cp\u003eThe workbook moves from one role to the whole program, then stress-tests the answer before anyone presents it.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003ePrice one role four ways.\u003c\/strong\u003e Enter the pay rate, hours, and remaining need. The calculator prices the agency bill, a payrolling arrangement, and internal payroll with and without benefits, and reads the breakeven.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuild your real burden.\u003c\/strong\u003e Replace the planning defaults with your rates: FICA and FUTA are fixed, your state unemployment and workers compensation are not. The burden builder assembles the real number line by line.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRoll up the program.\u003c\/strong\u003e Model the whole contingent population across pay bands with per-band markup and burden. This is the tab that turns a hunch into a program-level annual savings figure.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCompare scenarios and decide.\u003c\/strong\u003e Status quo, partial conversion, full conversion, side by side, with a recommendation cell driven by your inputs. Print it for the meeting.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt to survive a skeptical CFO\u003c\/h3\u003e\u003cp\u003eA savings claim built on a made-up burden number dies in one meeting. This workbook is built so every figure can be traced to an input, and every input to a source.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eEvery default sourced and dated.\u003c\/strong\u003e The BLS benefits share, the IRS statutory rates, and the survey markup ranges are named on the assumptions tab with the date each was checked.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eUser inputs where averages lie.\u003c\/strong\u003e State unemployment and workers compensation ship as your inputs, never hardcoded, because no published average matches your rate notice.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAn honest crossover.\u003c\/strong\u003e When the remaining need is short or the buyout is high, the model shows the agency winning. A tool that always says convert is not trusted, and should not be.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA worked example in every tab.\u003c\/strong\u003e The workbook opens on a realistic 40-worker program, not a blank sheet you have to decode.\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 operator or HR lead who needs a defensible answer to the payroll-vs-agency question this quarter.\u003c\/li\u003e\n\u003cli\u003eA finance partner who wants the assumptions on the surface instead of buried in a consultant deck.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead pricing a conversion case for a client.\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 crew. The free Staffing Agency vs Payroll Cost Calculator runs the four-way comparison in your browser.\u003c\/li\u003e\n\u003cli\u003eThe classification and agency-terms layer. The Contingent Workforce Cost and Compliance Kit bundles this workbook with both.\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 crew in your browser. The workbook adds the program-level rollup across pay bands, the burden builder that replaces the defaults with your real rates, scenario compare with a recommendation cell, and the sourced assumptions tab, and it saves your work.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat burden figures does it use?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe defaults are an 18% statutory-only planning figure and a 30% with-benefits figure tracking the BLS finding that benefits run 30.1% of total compensation. Both are inputs: the burden builder assembles your real number from FICA, FUTA, your state unemployment rate, your workers compensation class rate, and your benefits load.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it handle overtime?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes. Hours and overtime hours are separate inputs, overtime is priced at time and a half on the internal routes and at the billed premium on the agency route, and the worked example carries five overtime hours a week so you can see the effect.\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. Worker classification and co-employment carry legal exposure, and the workbook marks where those questions start and routes them to qualified counsel.\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":53002614341908,"sku":"TSHR-065","price":39.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-065-hero-v2.jpg?v=1784916952"},{"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"},{"product_id":"contingent-workforce-headcount-and-spend-tracker","title":"Contingent Workforce Headcount and Spend Tracker","description":"\u003cp\u003eContingent workers sit outside the HRIS, so nobody owns the number. This tracker is the roster, the spend view, and the early-warning flags in one file.\u003c\/p\u003e\u003ch3\u003eThe management surface the one-time decision leaves behind\u003c\/h3\u003e\u003cp\u003eA conversion decision is a moment; a contingent program is a running system. The tracker is the file that keeps it visible. 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\u003eContingent Workforce Headcount and Spend Tracker.\u003c\/strong\u003e The assignment roster with computed tenure and flags, program reads for headcount and the FT-versus-temp ratio, agency spend by vendor, the conversion-candidate watchlist, and an assumptions tab. 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 a program review runs\u003c\/h3\u003e\u003cp\u003eLoad the roster once, then the reads, the flags, and the watchlist update themselves as assignments change.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eLoad the roster.\u003c\/strong\u003e Every assignment with worker, department, vendor, start date, and rates. Tenure computes from the dates, so the flags never depend on anyone remembering.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the program.\u003c\/strong\u003e Headcount by department, the FT-versus-temp ratio, and total spend by vendor, computed from the roster rather than retyped.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eWatch the flags.\u003c\/strong\u003e Assignments approaching the 18-to-24-month tenure line flag themselves, and the break-in-service alert catches the returner whose clock did not reset.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eWork the watchlist.\u003c\/strong\u003e The conversion-candidate view names who to move onto payroll next and carries the cost case for each, ready for the conversion workbook.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt to make the invisible spend visible\u003c\/h3\u003e\u003cp\u003eAgency spend hides in accounts payable, one invoice at a time. Pulled into one roster, the program has a number, a trend, and a set of flags.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eTenure caps framed plainly.\u003c\/strong\u003e The 18-to-24-month cap is documented as a common corporate practice, not a legal safe harbor, because that is what it is.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eComputed, not asserted.\u003c\/strong\u003e Tenure, ratios, spend shares, and flags compute from the roster dates and rates, so the file stays right as it is maintained.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eVendor view built in.\u003c\/strong\u003e Spend by agency with share of program, the view that turns a renegotiation from a feeling into a number.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA worked example throughout.\u003c\/strong\u003e The tracker opens on a realistic program, not a blank grid.\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 lead or operator running a contingent population that never shows up in the HRIS.\u003c\/li\u003e\n\u003cli\u003eA finance partner who wants agency spend by vendor without a systems project.\u003c\/li\u003e\n\u003cli\u003eA consultant standing up basic contingent-workforce governance for a client.\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 conversion business case itself. The Contingent Labor Cost and Conversion Workbook prices it.\u003c\/li\u003e\n\u003cli\u003eAgency terms and scorecards. The Staffing Agency Management Kit covers the agreement, the rules of engagement, and vendor scoring.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat does the tenure-cap flag do?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eEach assignment computes its tenure from the start date, flags as it approaches the 18-to-24-month band you set, and carries a break-in-service alert for returners. The cap is framed as common practice; it is not a legal safe harbor, and the Start Here says so plainly.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow much upkeep does it need?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eAssignments in and out as they change, rates when they change. Everything else computes. A monthly fifteen-minute pass keeps the program reads current.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it work for multiple sites and vendors?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes. The roster carries department, site, and vendor per assignment, and the spend and ratio reads slice by each.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. The tracker organizes and surfaces the program; classification and co-employment questions it surfaces belong with qualified employment counsel.\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":53002720772372,"sku":"TSHR-067","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-067-hero-v2.jpg?v=1784916953"}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/collections\/hr-calculators-banner.jpg?v=1781299013","url":"https:\/\/shop.truestephr.com\/collections\/hr-calculators.oembed","provider":"TrueStep HR","version":"1.0","type":"link"}