Recruiting Analytics Pack

See what hiring costs. The cost per hire, what open roles cost, how many recruiters your reqs need, and whether to use an agency or build in-house.

Four recruiting tools in one workbook

Eight tabs in one Excel file. A Start Here page sets the order to work in, four tools price and plan the hiring, a benchmarks tab keeps the inputs honest, a one-page summary pulls the headlines together, and a Notes tab holds the assumptions you chose and why.

• Cost Per Hire. Enter the hires and the external and internal recruiting costs for one period: ads, agency fees, background checks, recruiter and hiring-manager time, and tools. Cost per hire calculates on the SHRM and ANSI standard, with the external and internal split.
• Time to Fill. Set the working days and benefits load, then list each open role with its salary, value multiplier, and days open. The net cost of each vacancy and the total calculate, valuing both the output lost and the pay saved.
• Recruiter Capacity. Set the reqs one recruiter can carry by complexity, then enter your open reqs as high-volume, professional, and hard-to-fill. The recruiters needed and a recommended team size calculate, with utilization and the gap.
• Agency vs In-House. Set your in-house cost and capacity, then list the roles you hire by group with agency fee rates. The all-agency cost, the in-house scenario, and the annual saving calculate.
• Benchmarks. Public figures to sanity check each result: cost per hire from SHRM 2025, time to fill, value multipliers, recruiter capacity, and agency fee ranges, with the source noted per section.
• Summary. Your recruiting picture on one page. Cost per hire, the net cost of open roles, the recommended recruiters, and the agency-versus-in-house saving, every figure pulled live from the four tools.

From recruiting spend to a number you can plan against

Each tool answers one hiring question, and every result flows to the summary, so the picture stays current as you work.

• Start with one period of spend. Gather one quarter or one year of recruiting invoices, job-board and tool charges, and the recruiter and hiring-manager hours, and enter them on the Cost Per Hire tab first, since its result anchors the other three.
• List what is open today. Move to Time to Fill with your current requisition list: each role’s salary, a value multiplier from the Benchmarks tab if you have no better figure, and the days each role has been open.
• Sort your reqs into three buckets. On Recruiter Capacity, split the same requisition list into high-volume, professional, and hard-to-fill, and adjust the per-recruiter limits only if your own experience says the defaults are wrong for your market.
• Finish with the make-or-buy inputs. On Agency vs In-House, enter the roles you send out, the fee rates from your agency agreements, and your in-house cost, then read the Summary, where all four results are waiting on one page.

Recruiting numbers that hold up with finance

A recruiting number is only as strong as the assumptions under it, so the pack keeps every assumption on the surface and sources its benchmark figures.

• Assumptions on the surface. The cost lines, value multipliers, capacity limits, and agency fees are visible, editable cells, not buried constants.
• Benchmarks from public sources. Cost per hire from the SHRM 2025 report, time to fill and value-of-vacancy ranges from public research, and agency fee norms, with the source next to each figure.
• Built on a recognized standard. Cost per hire follows the SHRM and ANSI definition, total recruiting cost over the number of hires, so the number is comparable to published benchmarks.
• A worked example in every tool. The file opens on realistic roles, reqs, and hiring volumes, not a blank sheet you have to decode.

Who it is built for

Built for

• A talent or HR leader who has to show what recruiting costs and whether the team is sized right.
• A lean HR team deciding between an agency and a first in-house recruiter.
• A consultant or fractional HR lead building a recruiting cost case for a client.

If you are looking for

• A staffing plan, not the cost of hiring it. The Workforce Planning Pack covers FTE and headcount, shift coverage, overtime versus hiring, and labor burden.
• The cost of people leaving, not the cost of hiring. The Turnover and Absence Cost Pack covers cost per departure, absence, vacancy, and retention savings.

Before you buy

What format is it and can I edit it?

One Excel workbook, eight tabs. It works in Excel or Google Sheets, every cell is editable, and the file is yours to keep.

How is this different from a free cost-per-hire template?

Free templates usually compute one cost-per-hire number and stop. This pack connects four: cost per hire on the SHRM and ANSI standard, the net cost of open roles, the recruiters your reqs need, and the agency-versus-in-house call. Sourced benchmarks and a one-page summary hold it together.

Where do the figures come from?

From your inputs. You enter the recruiting costs, the value multipliers, your reqs, and the agency fees, and each tool calculates from those. Each tool opens with its own worked example, so the example figures differ from tab to tab; the Summary reflects your own numbers once you fill them in. The Benchmarks tab shows public figures next to each result so you can see where your figure lands.

Is it a subscription?

No. One-time purchase, instant download, no recurring fee. You keep the file.

Will it stay current as rates change?

The benchmark figures show their sources next to the results they support, and meaningful updates are released as the numbers change.

What is the refund policy?

Digital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.

What happens after I buy?

Checkout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here tab first; it tells you the order to work in. Questions or want a hand getting set up? Email support@truestephr.com.

How the download works

Your 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 truestephr.com/pages/download-help.

Scope

This 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.