Recruiting Analytics Pack

See what recruiting costs and what your hiring workload requires. Calculate cost per hire, the cost of open roles, the recruiters needed, and the cost of agency versus in-house hiring.

Four recruiting tools in one workbook

Eight tabs in one Excel file. Start Here explains the order to follow. Four tools calculate recruiting costs and help plan hiring. Benchmarks provides reference figures, Summary brings the results onto one page, and Notes records your assumptions and why you chose them.

• Cost Per Hire. Enter the number of hires and your external and internal recruiting costs for one period, including ads, agency fees, background checks, recruiter and hiring-manager time, and tools. The calculation follows the SHRM and ANSI standard, with external and internal costs shown separately.
• Time to Fill. Enter working days and the benefits load, then list each open role with its salary, value multiplier, and days open. The tool calculates the net cost of each vacancy and the total, accounting for lost output and pay saved.
• Recruiter Capacity. Set how many requisitions one recruiter can manage at each complexity level. Group your open requisitions as high-volume, professional, or hard-to-fill. The tool calculates recruiters needed, recommended team size, utilization, and the staffing gap.
• Agency vs In-House. Enter your in-house recruiting cost and capacity, then group the roles you hire and add agency fee rates. Compare the all-agency cost with the in-house scenario and see the calculated annual savings.
• Benchmarks. Compare your results with public figures for cost per hire from SHRM 2026, time to fill, value multipliers, recruiter capacity, and agency fee ranges. Each section identifies its source.
• Summary. See cost per hire, the net cost of open roles, recommended recruiter staffing, and agency-versus-in-house savings on one page. All four figures update from the tools.

Work through your recruiting costs

Each tool answers a different hiring question. The Summary updates as you enter your figures.

• Gather your recruiting costs. Choose one quarter or one year. Enter recruiting invoices, job-board and tool charges, and recruiter and hiring-manager hours on Cost Per Hire first. That result anchors the Summary.
• Price your open roles. On Time to Fill, enter each current requisition, its salary, a value multiplier, and the days open. Benchmarks provides a reference multiplier when you need one.
• Check recruiter capacity. On Recruiter Capacity, group the same requisitions as high-volume, professional, or hard-to-fill. Adjust the per-recruiter limits only when your experience shows that the defaults do not fit your market.
• Compare agency and in-house hiring. On Agency vs In-House, enter the roles you send to agencies, the fee rates in your agreements, and your in-house recruiting cost. Then review all four results on the Summary.

Show finance how you reached the numbers

You can review the assumptions behind each recruiting calculation and see the sources for the benchmark figures.

• Editable assumptions. Cost lines, value multipliers, capacity limits, and agency fees are visible cells you can adjust.
• Published reference figures. Find cost per hire from SHRM 2026, time-to-fill and value-of-vacancy ranges from public research, and agency fee norms. Each section identifies its source.
• Standard cost-per-hire calculation. The SHRM and ANSI definition uses total recruiting cost divided by the number of hires, allowing comparison with published benchmarks.
• Worked examples. Every tool opens with realistic roles, requisitions, and hiring volumes to show how the calculations work.

Who it is built for

Built for

• A talent or HR leader reviewing recruiting costs and whether the team has the right capacity.
• A lean HR team comparing agency support with hiring its first in-house recruiter.
• A consultant or fractional HR lead building a recruiting cost case for a client.

If you are looking for

• Workforce Planning Pack. Plan FTE and headcount, shift coverage, overtime versus hiring, and labor burden.
• Turnover and Absence Cost Pack. Calculate 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. The download contains five files: the workbook, a Start Here, the one-page Quick Reference, the product license, and a short guide to using it in Google Sheets. The workbook works in Excel or Google Sheets, and you can edit every amber input cell.

What does this add beyond a free cost-per-hire template?

This pack goes beyond a single cost-per-hire calculation. It covers cost per hire using the SHRM and ANSI standard, the net cost of open roles, the recruiters your requisitions need, and agency versus in-house hiring costs. Sourced benchmarks provide context, and a one-page summary brings the four results together.

What numbers go into the calculations?

You enter your recruiting costs, value multipliers, requisitions, and agency fees. Each tool calculates from those figures. Every tool opens with its own worked example, so the sample numbers differ between tabs. As you enter your figures, the Summary updates. Benchmarks shows public figures alongside the results for comparison.

Is it a subscription?

No. One-time purchase, instant download, no recurring fee.

Can I check the rates it uses?

The Benchmarks tab lists the source for each section. You can check the sources and enter your own numbers.

What is the refund policy?

Digital products are covered by a 30-day money-back guarantee. To request a refund, email support@truestephr.com or reply to your receipt within 30 days of purchase.

What happens after I buy?

Your download link appears immediately after checkout. Your receipt arrives by email with the same link. Open the Start Here tab first for the recommended order. For setup questions, 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 select Extract All on Windows, or double-click on a Mac), then open the Start Here file first. PDFs open in any reader, and editable files work in Microsoft Excel or free equivalents, including LibreOffice and Google Sheets. No other software is needed. Step-by-step help for every device is at truestephr.com/pages/download-help.

Scope

This planning and analysis model produces estimates based entirely on the inputs and assumptions you enter. Use those estimates to support decisions, rather than as accounting, tax, or legal conclusions. Check the assumptions against your own data. Have qualified counsel review decisions involving pay, headcount, or separation against applicable law before acting. General information, not legal, tax, or financial advice.