Real screenshots from the workbook. Example figures are illustrative.
Recruiting Analytics Pack
See what hiring costs in full. The cost per hire, what open roles cost, how many recruiters your reqs need, and whether to use an agency or build in-house.
One-time purchase, no subscription. Instant download.
Built by expert HR practitioners and leaders
- Cost per hire calculator on the SHRM and ANSI standard, external and internal cost split out
- Time to fill model that nets the cost of each open role against the pay you save
- Recruiter capacity planner weighted by req complexity, with the recommended team size
- Agency vs in-house comparison with the annual saving at your hiring volume
- Benchmarks tab with SHRM and public figures to sanity check each result, sources noted
- One-page summary with every figure pulled live from the four tools
The pack puts a number on hiring. It does not make the decision and does not replace finance review.
Planning estimates and general business information, not legal or tax advice. The costs rest on the assumptions you set, so calibrate them to your own data.
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Last reviewed June 2026
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.
Price a hire
Enter the external and internal costs for one period. Cost per hire calculates on the SHRM and ANSI standard, with the share that is external versus internal.
Cost the open roles
List your open roles with salary, a value multiplier, and days open. The net cost of each vacancy nets the output lost against the pay you save while it sits open.
Size the recruiting team
Enter your open reqs by complexity. The weighted recruiters needed and a recommended team size show whether you are over or under capacity.
Settle agency versus in-house
List the roles you hire and the agency fees. The annual saving from building in-house, at your volume, makes the call visible.
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.
Who it's built for
Who this pack fits, and where to go if that's not you.
Built for
- A talent or HR leader who has to show what recruiting costs and whether the team is sized right.
- An HR team of one 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?
Is this legal or tax advice?
How is this different from a free cost-per-hire template?
Where do the figures come from?
Is it a subscription?
Will it stay current as rates change?
What is the refund policy?
What happens after I buy?
Can I expense this purchase to my business?
Most 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 or tax professional. Your receipt arrives by email at checkout and works as documentation.
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See what hiring costs, once
Cost per hire, the net cost of open roles, the recruiters your reqs need, and agency versus in-house, with every assumption on the surface.
Planning estimates and general information, not legal or tax advice. Last reviewed June 2026.