RecruiterRatio

Advanced talent acquisition team capacity planning for companies with 50-1000 employees, featuring executive summary, visual charts, export functionality, and recommendations

Quick Start

Choose a template to get started quickly, or build your plan from scratch

Start-up

50–150 employees

100 employees 15 new hires 2 departments 2 TA staff

Basic ATS setup, no AI tools. Engineering & Sales departments with a lean recruiting team.

Small Company

150–500 employees

300 employees 40 new hires 3 departments 5 TA staff

Standard ATS + LinkedIn setup with AI Sourcing. Engineering, Sales & Operations teams.

Mid-Size Company

500–1000 employees

750 employees 80 new hires 4 departments 9 TA staff

Advanced tech stack with AI Sourcing & Matching. Full org with Engineering, Sales, Marketing & Ops.

Start from Scratch
My Plans 0 saved
1
Company Info
2
Tech & AI
3
Departments
4
TA Team

Company Information

Please enter a valid company size (1 or more employees).
Total number of employees
Please enter a valid turnover percentage (0-100).
Please enter a valid number of net new hires.
For the specified hiring period
Please select a hiring period.

Technology & AI Configuration

Configure your recruiting tech stack and AI tools to calculate efficiency gains

Select your current recruiting technology setup:

1 tool - ATS only. Standard applicant tracking system with basic job posting and candidate management features.

Default: 5%
%

2 tools - ATS + LinkedIn. Enhanced candidate sourcing and networking through LinkedIn integration and recruiting tools.

Default: 10%
%

3 tools - ATS + CRM + Analytics. Comprehensive candidate relationship management with data-driven insights and reporting.

Default: 17%
%

4+ tools - Full stack + Integrations. Advanced automation, API integrations, custom workflows, and enterprise-grade features.

Default: 20%
%

Select AI tools currently in use (these add to your tech stack efficiency):

Recruiting is performed without AI tools. Traditional processes with manual sourcing, screening, and outreach.

0% Additional Efficiency

Tools like SeekOut, HireEZ, or Beamery. Automated candidate discovery and profile matching with AI-powered search.

Default: +8%
%

Platforms like Eightfold or Gloat. AI-powered job-candidate matching and recommendation engines.

Default: +10%
%

Tools like Gem or Sense. Automated personalized messaging and candidate engagement at scale.

Default: +6%
%
Maximum Efficiency Gain Configuration

Combined Maximum Efficiency Cap: This setting controls the maximum total efficiency gain your team can achieve from Technology Stack + AI Tools combined.

Default is 35%. Adjust based on your organization's actual performance data.

% Max
Range: 20% - 80%

These values are used to estimate costs in executive recommendation scenarios. Adjust to match your market.

$ /yr
$ /yr
$ /yr
$ /yr
$ /yr
How Efficiency Calculations Work:
  • Tech Stack: Provides baseline efficiency gain (5-20% based on setup complexity)
  • AI Tools: Add additional capacity gains (6-10% per tool selected)
  • Custom Overrides: Use the input fields to set custom efficiency percentages

Department-Level Hiring Plan

Department Net New Hires Estimated Replacement Hires Total Hires Avg Time to Hire (days) Hiring Difficulty Action
0
Allocate Net New Hires: 0 of 0
Auto-calculated from the Net New Hires column in the Department-Level Hiring Plan against the Planned Net New Hires in the Company Information
Allocate Estimated Replacement Hires: 0 of 0
Estimated Replacement Hires of 0 is based on 0 employees × 0% turnover rate, adjusted for your hiring period
Estimated replacement hires are automatically distributed equally across all departments. You can manually adjust these amounts after entering your departments if needed

TA Team Structure

Capacity & Efficiency Override Legend:
  • Recruiter roles: Show annual hiring capacity based on role level
  • Support roles (Sourcer, Coordinator, TA Ops): Show efficiency gain percentage they provide to the team
  • Sourcer/Coordinator roles: Default to support-only (efficiency gain), but can become hybrid by adding Override Annual Capacity
  • Manager/Other roles: Can use either or both override options depending on role function
  • Override Annual Capacity: Enter a custom hiring number for recruiting roles
  • Override Efficiency Gain: Enter a custom efficiency percentage for support roles
Role # People Annual Hiring Capacity Override Annual Capacity Override Efficiency Gain Role Action
0
Leave blank for auto-calculation
For Non-IC roles
 Auto

Executive Summary

Complete hiring capacity analysis and recommendations

Hiring Period

-

Total Planned Hires

0

TA Team Capacity

0

Gap/Surplus

0

Capacity Breakdown

Calculate capacity to see breakdown

Key Recommendations

Calculate capacity to see recommendations

Capacity Coverage Analysis
0%
of Hiring Need Covered
Status
Analysis
Current Capacity: 0 hires
Total Need: 0 hires
Gap/Surplus: 0

Detailed Analysis Results

Basic Calculations
0
Estimated Replacement Hires
0
Total Hires Needed
Capacity vs Need
0
Team Capacity
0
Gap/Surplus
Department Analysis
Department Net New Replacements Total Hires Avg Time to Hire (days) Difficulty Priority
Recommendations