Measure how efficiently candidates move from application to hire. Enter the count at each recruiting stage to see the overall hiring conversion rate, identify the largest stage drop-off, and compare every handoff in one view.
Use the main result as a scenario estimate and read the supporting metrics to understand what drives it. Compare current and target cases with consistent definitions.
Counts should describe the same cohort and reporting window; mixing periods can distort stage rates.
With 1,000 applicants, 300 screened, 120 interviewed, 40 offers, and 30 hires, the overall conversion is 30 ÷ 1,000 × 100 = 3.00%. Offer acceptance is 75.00%.
Use figures from the same reporting period and apply one consistent definition to every input. The help text beside each field describes the expected unit.
Zero is accepted where it represents a valid count, cost, or rate. Inputs used as divisors must be greater than zero so the result remains defined.
Not necessarily. The calculator is a planning model based on the values you enter. Confirm accounting treatment with your finance team before using it in reported statements.
Calculate the current case, record the result, then change one assumption at a time. This makes it easier to see which input drives the difference.
Applicant tracking systems may use different cohort dates, stage definitions, exclusions, or rounding. Align those definitions before comparing results.
| Model element | How it is used |
|---|---|
| Applicants | Candidates who entered the funnel. Unit: people. |
| Screened candidates | Candidates who passed initial review. Unit: people. |
| Interviewed candidates | Candidates who completed an interview. Unit: people. |
| Offers made | Formal offers issued. Unit: offers. |
| Hires | Accepted candidates who started. Unit: hires. |