Compare a recruiting budget with a hiring target using cost per hire. See how many hires the budget can fund, the hiring shortfall or surplus, the budget required for the target, and the maximum affordable cost per hire.
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.
The result covers recruiting cost only. Add onboarding, compensation, or workforce costs separately if they are part of the decision.
A $900,000 budget at $7,500 per hire funds 120 hires. Against a target of 140, the capacity gap is −20 hires and the budget shortfall is $150,000.
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 |
|---|---|
| Annual recruiting budget | Budget available for recruiting costs. Unit: USD. |
| Expected cost per hire | Consistently defined recruiting cost. Unit: USD/hire. |
| Annual hiring target | Desired completed hires. Unit: hires. |