Hiring Pipeline Math: Applicants Needed, Time-to-Fill & Recruiter Capacity

What you'll build

What you will be able to do

Each lab ends with a concrete result that you build yourself and the checker confirms, cell by cell.

• Count how many applicants reached each stage with COUNTIFS, turn the counts into step conversion rates and a cumulative yield, and work out how many applicants it takes to make one hire.
• Turn a hiring plan into the offers and applicants each role needs by dividing through the conversion rates, round up to whole people at the right moment and set a weekly sourcing target.
• Measure how long each requisition took to fill and to start in working days with NETWORKDAYS and a closure-day list, then compare the average and the median of last year's times and see what one outlier does.
• Add per-hire fees to each source's fixed spend with SUMIFS, compare cost per applicant with cost per hire, rank the sources and see why the cheapest source per applicant is not the cheapest per hire.
• Tag every interview with its ISO week, total each interviewer's hours per week with SUMIFS, flag anyone above the weekly limit and work out how many interview hours one hire costs.
• Weight every open requisition by difficulty, total each recruiter's load and utilisation, and calculate how many recruiters the whole workload needs.
• Calculate the offer acceptance rate and the 90-day early-leaver rate by source and by hiring manager with SUMIFS and COUNTIFS, and highlight the sources whose hires leave too soon.
• Track plan against actual hires month by month, carry the open-role backlog forward with a running total, measure plan attainment and chart the half-year funnel.