Calculate hiring funnel conversion, applicant-to-hire rate, screen-to-interview rate, interview-to-offer rate, offer acceptance rate, recruiting yield, projected hires, funnel drop-off, and recruiting cost per stage. Use this HR calculator to see where candidates move forward or drop out in your hiring process.
Overall funnel conversion:
The calculator divides hires by applications to estimate the full application-to-hire conversion rate.
Stage conversion:
The calculator compares each funnel stage, including applications to qualified applicants, screens to interviews, interviews to offers, and offers to hires.
Funnel drop-off:
The calculator estimates candidate loss between stages and identifies the largest drop-off point.
Funnel cost:
The calculator estimates cost per application, cost per qualified applicant, cost per interview, cost per offer, and cost per hire.
A hiring funnel calculator helps HR teams, recruiters, and hiring managers understand where candidates are converting, dropping off, or getting stuck.
It can help compare applicants, qualified applicants, screens, interviews, final interviews, offers, accepted offers, hires, projected hires, target gaps, and cost efficiency.
Your result shows application-to-hire rate, view-to-application rate, qualification rate, screen conversion, phone screen conversion, interview conversion, final interview conversion, offer rate, offer acceptance rate, projected hires, funnel drop-off, cost per stage, and cost per hire. These figures are estimates based on the values you enter.
A hiring funnel is the path candidates move through from job views or applications to screens, interviews, offers, accepted offers, and hires.
Divide the number of candidates at the next stage by the number of candidates at the previous stage, then multiply by 100.
Application-to-hire rate is the percentage of applications that become hires.
Funnel drop-off is the number or percentage of candidates who do not move from one hiring stage to the next.
Hiring funnel analysis helps identify bottlenecks, weak candidate sources, screening issues, interview problems, offer challenges, and recruiting cost inefficiencies.