ReCapacity · Capacity Intelligence
Your recruiting function:
Capacity Intelligence Report
Your 5-person recruiting team is carrying the calculated workload of approximately 6.26 recruiters.
Assessment BasisSynthetic demonstration data
Sample Corp5 recruiters900 hires / year$85,000 USD avg40 hrs / week
Capacity Reality
6.26
Recruiter-Equivalents
+1.26 Beyond Capacity
Your ATS tells you what recruiting is doing.
ReCapacity shows whether your team has the capacity to do it.
Executive Capacity Brief
Your capacity position, in one view.
Workload, capacity and the gap between them.
Available capacity
866.7
hours per month across 5 recruiters
Calculated workload
1,085.1
hours of recruiting work per month
Capacity gap
1.26
recruiter equivalents · 218.5 hours per month
Reading your Workload Index
Workload Index shows how much calculated recruiting workload exists compared with available recruiting capacity.
100% = workload and capacity are balanced. Above 100% = workload exceeds available recruiting capacity.
Your Workload Index is 125.2% — approximately 125.0 hours of calculated recruiting workload for every 100.0 hours of available recruiting capacity.
Capacity Pressure
Where the Pressure Sits
See your recruiting group's calculated workload against its available capacity.
Workload Index
125.2%
Corporate & Technical Hiring · 5 recruiters · 1,085.1 hours of calculated workload per month
Capacity gap
218.5 hours
Calculated capacity position · 1.26 recruiter equivalents of excess workload per month
Capacity Allocation
Where Your Capacity Goes
See how recruiting workload is distributed — and where time is being consumed.
Productive recruiting
45.2%
491.0 hours per month
Necessary work
33.9%
368.3 hours per month
Capacity leakage
20.8%
225.8 hours per month
Live workload drivers
Largest driver · Screening conversations
168.8 hours per month
15.6% of calculated recruiting workload
Interview stage effort
110.3 hours per month
10.2% of calculated recruiting workload
Sourcing
108.3 hours per month
10.0% of calculated recruiting workload
Recoverable Capacity
What Capacity Can Be Recovered
See how much recruiting capacity could potentially be released through automation and management action.
Recoverable Capacity
413.6
Recoverable Hours / Month
2.39
Recoverable recruiter equivalents
38.1%
Of calculated recruiting workload
Recoverable Capacity is the portion of capacity identified as potentially addressable through automation or management action.
Annual recoverable capacity value
$202,816 USD
Capacity value per year. This is a measure of released capacity, not guaranteed cash savings or a guaranteed headcount reduction.
Automation recovery
150.9 hours
36.5% of recoverable capacity · per month
Management recovery
262.7 hours
63.5% of recoverable capacity · per month
Capacity Ownership
Who Owns the Capacity Opportunity?
See which capacity opportunities can be influenced through automation, management action, or changes outside recruiting.
Automation
27.6%
150.9 hours per month
Management
48.0%
262.7 hours per month
External
24.5%
133.9 hours per month
External Constraints
What Recruiting Cannot Fix Alone
See where delays and dependencies outside recruiting are consuming capacity.
External summary
3 of 3
external delays need attention
Hiring manager feedback
3 days · Threshold: 2 days
Above threshold by 1 day
Offer Approval Delays (HM, HR, Leadership)
3 days · Threshold: 2 days
Above threshold by 1 day
Hiring manager candidate review
3 days · Threshold: 2 days
Above threshold by 1 day
Some capacity problems require more than software.
Discuss your capacity constraints →Scenario Modeling
Sample Scenario Modeling
What happens to your capacity position when we change one assumption at a time?
Continue in ReCapacity
Manager Portal · Scenario Modeling — model operational changes before making workforce decisions.
Capacity Evidence
From Estimate to Evidence
Your assessment shows where capacity may be trapped — and where action can release it.
What this assessment cannot tell you
The assessment combines the information you provided with ReCapacity methodology to estimate capacity pressure and opportunity. It does not continuously observe every live requisition, every recruiter workflow or interaction, or whether an intervention actually released capacity.
How ReCapacity closes the gap
Connect · ATS + Outlook
Connect operational recruiting data with the work happening around the ATS.
Understand & act · Manager Portal + Recruiter Workspace
Help managers and recruiters prioritize where attention and action are needed.
Measure · ReCapacity Intelligence
Measure how capacity changes over time and after interventions.
Turn your capacity estimate into operational evidence.
See how ReCapacity can continuously measure capacity and help your team act on what it finds.
Book your ReCapacity demo →Want to discuss your results?
Book a complimentary 60-minute Capacity Review with ReCapacity. We'll walk through your report, discuss what may be driving the findings, and identify the areas worth investigating first.
Book your free 60-minute Capacity Review →Appendix · 01 / 03
Your Assessment Basis
The information you provided and the ReCapacity model used to calculate your report.
Your team
Company: Sample Corp
Industry: Corporate & Professional Services
Recruiters stated: 5
Working hours per week: 40.0 hours
Average recruiter salary: $85,000 USD
Currency: USD
Group 1: Corporate & Technical Hiring · General / Corporate · 5 recruiters
Your recruiting process
Corporate & Technical Hiring · candidates interviewed per hire: 3
Corporate & Technical Hiring · interview stages: 3
Corporate & Technical Hiring · scheduling support: Yes
Corporate & Technical Hiring · sourcing support: No
Your hiring demand
Annual hires stated: 900
Corporate & Technical Hiring · hires per year: 900
Corporate & Technical Hiring · open requisitions per recruiter: 20
Corporate & Technical Hiring · new requisitions per month: 15
Your time & delays
Email responses: 5.0 hours per week
Reporting: 1.7 hours per week
General administration: 2.5 hours per week
Ad hoc work: 2.5 hours per week
Team meetings: 1.5 hours per week
Internal collaboration: 2.5 hours per week
Hiring manager feedback delay: 3 days
Offer approval delay: 3 days
Hiring manager review delay: 3 days
ReCapacity model
28 recruiting activities = 14 ATS-recorded activities + 14 supporting non-ATS activities · 19 recruiting delay types.
Your inputs + 28 activities + 19 delays → your capacity assessment. Applicable assumptions can be reviewed and calibrated in ReCapacity to reflect how your recruiting operation works.
ReCapacity · Capacity Intelligence Report
Appendix · 02 / 03
How ReCapacity models recruiting work
An ATS records recruiting events. It doesn't capture all the work required to make those events happen. ReCapacity models both.
14
ATS-recorded activities
Candidate review (rejected)
30 seconds
The time to open a profile, read enough of it to make a decision and record the rejection in the ATS.
Req assigned (intake meeting)
45 minutes
Review the job description, arrange the intake meeting, understand the job requirements with the hiring team, discuss the sourcing strategy, polish the job description, and post the job.
+12 additional ATS-recorded activities
14
Supporting non-ATS activities
Email responses
5.0 hours / week
Recurring recruiter correspondence around the ATS: candidate questions, hiring manager threads, scheduling exchanges and internal follow-ups.
Administration
30 minutes / day
Internal administrative work around recruiting: forms, approvals paperwork, expenses and internal process handling. Configured as 2.5 hours per week.
+12 additional supporting non-ATS activities
19
Recruiting delay types
Hiring manager feedback
2-day threshold
Beyond this point ReCapacity treats the delay as friction outside recruiting control. Your assessment reported 3 days.
Offer Approval Delays (HM, HR, Leadership)
2-day threshold
Beyond this point ReCapacity treats the delay as friction outside recruiting control. Your assessment reported 3 days.
+17 additional recruiting delay types
Activity
What work exists?
Time
How much recruiting capacity does it consume?
Classification
Productive, Necessary or Potential Leakage?
Opportunity
Automation, Management or something outside recruiting?
ReCapacity · Capacity Intelligence Report
Appendix · 03 / 03
How to read your results
Capacity
Recruiter equivalent
The amount of workload one full-time recruiter could carry using the working-hours basis in your assessment.
Workload Index
How much calculated recruiting workload exists compared with available recruiter capacity. 100% = workload and capacity are balanced. Above 100% = workload exceeds available capacity.
Capacity gap
The additional recruiter capacity required to carry the calculated workload at the current working-hours basis.
Where capacity goes
Productive Recruiting Allocation
Work that directly advances a hire: sourcing, screening, candidate progression, interviewing and offer work.
Necessary Operational Support
Necessary work that keeps the function running but does not itself advance a candidate: administration, reporting, meetings, internal collaboration.
Capacity leakage
Time spent on repeatable, avoidable or inefficient work where capacity may potentially be lost.
What can be influenced
Recoverable capacity
The portion of recruiting capacity identified as potentially addressable through automation or management action.
Automation recovery
Capacity potentially influenced through automation or workflow support.
Management recovery
Capacity requiring management intervention or changes in how recruiting work is managed.
External constraints
Delays and dependencies outside recruiting's direct control.
Capacity opportunity ownership
Shows how the broader capacity opportunity is distributed across Automation, Management and External influences.
Recoverable Capacity = Automation Recovery + Management Recovery
External Constraints remain visible in Capacity Opportunity Ownership but are not included in Recoverable Capacity.
Assessment notes
Results combine the information you provided with ReCapacity assumptions. Scenario tests change selected assumptions while other assessment inputs remain constant. Thresholds identify areas worth investigating and do not independently prove causation. Assessment results are estimates and may include rounding. Connected operational data enables deeper ongoing measurement and evidence.