Time to hirecalculator.
Enter the dates for one role, or for several, and get time to hire and time to fill in calendar or working days, with the averages across roles. Free, no sign-up, and nothing you type is stored or sent to us.
Example figures: replace them with yours
“Job opened” is the day the role was approved or posted; “Hire applied” is the day the person you hired applied or was sourced.
Add detailWorking days and public holidays, stage dates, more roles or a pasted spreadsheet, and a cost for the empty seat.
Count in
Working days count Monday to Friday and can skip the public holidays you list.
Role
The first role is the one above. Add more roles, or paste them from a spreadsheet, to see averages and medians.
Role 1
Time to fill 42 days · time to hire 28 days
Result
Time to fill
42 days
Time to hire
28 days
In this example, the role took 42 days to fill: 14 days before the hire applied, then 28 days from their application to an accepted offer.
Time to fill runs from the job opening; time to hire from the day the hire applied.
In plain English
Role 1 took 42 days to fill and 28 days to hire, counted in calendar days.
The link holds your figures, so anyone with it sees them.
The difference
Time to hire or time to fill?
Time to fill is how long a role takes to fill: the days from opening the job to a candidate accepting the offer. Time to hire is how long the process took for the person you hired: the days from when they applied or were sourced to when they accepted.
Formula
Time to fill = date offer accepted − date job opened
Time to hire = date offer accepted − date the hire applied
Time to fill measures the whole search, including the time before the right person turned up, so it is the number a hiring manager feels. Time to hire measures how quickly your process moves a good candidate from first contact to a yes, so it is the number a recruiting team controls most directly.
Reading the numbers
What the gap tells you.
- The difference between the two is how long the role was open before the person you hired entered the process. A large gap points to sourcing; a long time to hire points to the stages after it.
- Pick where the clock starts and stops, and keep to it. Some teams stop at the start date rather than the accepted offer; either works if every role is measured the same way.
- Compare medians as well as averages. One role that stayed open for months pulls the average up; the median shows the typical role.
- Use working days when you compare periods with different numbers of weekends or holidays in them.
Questions
About time to hire.
What is the difference between time to hire and time to fill?
Should I use calendar days or working days?
When does time to fill start?
How do I calculate the average across several roles?
Does this tool store what I type?
Related: interview invitation email template, offer letter template, time to hire, time to fill, cost per hire calculator, turnover cost calculator and how to reduce time to hire.
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