Talent Pipeline Capacity Planner
Calculate exactly how many candidates you need at each stage of your pipeline to hit your hiring goals on time.
Set Your Parameters
How many people do you need to hire?
What's your deadline?
What % of screens advance?
What % of interviews get offers?
What % of offers are accepted?
Your Pipeline Funnel
Weekly Activity Targets
Pipeline Planning Tips
Build buffer into your plan
Add 20-30% more candidates to your funnel than the math suggests. Conversion rates fluctuate.
Track conversion rates weekly
If your actual rates differ from assumptions, adjust your sourcing volume immediately.
Front-load your sourcing
Do 60% of your sourcing in the first 40% of the timeline. It takes time for candidates to move through stages.
Account for hiring team capacity
If your plan requires 15 interviews/week but your team can only do 8, you need more time or more interviewers.
Frequently Asked Questions
What are typical conversion rates?
Screen to interview: 25-35%. Interview to offer: 20-30%. Offer to accept: 70-85%. Rates vary by role seniority and market conditions.
My pipeline numbers seem huge. Is this normal?
Yes! To hire 5 people you often need 100+ in your pipeline. That's why sourcing automation is critical at scale.
What if I'm behind pace?
Immediately increase top-of-funnel activity. Consider relaxing requirements, increasing comp, or extending timeline if possible.
How do I maintain pipeline velocity?
Set SLAs for each stage (e.g., 2 days to schedule screen, 3 days post-interview feedback). Delays kill momentum.
Fill Your Pipeline Automatically
Boilr sources and engages candidates at scale, keeping your pipeline full so you hit every hiring goal.
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