Seven numbers sit outside every ATS report. This calculator works all seven out from figures you already have, then puts an achievable target next to each one, so you can see the size of the gap rather than guess at it.
Every field starts with a figure typical for the industry you pick, so you can change only what you know and skip the rest. Nothing here is a trick question, and nothing is stored.
Step 1 of 4
This sets the starting figures and the achievable targets. Pick the closest match, you can change every number afterwards.
Where most of your tech hiring sits
Roles fill at very different speeds inside technology. This adjusts time-to-fill and panel cost.
₹86.9 L
is the gap between what your hiring costs today and what the same hiring plan costs once the first round is structured. It is not a saving you have made, it is the size of the opportunity sitting in your funnel.
The output you never booked while a seat stayed empty. The one number your CFO can already validate.
The leverReport it per function, not as one company figure. A 90-day engineering vacancy and a 20-day support vacancy are completely different conversations.
Your interviewing hours converted into full-time equivalents, which is the unit finance thinks in.
The leverPresent it alongside the headcount request you are already making. Absorbing 0.4 FTE of engineering capacity is a stronger argument than asking for another recruiter.
The share of those hours drawn from senior and revenue-generating staff, priced honestly.
The leverThis is the number that changes how engineering leadership treats hiring, because it attaches their own budget to first-round interviews.
What you spend interviewing the people you say no to. For most teams it is the majority of the interviewing bill.
The leverThis justifies restructuring round one specifically. Later rounds need judgement. The first needs consistency and volume.
Slots held and released, calendars rebuilt, and days added to time to fill that nobody attributes to anything.
The leverTwo structural fixes remove most of it: let candidates book their own slot, and make round one asynchronous so it never waits on two calendars.
A decline costs you the whole funnel that produced the finalist, plus the vacancy days spent rebuilding it.
The leverMost decline analysis focuses on compensation. Elapsed time is the more actionable lever, because the finalists you lose were usually running a faster parallel process.
Of the candidates your panel is asked to meet, how many turn out to be offerable. Everything above moves when this does.
The leverIf you fix one metric on this page, fix this one. It reduces vacancy cost, interview load, panel drag and rejection cost at the same time.
Read this before you quote the numbers
The achievable figures are modelled, not measured. They come from four structural changes to the first round, each one listed below. They are not an industry average and not a promise. Change any assumption and every number on this page updates, so you can pressure-test it against what you believe is realistic for your own team.
A consistent, scored first round means fewer wrong people reach your panel. This is the target the achievable column uses.
From asynchronous first rounds and candidate self-scheduling, which remove the wait for two calendars to align.
Candidates booking their own slot, at an hour that suits them, rather than being offered three.
A faster process loses fewer finalists to a competing offer that moved first.
Panel drag is shown separately and is deliberately left out of the headline figure, because those hours are already counted inside rejection cost. Adding both would double count them.
What happens next
Book thirty minutes and we will walk through your result line by line, show you which of the seven is worth attacking first for a team your size, and model the same funnel with a structured first round. No deck, and no obligation to see the product.
IntervueBox runs the structured first round: sourcing, resume screening, screening calls, WhatsApp conversations, AI interviews and assessments, ending in a ranked shortlist with the evidence attached to every score. The hiring decision stays with your team.
