Hours
Screening hours
Estimate how much time first-pass review consumes.
Pricing
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Time-to-hire calculator
Calculate how much time your hiring process is losing
Estimate screening hours, delay cost, and potential time savings from a more automated hiring workflow.
Uses your role volume, applicant count, review time, and hourly cost assumptions.
Applied
AAvery Chen
MMorgan Lee
Screening
JJordan Kim
TTaylor Reed
Shortlist
CCasey Patel
RRiley Stone
Evidence-backed shortlist
Candidate signals, scorecards, and next steps stay connected in one review flow.
Roles
monthly hiring volume
Applicants
per-role review load
Minutes
manual review time
Savings
workflow estimate
Calculator
Hiring delays are easier to fix when you can see the workload.
Manual screening time adds up quickly as roles and applicant volume increase.
Cost
Manual review cost
Connect review hours to team cost.
Delay
Stage risk
Find the places where candidates are most likely to stall.
Estimate
Enter volume, review time, and cost assumptions.
Use the output to decide whether screening automation or workflow review should come first.
01
Add role volume
Start with the number of roles opened each month.
02
Add applicants
Estimate average applicant count and review minutes.
03
Review savings
See potential hours reclaimed through automation.
Calculator outputs
Turn hiring workload into a practical next step.
The calculator should help buyers understand the cost of delay and what to automate first.
H
Hours spent
Monthly manual screening estimate.
$
Cost estimate
Approximate recruiting review cost.
S
Savings model
Potential time redirected to qualified candidates.
P
Plan fit
Recommended next step based on hiring volume.
Example model
A simple planning model for screening workload.
This estimate is based on inputs and should be treated as a planning model, not a guaranteed result.
10 roles x 120 applicants1,200 reviews
11 minutes each220 hours
68% automation target149 hours
Example: 149 monthly hours can be redirected from triage to qualified review
Compare
A clearer way to move from applicant volume to confident decisions.
| Old way | With Let's Hire |
|---|---|
| Recruiters manually sort resumes and repeat the same first-pass questions. | Candidates move through a structured intake, screening, and review workflow. |
| Hiring managers leave scattered notes that are hard to compare. | Every reviewer works from shared scorecards, evidence, and decision history. |
| Candidates stall because next steps depend on manual follow-up. | Automations and reminders keep stage movement visible and accountable. |
FAQ
Questions buyers ask before they switch.
Does Let's Hire make final hiring decisions?
No. Let's Hire helps organize candidate evidence, automate repetitive steps, and standardize reviews. Your team stays responsible for final hiring decisions.
How quickly can a team launch?
Most teams can configure a first workflow, scorecard, and candidate intake process in less than a day, then improve it as real applicants move through.
Can we keep our current process?
Yes. Let's Hire is designed around configurable stages, scorecards, questions, and reminders so teams can start with their existing workflow.
Is this useful without a large recruiting team?
Yes. The product is especially useful for lean teams that need structure, screening help, and manager alignment without enterprise recruiting complexity.
Next step
Ready to build a faster hiring workflow?
Share your hiring volume and bottlenecks. We will help map the first workflow to launch.