The client released 40 roles. The delivery team was already full.
Model the recruiter capacity needed to absorb an enterprise mandate.
Scenario context
UK recruitment agency · enterprise account expansion · 4-week delivery window
The problem
An existing enterprise client releases 40 additional roles while the agency is still servicing other accounts. The delivery director needs to protect shortlist quality and client response times without assuming that another permanent recruiter can be hired and productive immediately.
The proposed approach
- Calibrate the 40 briefs with the client and agree what qualifies a profile for recruiter review.
- Use sourcing support and StackRanking to organise 2,400 profiles. Model recruiter triage at two minutes per profile rather than eight.
- Keep a 15-minute human review for each of the same 480 shortlisted profiles in both workflows. Redirect the modelled capacity to candidate engagement and account delivery.
Where people stay involved
The agency approves the shortlist and owns candidate engagement. Human sourcing support, if commissioned, is a separate delivery cost. The calculation covers recruiter triage and shortlist review only.
What the model calculates
With the same 480-profile review workload, modelled recruiter effort falls from 440 to 200 hours: 240 hours released over the four-week window. This is capacity, not a reduction in headcount or a placement forecast.
What it does not establish
The two-minute assisted triage assumption must be measured. Source acquisition, onboarding, customer calibration and any supplied sourcer hours are excluded from this recruiter-task model.
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