Free Tools

Compare the fully loaded cost of a contractor against a full-time employee.

Estimate the true cost of filling a role by combining internal and external recruiting spend.

Turn open-text survey responses into themes and sentiment signals.

Calculate voluntary and involuntary turnover as a percentage of your average headcount.

Understand how gross pay becomes take-home after deductions.

Model future headcount needs against growth targets, attrition, and budget.

Convert an hourly rate to an annualized salary and compare offers.

Build role-specific, structured interview questions tied to evaluation criteria.

Build structured scorecards that tie interview questions to clear evaluation criteria.

Spot exclusionary language and overlong requirement lists that shrink your pipeline.

Draft structured, inclusive job descriptions from a role, level, and key responsibilities.

Assemble a compliant, complete offer letter with the terms candidates expect.

Assemble a structured first-30/60/90-day onboarding plan for new hires.

Work out paid-time-off balances from accrual rates and hours worked.

Turn ratings and notes into clear, specific, bias-aware review language.

Weigh recruiting investment against the value of faster, higher-quality hires.

See how a resume matches a role's must-have skills and keywords.

Divide revenue by headcount to benchmark workforce productivity.

Compare a role's pay against market ranges to inform offers and pay-equity reviews.

Convert annual salaries to hourly rates and back, accounting for working hours.

Measure the days between a candidate entering your pipeline and accepting an offer.

Identify the signals that flag which teams or roles are at flight risk.