What is Req Load?
Definition: Req load (requisition load) is the number of open job requisitions a recruiter is actively managing, used as a key metric for capacity planning, workload distribution, and productivity measurement.
Also known as: Requisition Load, Recruiter Capacity, Workload, Desk Size
Quick Summary
TL;DRReq load refers to the number of open job requisitions (reqs) a recruiter is actively working at any given time. It's a key capacity planning metric. Too low means underutilization; too high means quality suffers. Optimal req loads vary by role complexity, sourcing requirements, and organizational support.
Key Facts
What It Measures
Open reqs per recruiter
Capacity metric
Corporate Average
15-25 reqs
Industry data
Agency vs Corporate
Varies significantly
Model differences
Impact
Quality, speed, burnout
Outcomes
Why Req Load Management Matters
Overloaded recruiters deliver slower time-to-fill, worse candidate experience, and higher turnover. Underloaded recruiters represent wasted capacity and cost. Finding the optimal balance requires understanding role complexity, process efficiency, and individual capability. For staffing agencies, req load directly impacts revenue capacity and client satisfaction.
Common Pain Points
- 1Recruiter burnout from excessive req loads
- 2Quality decline when managing too many positions
- 3Underutilization of recruiting capacity
- 4No clear benchmarks for optimal workload
Optimizing Req Load
Balance workload for quality and productivity.
- 1
Assess Role Complexity
High-volume, similar roles allow higher req loads. Specialized, executive, or unique roles require lower loads for adequate attention.
- 2
Consider Process Support
Sourcing support, coordinators, ATS automation, and tech stack all affect how many reqs a recruiter can effectively manage.
- 3
Track Performance Metrics
Monitor time-to-fill, candidate experience scores, and fill rates at different load levels to find optimal capacity.
- 4
Adjust Dynamically
Req loads should flex based on hiring priorities, seasonal demands, and individual recruiter capability. One-size-fits-all rarely works.
Result
Optimal req load is the point where quality and productivity are both maximized.
Req Load Deep Dive
Benchmarks by Context
Corporate in-house recruiters typically manage 15-25 reqs for professional roles. High-volume/hourly hiring may see 50-100+ reqs per recruiter. Agency recruiters working contingent roles often manage 10-20 active reqs with many more in pipeline. Executive search typically limits to 5-10 active searches. Context matters more than raw numbers.
Active vs Pipeline Reqs
Distinguish between actively-worked reqs (sourcing, screening, interviewing) and pipeline reqs (posted but not prioritized). A recruiter might have 20 active reqs and 50 in pipeline. Pipeline reqs require maintenance but not full attention. Metrics should reflect this distinction.
Factors Affecting Optimal Load
Role difficulty: niche skills = lower load. Sourcing model: sourcer support = higher recruiter load. Technology: strong ATS/automation = higher load. Hiring manager responsiveness: slow HMs = lower effective capacity. Geographic scope: multi-location = complexity. Experience level: senior recruiters handle more.
Common Misconceptions
- Higher req loads always mean more productivity
- There's one optimal req load for all roles
- Req load only matters for corporate recruiters
- Technology alone can double req load capacity
Req Load by Role Type
| Recruiting Context | Typical Req Load | Key Factors |
|---|---|---|
| Corporate Professional | 15-25 | Standard complexity roles |
| Technical/Engineering | 10-15 | Specialized skills, longer cycles |
| Executive Search | 5-10 | High-touch, extensive sourcing |
| High-Volume Hourly | 50-100+ | Simple requirements, fast cycles |
| Staffing Agency | 10-20 active | Client-facing, varied roles |
Benchmarks for different recruiting scenarios
Related Terms
Frequently Asked Questions
Related Resources
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