A recruitment plan template is a structured document that maps how you'll fill a role — from the business case and ideal profile through sourcing channels, interview stages, timeline and budget. Use it to align the hiring manager and recruiter before you post the job, so everyone agrees on who you're hiring, how, and by when.
Use this recruitment plan template at the very start of a hire, before the job is posted. Filling it in with the hiring manager forces the important conversations — who you're really looking for, how you'll find them, and by when — while they're still cheap to have. Keep it live and review progress against the timeline each week.
Role title: [Job Title] | Department: [Department] | Reports to: [Manager]
Employment type: [Full-time / Contract] | Location: [Onsite / Remote / Hybrid]
Why now: [new role / backfill / growth — the business need this hire solves]
Number of openings: [X] | Target start date: [Date]
Success in 12 months looks like: [key outcomes this hire will own]
Must-have skills and experience: [list the non-negotiables]
Nice-to-have skills: [differentiators, not deal-breakers]
Years of experience / seniority: [range]
Key competencies to assess: [e.g. problem-solving, communication, ownership]
Salary range: [min-max] | Total budget: [amount]
Job boards / sites: [where you'll post]
Internal referrals: [program, incentive, who to ask]
Direct sourcing / outreach: [LinkedIn, communities, talent pools]
Agencies or RPO, if used: [partner, fee, brief]
Employer-brand assets to use: [careers page, role blurb, EVP points]
Stage 1: [application screen and criteria]
Stage 2: [recruiter phone screen — who, how long]
Stage 3: [skills task or structured interview — what's assessed]
Stage 4: [panel / final interview — who's on it]
Decision: [scorecard review, reference checks, offer]
Every candidate is scored against the same rubric to keep decisions consistent.
Job live / posted: [Date]
Screening complete: [Date]
Interviews complete: [Date]
Offer extended: [Date]
Candidate start date: [Date]
Target time-to-fill: [X weeks]
Hiring manager: [Name] | Recruiter / lead: [Name] | Interviewers: [Names]
Advertising / tooling / agency budget: [amount]
Approvals needed: [headcount sign-off, budget sign-off — from whom]
Risks and contingencies: [scarce skill, tight timeline, backup plan]
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