Recruiting work spans clients, requisitions, candidate stages, and follow-up, and Everhour helps structure that time for review.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
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One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
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Use this page to organize recruiting time around the work recruiters actually perform: hiring intake, applicant screening, interview scheduling, candidate communication, reference or background checks, offer work, onboarding paperwork, and employment records. The finished record should show the client or business unit, requisition or job order, candidate stage, task type, date, time spent, and notes clear enough for a manager to review.
Agency and staffing recruiters need separation by client, role, placement type, or service line because staffing firms commonly cover temporary staffing, permanent placement, outsourcing, and HR consulting. In-house talent teams need the same discipline by requisition and pipeline stage so time to fill, time to hire, funnel delays, and cost per hire have a credible labor-time input.
Start with stable work units. Use the requisition, job order, or client role as the main container, then add task categories for sourcing, applicant review, interview scheduling, candidate communication, background checks, offer work, and recruiting administration. Candidate names do not need to become top-level report labels; stage-based labels show effort while reducing unnecessary exposure of applicant-specific details.
Keep each entry short and auditable: date, recruiter, requisition, stage, task, time spent, and a plain note such as "phone screen scheduled," "reference check completed," or "offer follow-up." O*NET reports daily email and telephone use for 100% of human resources specialist respondents and daily face-to-face discussions for 95%, so give communication its own category instead of hiding it inside general administration.
Recruiting metrics break when all work lands in one "recruiting" bucket. Time to fill runs from requisition approval to offer acceptance. Time to hire runs from candidate entry to offer acceptance. Those measures answer different questions, so the time record should connect effort to the right stage: before candidate engagement, after candidate engagement, interviews, checks, offer work, and onboarding paperwork.
Cost per hire uses the formula (internal costs + external costs) / hires. Recruiter and hiring-manager time are internal costs, while external costs can include sourcing, background checks, travel, marketing, and recruiting technology. A clean time structure lets a team compare a slow requisition with a smooth one without guessing whether the delay came from sourcing volume, interview coordination, checks, or offer follow-up.
A one-off tracker is enough when you need a weekly total for a recruiter, a simple client breakdown, or a quick view of time by requisition. It also works for a solo recruiter cleaning up notes after a job fair or applicant meeting. The limit appears when managers need approvals, locked periods, capacity checks, or corrections that survive payroll, billing, and leadership reporting.
Managed recruiting operations need a record that carries forward. Everhour Team Management gives admins lock rules, admin time correction, personal tracking limits, weekly capacity, approval workflow, roles, project assignments, team groups, and team-wide time policy defaults. That structure fits recruiting teams that review submitted time, compare workload by recruiter group, and hand approved records to payroll, billing, or reporting without rebuilding the week in a spreadsheet.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Recruiter categories should follow the hiring workflow: intake, sourcing, applicant review, interview scheduling, candidate communication, reference or background checks, offer work, onboarding paperwork, and employment records. Add the client, requisition or job order, candidate stage, and time spent to each entry. That structure shows where the week went without turning every email into a separate project.
Both structures need requisitions, stages, tasks, and time spent. The top-level grouping differs. Agency and staffing recruiters should separate client, role, placement type, or service line because firms commonly cover temporary staffing, permanent placement, outsourcing, and HR consulting. In-house talent teams can group time by requisition and pipeline stage to support hiring-speed and workload review.
Time to fill measures calendar days from requisition approval to offer acceptance. Time to hire measures days from candidate entry to offer acceptance. Time records add labor context to those definitions by showing whether recruiters spent effort on sourcing, screening, interview coordination, checks, offer work, or onboarding paperwork.
Yes. The FLSA requires covered employers to keep accurate records for nonexempt workers, and it does not require a specific form, app, or clock system. For employees covered by the FLSA minimum wage or overtime provisions, records must include hours worked each workday and total hours worked each workweek.
Federal FLSA rules do not require overtime premium pay solely because work happens at a job fair on Saturday, Sunday, a holiday, or a regular rest day. The weekly total controls the federal baseline for covered nonexempt employees: hours worked over 40 in a fixed 168-hour workweek must be paid at not less than one and one-half times the regular rate, unless state law, policy, or contract adds more.
Everhour Team Management lets admins set lock rules, correct time for team members, define weekly capacity, and route submitted timesheets through approval before payroll, billing, or reporting. Recruiting managers can group team members and assign project access so the same time policy applies across the hiring team.
Everhour embeds time tracking controls inside supported tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Recruiters can track against projects and tasks in the place where work is organized, while the logged time feeds Everhour timesheets and reports.
Set recruiter capacity, approval workflows, lock rules, and team groups in Everhour Team Management, then send cleaner approved time into payroll, billing, and reporting with less spreadsheet cleanup.
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