Everhour turns recruiting hours into reports, budgets, and billing data for teams managing requisitions, clients, and candidate work.
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 |
|---|
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
A recruiting time record should help you answer one practical question: where did recruiting effort go this week? For an in-house team, that usually means time by requisition, hiring stage, recruiter, and internal task. For an agency, it also means client account and billable status. For temporary-help services, approved worker hours often become the operational input for payroll and client charges.
A useful entry names the activity clearly. A recruiter sourcing registered nurses for Req 1842 might log `2.5 hours, sourcing, candidate research, non-billable internal search`, while an agency recruiter might attach the same activity to a healthcare client account. Recruiting work also happens outside desk time, including job fairs, campuses, and applicant meetings, so event time needs the same structure as screening calls and interview coordination.
Recruiting teams typically need fields for requisition, client or department, candidate activity, workflow stage, task type, worker, date, hours, and notes. Workflow stages can run from workforce planning and job analysis through announcement, assessment, selection, offer, and onboarding or start date. That structure turns time entries into hiring-cycle evidence instead of a list of unrelated daily totals.
U.S. payroll review adds a separate requirement for covered non-exempt employees. Under the FLSA, covered employers must keep accurate records, including hours worked each workday and total hours worked each workweek for employees covered by the minimum wage or overtime provisions. Federal law does not require a specific timekeeping system, so a recruiting team can use any complete and accurate method.
Recruiting time loses value when every activity lands in one general bucket. Sourcing, screening, interview scheduling, offer coordination, client updates, job fair attendance, and administration answer different management questions. Time tied to a requisition and workflow stage helps explain hiring delays, recruiter workload, and time-to-hire patterns. Time tied only to a day total hides which step absorbed the work.
The right split depends on the recruiting model. Employment placement and executive search teams often need client, search, candidate, and billable fields. Temporary-help services need approved hours that support paying assigned workers for limited periods and charging client accounts. In-house recruiting teams usually use tracked hours for workload visibility, hiring-cycle analysis, and cost-per-hire inputs built from recruiting labor plus outside recruiting spend.
A free one-off tracker is enough when you need a quick weekly summary for one recruiter, one requisition, or a short hiring push. It can show that Monday included sourcing, Tuesday included interviews, and Friday included offer coordination. That record helps with a basic review, especially when the team has no recurring billing, approval, or reporting handoff.
A managed workflow becomes necessary when recruiting time feeds reports, budgets, client billing, payroll review, or hiring-cost analysis every week. Everhour can keep recruiter time tied to tasks and projects, then turn those entries into reports with grouping, filters, exports, and scheduled delivery. That matters when leaders need recurring visibility by requisition, client, stage, recruiter, or department.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
G2
Summer 2026
Best Ease Of Use
Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
Track activities that answer a hiring or billing question: sourcing, screening, interview coordination, candidate communication, offer work, job fair or campus time, client updates, and administration. Agencies should also separate client-facing work from internal work. Temporary-help operations need clean approved hours when worker pay and client charges depend on time.
Use requisition as the main reporting unit, then add candidate activity when the detail helps explain effort. A requisition shows total recruiting work for a role, department, or client. Candidate-level notes add context for high-touch searches, interview-heavy pipelines, executive search work, or client disputes over time spent on a specific search.
Recruiter time can feed the internal labor-cost side of cost-per-hire analysis when entries connect to requisitions or hires. Cost per hire also includes external recruiting spend, so time tracking alone is incomplete. The record becomes useful when recruiter hours, rate assumptions, job advertising, agency fees, and other outside costs are reviewed together.
Federal law does not require a specific app, clock, or format for recruiting teams. The FLSA requires covered employers to keep accurate records for non-exempt workers, including daily hours worked and total hours worked each workweek for employees covered by the minimum wage or overtime provisions. State rules, contracts, and employer policies can add stricter requirements.
Weekend recruiting work does not automatically create FLSA overtime by itself. Covered non-exempt employees must receive overtime pay at not less than 1.5 times the regular rate for hours worked over 40 in a fixed 168-hour workweek, unless an exemption applies. A state law, policy, or contract can require additional premium pay.
Everhour Reporting turns logged recruiting time into configurable reports with columns, grouping, filters, date ranges, and exports. A recruiting manager can group hours by recruiter, requisition, client, project, billable time, or custom metadata, then schedule recurring email reports for workload, hiring-cost, or client review.
Everhour Timesheets let recruiters submit weekly project hours or working hours for manager review before payroll or billing use. Managers can approve, reject, or partially approve submitted time, and approved time stays locked for regular members so the reviewed record does not change after approval.
Track recruiting hours by requisition, stage, recruiter, and client, then use Everhour Reporting to group, filter, export, and schedule the visibility leaders need for hiring operations.
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