Recruiting work spans requisitions, candidates, clients, and hiring stages, and Everhour keeps approved timesheets tied to that workflow.
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.
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Recruiting time should connect hours to the hiring work that created them. A recruiter may spend one day sourcing candidates for a software role, screening applicants for an accounting opening, coordinating interviews, and updating a client account. A useful record separates that work by requisition, candidate activity, client, and task instead of treating the whole day as one generic recruiting entry.
The same structure works for different recruiting teams, but the purpose changes. In-house teams use tracked time to see workload, hiring-cycle effort, and internal labor cost. Employment placement and executive search firms often need client and requisition detail. Temporary help services need approved hours because assigned workers support payroll and client billing for limited-period placements.
Recruiting work becomes easier to analyze when each entry includes a stage. Practical stages can run from workforce planning and job analysis through announcement, assessment, selection, offer, and onboarding or start date. Stage-level tracking helps a manager see whether time concentrates in sourcing, interview coordination, offer work, or administration across open roles.
A clean entry can read: client, requisition, candidate activity, stage, task, time, and billable status. For example, a recruiter can log 0.75 hours to a senior accountant requisition, screening stage, phone screen task, with the candidate activity noted in the comment. That format supports hiring-cycle review without exposing more personal information than the team needs to manage the work.
Recruiting teams make poor decisions when they use one time category for every hiring activity. Placement work, executive search, temporary help operations, and in-house recruiting do different jobs. A search consultant may need client-facing billable detail. An internal recruiter may need workload and cost-per-hire inputs. A staffing coordinator may need hours that support worker payroll and client account charges.
The category should match the decision the record must support. Client work needs client and requisition fields. Hiring analysis needs stage and task fields. Payroll review for covered non-exempt employees needs daily hours worked and total hours worked each workweek under the FLSA recordkeeping baseline. Federal law does not require a specific time-tracking system, but the records must be complete and accurate.
A free one-off tracker is enough when you need a weekly view of recruiting activity, a small client summary, or a quick split between sourcing, screening, interviews, and administration. It works best for solo recruiters, small teams, or a short project where the final record only needs to explain where the time went.
A managed workflow matters when recruiting time affects payroll, billing, budgets, or manager review. Submitted timesheets, approvals, rejected corrections, partially approved time, and locked approved entries create a durable record before hours move into reports or invoices. Everhour fits that workflow when recruiting teams need weekly project and working hours reviewed before payroll, client billing, or hiring-cost reporting.
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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Recruiting entries should include the requisition, client or department, candidate activity, workflow stage, task, time, and billable status when client billing applies. Comments should explain the work without collecting unnecessary personal details. For covered non-exempt employees under the FLSA, employer records must also include hours worked each workday and total hours worked each workweek.
Recruiters should track time by requisition as the main structure and use candidate activity as supporting detail. Requisition-level tracking supports workload, hiring-stage analysis, and cost-per-hire inputs. Candidate-level notes help explain screening, interview, and offer work, but the record becomes harder to report if every candidate becomes the main time unit.
U.S. federal law does not require a specific time-tracking app or form. The FLSA requires covered employers to keep accurate records for non-exempt workers, including daily hours worked and total hours worked each workweek. Employers may choose any complete and accurate method, subject to state wage, privacy, employee-monitoring, policy, or contract requirements.
The biggest reporting mistake is logging recruiting time as a single daily total with no requisition or stage. That hides whether work went to sourcing, screening, interview coordination, offer activity, administration, or client communication. It also weakens cost-per-hire analysis because internal recruiting labor cannot be tied cleanly to the hiring work that produced it.
Recruiting teams should track job fairs, campus visits, applicant meetings, and office work under the same structure when those activities support hiring work. Recruiters often work in offices and may travel to recruiting events or meetings with applicants. Event time should connect to the relevant requisition, client, department, or recruiting campaign so it does not disappear from workload reporting.
Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for review. Managers can approve, reject, partially approve, and lock submitted entries, which gives recruiting teams a review step before hours support payroll, client billing, or hiring-cost reports.
Track recruiting work by requisition, client, and stage, then route weekly timesheets through approval before payroll or billing. Everhour keeps recruiting hours reviewable, corrected, and locked.
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