How to use this calculator
- Enter or choose candidates interviewed.
- Enter or choose offers made.
- The interview to offer rate updates as you type. Use Copy result or Share to keep it.
Method
Interview to offer % = Offers ÷ Candidates interviewed × 100; Candidates per offer = Candidates interviewed ÷ Offers
- Candidates interviewed
- distinct candidates who had at least one interview at the stage you measure
Worked example
- Rate = 8 ÷ 40 × 100 = 20%.
- Candidates per offer = 40 ÷ 8 = 5.
8 offers from 40 interviewed candidates is a 20% interview-to-offer rate, or 1 offer for every 5 candidates.
What the result means
A low rate suggests screening is letting through candidates who are not a fit, costing interviewer time. A very high rate can mean the bar is too low or screening is too narrow.
Assumptions and limits
- Candidates and offers belong to the same roles and period.
- Use the same interview stage (first, or final) consistently, because rates differ a lot between stages.
Questions
Should I count interviews or candidates?
Candidates. One person with three interview rounds still counts once, otherwise the ratio depends on how many rounds you run.
What is a good ratio?
It depends on the role and market, so compare against your own history for similar roles rather than a single benchmark.