Extended definition
Req load is the current state metric to recruiter capacity’s planning metric. Capacity is the ceiling — how many reqs can the recruiter sustainably manage.
Req load is the actual count today. The gap between them is the operational signal: a recruiter consistently at 80% of capacity has bandwidth; one consistently at 120% is over-loaded and absorbing risk that will surface as quality degradation.
Req load is one of the most useful real-time TA management metrics because it’s actionable in the moment, not lagging like time-to-fill or quality-of-hire.
How to track req load
The basic measurement is straightforward:
Recruiter req load = Number of active requisitions assigned to that recruiter at the measurement point
But the useful version requires several refinements:
- Active vs total — A recruiter may have 15 reqs assigned but 4 in early intake (no active sourcing yet) and 11 actively in market. The active count is the operational number.
- Unit-equivalent weighting — A recruiter with 10 customer service reqs and one VP search doesn’t have a load of 11 — the VP search consumes the equivalent of 3-4 customer service reqs. Weighted unit-equivalent load matches the unit-equivalent capacity metric.
- Stage-of-process distribution — A req load with 8 reqs in early sourcing is different from one with 8 reqs in active interviewing. The interview-stage reqs consume more concentrated recruiter time. Stage breakdown of the load surfaces this.
- Trend versus point-in-time — Req load measured weekly with trend tracking is more useful than a single snapshot. Loads typically rise and fall with hiring waves; sustained high loads are the diagnostic signal.
Req load reporting at the team level rolls up to total team load against total team capacity. The team-level gap is the conversation TA leaders have with finance and operations about whether resourcing is sufficient.
Why req load matters
Req load is the actionable operational metric that capacity planning produces. Capacity tells the team how much they can handle; req load tells them how much they’re handling right now.
The comparison drives daily and weekly management decisions: which reqs to redistribute, which recruiters need support, which need additional reqs assigned. Req load distributions across the team also surface uneven workload to TA leadership — common patterns include senior recruiters carrying disproportionate hard-to-fill loads while junior recruiters under-load on volume roles.
Without explicit req-load tracking, these distributional issues persist invisibly until they break.
Common mistakes and misconceptions about req load
- Counting total reqs instead of active reqs — Reqs in early intake without active sourcing aren’t consuming the same recruiter time as active-sourcing reqs. Active count is the operational number.
- Ignoring difficulty weighting — A recruiter with 12 customer service reqs has a different load than one with 6 senior engineering reqs. Unit-equivalent weighting matters as much for load tracking as for capacity setting.
- Reporting only individual recruiter loads — Team-level req load against team-level capacity is the workforce-planning conversation. Individual loads matter operationally; aggregate loads matter strategically.
- Treating high req load as recruiter ambition — Recruiters who carry consistently high loads are absorbing risk on the team’s behalf. The risk usually surfaces as quality degradation, candidate experience drops, or eventual burnout. Sustained high loads aren’t badges of honour.
- Failing to redistribute — The point of tracking load distribution is to redistribute when imbalances emerge. Tracking without acting produces frustrated reports and unchanged operations.
Frequently asked questions
What is req load?
Req load is the number of active requisitions currently assigned to a recruiter or recruiting team — the actual workload measure compared against capacity to identify under- or over-loading. Capacity is the ceiling — how many reqs can the recruiter sustainably manage.
What's a healthy req load per recruiter?
Typically 10-15 unit-equivalents per recruiter, where junior and mid-level roles count as 1 unit, senior roles 2-3 units, and executive searches 4-5 units. Raw req counts without difficulty weighting are misleading — 12 customer service reqs is a very different load than 6 senior engineering reqs.
What's the difference between req load and recruiter capacity?
Recruiter capacity is the maximum sustainable load — the ceiling. Req load is the current actual load — what the recruiter is carrying today. Comparing the two surfaces who's at, under, or over capacity. Capacity is the planning metric; req load is the operational one.
How often should req load be reviewed?
Weekly at the recruiter level for operational management; monthly at the team level for trend analysis and workforce planning. Daily review can be useful during peak hiring periods or when load distribution problems are actively being addressed.
What do you do when a recruiter is consistently over their req load capacity?
Redistribute reqs to recruiters with bandwidth, push back on new req intake until load drops, escalate to TA leadership if the team-level capacity is insufficient, or formally engage external partners (RPOs, contingent agencies) to absorb overflow. Sustained over-load without action produces predictable quality and retention problems.