Calculator Input
Enter campaign cost, funnel, hire, and value figures. The result appears above this form after submission.
Example Data Table
This sample shows how a hiring-focused campaign can be summarized before deeper budget or funnel decisions.
| Campaign | Total Cost | Clicks | Leads | Qualified Applicants | Applicants | Interviews | Hires | Gross Return | ROI |
|---|---|---|---|---|---|---|---|---|---|
| Talent Growth Campaign | USD 8,000.00 | 2,400 | 180 | 60 | 48 | 16 | 4 | USD 28,700.00 | 258.75% |
Formula Used
Total Cost = Ad Spend + Other Campaign Costs
Realized Value per Hire = (Annual Value per Hire × Retention Months ÷ 12 × Value Realization Rate) + Cost Savings per Hire
Total Hire Value = Hires × Realized Value per Hire
Gross Return = Total Hire Value + Other Attributed Value
Net Return = Gross Return − Total Cost
ROI (%) = (Net Return ÷ Total Cost) × 100
ROAS = Gross Return ÷ Total Cost
Cost per Hire = Total Cost ÷ Hires
Break-even Hires = Ceiling(Total Cost ÷ Realized Value per Hire)
Conversion rates such as CTR, lead rate, applicant rate, interview rate, and hire rate are all calculated from the funnel values you enter.
How to Use This Calculator
- Enter a campaign name and preferred currency code.
- Add paid media cost and any extra production, recruiter, or agency costs.
- Fill in funnel counts for impressions, clicks, leads, applicants, interviews, and hires.
- Enter the business value expected from each hire, the months included, and the share of value you expect to realize.
- Add cost savings per hire and any additional attributed value, such as pipeline or employer brand gains you can justify.
- Set a target ROI, then click Calculate ROI.
- Review the summary cards and efficiency table above the form.
- Use the CSV or PDF buttons to save the result for reporting, comparison, or planning.
FAQs
1. What does this calculator measure?
It estimates whether LinkedIn ad spend produces enough hiring value to cover campaign costs and generate a positive return for talent acquisition goals.
2. Should I include recruiter time or agency fees?
Yes. Add those amounts to other campaign costs if they directly supported the campaign. This gives a more realistic picture of acquisition efficiency.
3. What is annual value per hire?
Use a defensible estimate of revenue contribution, productivity gain, margin impact, or avoided outsourcing cost created by one successful hire over a year.
4. Why does retention matter in ROI?
A hire who stays longer usually delivers more realized value. Retention months help you scale yearly value to the period you want to evaluate.
5. What counts as other attributed value?
Use clearly supported extra gains, such as warm pipeline value, employer brand lift tied to recruiting, or savings from faster backfill timelines.
6. Why are my rates showing a dash?
A dash appears when a rate cannot be calculated, usually because the prior funnel stage is zero. Enter the missing stage value first.
7. Can this calculator compare multiple campaigns?
Yes. Run each campaign separately, export the summaries, and compare ROI, cost per hire, qualified rate, and break-even hires side by side.
8. Is a higher ROAS always better than higher ROI?
Not always. ROAS focuses on gross return against spend, while ROI accounts for net gain after all costs. Both should be reviewed together.