What a new hire fully costs, beyond the salary-only view

A single-role costing that replaces the salary-plus-agency-fee estimate. We build the loaded cost of the hire from your own figures - acquisition cost, sign-on bonuses, the salary cost of the interview time your business gives up, taxes and visa fees, and what the seat costs while it sits empty - and present it as one figure with its components broken down.

You receive a report you can put in front of a board or a budget-holder, to show what the current hiring process is costing you and to open a constructive discussion if the process needs fixing.

• The loaded cost of the hire: acquisition, sign-on bonuses, interview costs, taxes and visa fees
• The revenue opportunity cost of the vacancy, for every week it stays open
• One headline figure, with every component itemised beneath it
• A 25-minute delivery call with the founder of Talent Ascent
• The option to submit questions ahead of the call, and to include the stakeholders you want in the discussion

• A role is about to be approved and the budget line is a salary
• A first finance-led hiring plan is being built and nobody owns the cost assumptions
• You suspect hiring is expensive and cannot say where the money goes
• You want to audit retrospectively what hiring for a specific role has cost you, in order to forecast future spend

Do not buy this if the question is whether the hire is worth making, or what role you should hire for, rather than what hiring for a specific role costs.

For those questions we would point you elsewhere:

• if you want to understand the return on a specific role, the New Hire ROI Report.

If no specific role is live yet, and instead:

• you would like to design the organisational structure that serves your commercial goals before you approve headcount, start with Job & Team Architecture Design, where we work with your team to design the structure and skills required to deliver your next milestone;
• you want to understand how your competitors, or the comparator companies you think exemplify best practice, structure the function, explore the Competitive Talent Architecture Audit.

1. Order on card. No discovery call, no procurement.
2. Intake form and data submitted through our client portal.
3. The seven-working-day clock starts on complete submission, not on order.
4. Report delivered, with a 25-minute delivery call you can book through the portal.

The price for your region is on this page: in the order panel, and in the comparison chart below, which also carries the three-role pack.

Optional 45-minute follow-up sessions are bookable through the client portal within 30 days of delivery, prepaid on card.

The New Hire Cost, New Hire ROI and Runway Impact calculators are free, unlimited, and built for founders who are not yet ready to book advisory support.

“We can model this in an afternoon.” You can, and if you would rather, we have built free tools that will help you do it. The paid report brings talent-acquisition costing expertise to your own figures, with a delivery session and the option to submit questions in advance - so you get the answer without spending days becoming a talent procurement expert.

“It is already in our headcount plan.” A headcount plan decides what you need to hire for, and when you hope to have each role filled. It does not quantify the acquisition and opportunity costs associated with each vacant seat.

Does this work if the role is not defined yet? If the role is not defined yet, we would not recommend this report. Two services suit that stage better. The Competitive Talent Architecture Audit, where you give us three target competitors and three target comparators, and we map the structure of the relevant department within those organisations, the key skills of the people they have hired, and where those people are located - which helps you make an informed decision when designing a new role. Or the Executive Succession Planning Map, if the position is a senior leadership hire: we hold several sessions with you to calibrate your commercial goals and identify potential talent who could deliver them, and the profiles identified help you settle the target profile you want to hire.

Is this the same as the free calculator? The free calculator has limitations, specifically around the variance in each business’s operating and monetisation model. The report is tailored to your figures, your interview panel and your market.

What are the boundaries of this report? One named role in one primary employment jurisdiction. The report is a desk analysis of the figures you supply through the client portal — stakeholder interviews are not part of a report engagement. The delivery clock starts when your data submission is complete, and every assumption is stated in the report so your finance team can re-trace the number.