Hiring Planning Worksheet
Use this worksheet to determine whether your business is ready to hire, define what you need from a new employee, and estimate the financial and operational impact of the hire.
A good hiring decision starts with a clear business need. Work through each section before opening a job posting or making an offer.
1. Why Are You Hiring?
What business problem are you trying to solve?
What work needs to be done that isn’t being handled effectively today?
Why is hiring the right solution?
What happens if you don’t hire?
2. Define the Role
Job title or working title:
Primary responsibilities:
What will this person be responsible for owning?
What skills or experience are essential?
What skills would be helpful but are not required?
3. Define Success
What should this employee accomplish during the first 30 days?
What should they accomplish during the first 90 days?
How will you measure whether the hire is successful?
What business result should this hire improve?
4. Estimate the Cost
Annual salary or wages:
Employer payroll taxes:
Benefits:
Equipment and technology:
Software:
Recruiting costs:
Training and onboarding:
Other costs:
Estimated total annual cost:
Estimated monthly cost:
Use the ThinksmithOS New Hire Cost Calculator to estimate the total cost of the hire.
5. Can Your Business Afford the Hire?
Current average monthly revenue:
Current average monthly expenses:
Current available cash:
Current monthly runway:
Estimated additional monthly cost of this hire:
How will the new expense affect your runway?
6. Hiring vs. Alternatives
Before committing to a full-time hire, consider whether another approach could solve the problem.
☐ Full-time employee
☐ Part-time employee
☐ Contractor
☐ Freelancer
☐ Temporary worker
☐ Automation or software
☐ Reassign existing responsibilities
☐ Delay the work
Which option are you leaning toward?
Why?
7. Hiring Plan
Where will you look for candidates?
What will make a strong candidate stand out?
Who will participate in the hiring process?
What stages will your hiring process include?
Target date for opening the position:
Target hiring date:
8. First 90 Days
What should the new employee learn first?
What systems, tools, or processes will they need to learn?
What should they accomplish by day 30?
What should they accomplish by day 60?
What should they accomplish by day 90?
9. Final Hiring Checklist
☐ I have identified a clear business reason for hiring.
☐ I understand what work the employee will own.
☐ I have defined the role and its responsibilities.
☐ I have identified the skills required.
☐ I have defined what success will look like.
☐ I have estimated salary or wages.
☐ I have considered payroll taxes and benefits.
☐ I have included equipment, software, recruiting, and training costs.
☐ I understand the expected monthly cost.
☐ I have considered how the hire affects cash flow and runway.
☐ I have considered alternatives to a full-time employee.
☐ I have a plan for finding and evaluating candidates.
☐ I have defined the employee’s first 30, 60, and 90 days.
What to Do Next
A strong hiring plan connects the employee to a real business need.
Before making a commitment, understand the full cost of the hire, define what success looks like, and make sure the business can support the additional expense.
When you’re ready to estimate the financial impact, use the ThinksmithOS New Hire Cost Calculator as part of your hiring decision process.