Q2 2025 Recruiter Benchmark Report
This report provides a benchmark for recruiter activity and work habits, offering staffing firms a comparative standard to evaluate their teams.
By analyzing these key metrics, firms can identify areas of strength and opportunity, optimize their processes, and ultimately improve placement rates and revenue.
About the Report
Activities tracked from 300+ recruiters across core business applications including ATS, calendar, email, phone and virtual meeting systems, and job boards. Total of 2.3M activities in Q2 2025.
- Productivity | The Foundation of Success
- Work Habits | “First we make our habits, then our habits make us”
- Engagement | The Pulse of Human Connection and Healthy Candidate Pipeline
Productivity
The Foundation of Success
Daily Active Time
5hr 16min
This metric represents the actual time spent on core work applications and tasks, distinguishing it from time logged on a computer.
This is a more accurate measure of engagement than a traditional 8-hour workday.
Comparing your team’s active time to the benchmark helps you understand if they are dedicating enough time to revenue-generating activities.
It can also help identify potential burnout if active time is too high or a lack of engagement if it is too low.
Average Prodoscore
62
The average Prodoscore is a composite metric that quantifies overall activity across all work applications. It ranges from 0-100.
A higher score generally indicates a higher level of productivity; however, the ideal range is between 40 and 75. If recruiters consistently exceed 75, there is a risk of burnout, and/or additional capacity might be needed to optimize opportunities.
By comparing your team’s average score to the benchmark, you can quickly assess whether they meet or exceed the industry standard for high-value activity.
A lower score might signal a need for process improvements or a different allocation of tasks.
Work Habits
“First we make our habits, then our habits make us”
Start Time
7:54 AM
The average start time indicates a benchmark for when recruiters begin their day (not when they come to the office).
This is a critical metric for a competitive industry like staffing, where early engagement with candidates and clients can be a significant advantage.
Measuring your team’s start time against this benchmark can highlight opportunities to improve morning efficiency.
End Time
6:09 PM
This metric provides insight into the typical duration of a productive workday.
While not a measure of productivity itself, understanding the average end time helps set realistic expectations and assess work-life balance.
Work Location Breakdown
In-Office vs. Remote Work Habits
These percentages show the prevailing work model within the industry.
The benchmark highlights a clear trend towards remote work.
Firms can use this data to evaluate their own hybrid or remote policies and ensure they are competitive in attracting top talent who may prefer flexible work arrangements.
Work Location Productivity
In-Office vs. Remote Productivity Score
Comparing productivity scores for in-office and remote work models allows firms to understand if a specific work environment is more conducive to productivity.
The data suggests that for the Q2 2025 benchmark, there is virtually no difference in productivity between the two environments.
Staffing firms can use this to make informed decisions about their hybrid work policies without sacrificing performance.
Top vs. Bottom Performing Day
This is a key insight for strategic planning.
Knowing which day is typically the most productive (and least productive) can help firms schedule critical tasks, such as client calls or candidate outreach, when recruiters are most engaged.
It can also inform training and team-building activities on less productive days.
Engagement
The Pulse of Human Connection and Healthy Candidate Pipeline
Call Activity
Average Calls per Week
74
Average Call Duration
6 min
The volume of calls directly indicates a recruiter’s effort in sourcing candidates and connecting with clients.
High call volume demonstrates a strong work ethic, while a healthy call duration per week shows that recruiters are having meaningful, in-depth conversations—not just making quick, superficial calls.
The QoQ trend shows that call activity is up, suggesting that Recruiters are busy with new job placements. However, we’re not at the same level as H1 2024 yet.
Best Time to Connect
Wednesday 12pm – 2pm
This time window is when recruiters have the **highest number of actual, meaningful conversations** (calls lasting over 1 minute).
Targeting this window for critical candidate or client outreach maximizes the chance of connecting directly, leading to faster progress in the recruitment cycle.
If recruiters have high call volumes but low connect rates, managers should coach recruiters and ensure call blocks are being executed within the correct time window to maximize efforts.
Meeting Activity (Scheduled Virtual Meetings)
Average Meetings per Week
9
Average Meeting Time per Week
3hr 23min
Meetings, from client intake calls to internal strategy sessions, are often critical to the recruitment process.
The number and duration of meetings help determine whether recruiters effectively collaborate and engage with internal and external stakeholders.
The QoQ trend shows that increased call activity results in more Meeting activity.
Email Activity
Average Emails per Week
56
Email volume is a key indicator of communication and outreach. It shows how actively recruiters correspond with candidates, clients, and internal teams.
A lower-than-benchmark email count might signal a missed opportunity to follow up with leads or maintain candidate pipelines.
Unlike the uptrend in call activity, the QoQ trend of email activity shows a downtrend. This trend is an impact of AI tools taking over email outreach and recruiters refocusing efforts on lower email activity with a higher level of personalization.
Find out how your organization compares
