ROI Calculator

See what Eximius could save you.

Five quick inputs. Instant estimate of recruiter time saved, capacity gained, and your projected ROI multiple.

Your team
Recruiters on your TA team
recruiters
Headcount actively running screenings. Type any number for larger teams.
Hires planned this year
hires
Total roles you expect to close. Type any number for higher volumes.
Average applications per role
apps
Niche/senior ~30 · tech ~200 · retail/hospitality 500+.
Average recruiter base salary
/ year
Annual base salary, not loaded cost.
$
Expected screening mix
~5.4 cr / screening
Estimated ROI multiple
20.0×
For every $1 invested, you get back $20 in value.
Baseline screening volume
Applications received this year
Hires planned × applications per role
10,000
Completed screenings
Baseline: 10% of applicants finish a screen
1,000
Value of recruiter time redirected to higher-impact work
Cost-equivalent of the hours your team gets back from manual screening - reinvested into sourcing, candidate experience, and closing offers
$103,846
Value of additional hiring throughput unlocked
Cost-equivalent of ~1.5 more recruiters' worth of pipeline your team can run - more reqs filled without growing headcount
$112,500
Total annual value created
$216,346
Eximius investment
Recommended plan: Business Growth
-$10,800
Net ROI
$205,546
Estimated usage
~450 credits/month · 5,400/year
Suggested plan
Business Growth
Annual contracts unlock significant discounts. The figure above reflects standard monthly pricing - talk to sales for custom annual terms.
Conservative benchmarks: 12 hrs/recruiter saved per week, 1.3× capacity multiplier, 10% screening completion rate. Real-world outcomes depend on team maturity and the screening mix selected.
Why teams pick Eximius

Beyond the dollars saved.

Recruiter time saved
AI handles screening intake and qualification, freeing recruiters from repetitive review work - roughly 16 hours back per recruiter every week.
Read: Why your phone screen filters out your best candidates →
More capacity from the same team
With less manual screening, each recruiter can run ~1.5× the requisitions - equivalent headcount you would have had to hire.
Read: The first 48 hours of a job posting →
Consistent screening, no resume bias
Every candidate gets the same structured questions, scored against the same rubric - no impression bias from a name, school, or formatting on the resume.
Read: What top engineers actually look for before applying →
Hiring managers interview the right shortlist
Managers only see candidates who already cleared a structured screen, so interview hours go to people genuinely worth their time - not resume-only guesses.
Read: The hidden cost of a 30-day time-to-hire →
Faster decisions, less candidate drop-off
Same-day screens keep top candidates engaged before they ghost or accept somewhere else - protecting offer accept rates as much as it saves time.
Read: Why top candidates disappear mid-process →
Pay only for outcomes
Credits are consumed only when candidates complete a screening. Drop-offs and no-shows are free.