A job requisition is a formal request to fill a position, created by a hiring manager and approved by leaders, finance, or HR before recruiting begins. It records the role, reason for hiring, budget, location, and timing, and usually gets a requisition ID that tracks the job through the hiring process.
Key takeaways
- A requisition confirms the role is approved and funded before anyone is interviewed.
- It usually includes title, department, salary range, reason (new or replacement), and target start date.
- Requisition IDs connect postings, applicants, and offers in the ATS for reporting.
- Clear approval rules prevent roles from opening outside the headcount plan.
How job requisition works
The hiring manager opens a requisition in the ATS or HRIS, choosing whether it's a new role or a backfill. They attach or update the job description, propose a salary range, and note the business need. The request routes for approval, typically to their leader, HR, and finance. Once approved, recruiting posts the job, and every applicant and offer is tied to the requisition ID.
Requisitions also feed reporting. Time-to-fill is usually measured from requisition approval to offer acceptance, and open requisitions compared with the headcount plan show whether hiring is on track.
In pay transparency states, the salary range on the requisition often becomes the range in the job posting, so getting it right up front matters.
Job requisition example
A support manager's team lead resigns. She opens a backfill requisition for "Support Team Lead," pulls the existing job description, and proposes $68,000 to $78,000. Finance confirms the role is in the budget, HR checks the range against the salary band, and the requisition is approved in two days. Recruiting posts the job, including the range, on the career site the same afternoon. Our job description library has templates for 50 common roles.
Why job requisition matters for employers
Requisitions keep hiring aligned with the budget and the plan. Without them, managers start conversations with candidates for roles that aren't funded, which wastes time and damages the employer brand when offers fall through.
They also matter for scale. With 7.1 million US job openings in August 2026 (BLS Job Openings and Labor Turnover Survey, August 2026), and SHRM reporting a 67% increase in median requisitions per recruiter at extra-large organizations in 2026 (SHRM 2026 recruiting benchmarking data), recruiters need clean requisition data to prioritize work. An ATS with approval workflows keeps it organized.
Common job requisition mistakes to avoid
Recruiting before approval
Wait for an approved requisition to avoid withdrawn roles.
Missing salary ranges
Ranges are required in postings in many states.
Reusing outdated job descriptions
Update duties and requirements before posting.
No reason code
Tracking new versus backfill helps analyze growth and turnover.
Job requisition: questions people also ask
What is the purpose of a job requisition?
Who creates a job requisition?
What is a requisition ID?
What is the difference between a job requisition and a job description?
How long does requisition approval take?
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HRTally glossary entries are written by people who have run US payroll, benefits, and HR operations, then checked line by line against primary sources such as the IRS, Department of Labor, EEOC, and Bureau of Labor Statistics. Dollar limits and rates are for 2026 unless stated. We review every entry at least twice a year and whenever a rule changes. This page explains general rules and isn't legal or tax advice; state law can differ. Read our editorial standards.
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<blockquote>A job requisition is a formal request to fill a position, created by a hiring manager and approved by leaders, finance, or HR before recruiting begins. It records the role, reason for hiring, budget, location, and timing, and usually gets a requisition ID that tracks the job through the hiring process.</blockquote><p>Source: <a href="https://www.hrtally.com/hr-glossary/job-requisition/">HRTally HR Glossary, Job requisition</a></p>
Written by the HRTally Research Team
Our guides are written and reviewed by people with hands-on US HR, payroll, and HR technology experience. Legal and tax facts are checked against primary sources, such as the Department of Labor, IRS, EEOC, and USCIS, and linked at the end of each guide. Vendors never review or pay for our editorial content.