A job requisition is the formal internal request a hiring manager submits to open or fill a position, before any sourcing or job posting can begin. It’s the approval gate that turns a headcount need into an active search.

What it typically includes, and how it gets approved

A requisition usually states the job title, department, reason for hiring (new headcount vs. replacement), budget or salary range, required skills tied to a job description and specification, reporting line, employment type, location and target start date. The approval chain commonly runs: hiring manager submits it, HR reviews for completeness and policy fit, the department head or senior manager signs off on the need, and Finance approves if it requires new budget. Senior or high-impact roles often need an additional executive sign-off. Only after full approval does a recruiter start sourcing or posting the role.

Frequently asked questions

Is a requisition the same as a job posting?

No. The requisition is the internal approval request. The job posting or description is the external-facing document created only once the requisition is approved.

What happens if a requisition doesn’t get approved?

The role stays closed. No sourcing, posting or interviewing should start on an unapproved requisition, since there’s no confirmed budget or headcount behind it.

Do smaller companies use a formal requisition process?

Often less formally. Many smaller or family-run businesses approve a new hire with a verbal or email go-ahead rather than a structured ATS-driven requisition.

A requisition typically pairs a job description and specification. Track open roles against budget with the Vacancy Rate Calculator once you have several requisitions running.