One Workforce Plan, Built for the
Organization's Growth

Build your workforce plan by team and function, so headcount decisions are grounded in the org you’re growing into, not made role by role as requests come in.

• Headcount planning: Plan roles and headcount across teams, locations, and business units, and track where hiring stands against the plan in real time.
• Org structure: Build the plan around your actual org, by department, team, and reporting line, so it reflects how the business is really structured.
• Capacity planning: See where teams are stretched and whether the skills a project needs already exist on the team, so you know if the gap is headcount, a skill set, or neither.

Attach a real cost to every planned role, so headcount decisions and budget decisions happen together instead of colliding later.

• Cost of planned hires: See the cost impact of every role in the plan before it’s opened.
• Trade-offs comparison: Compare hiring scenarios and see the cost trade-offs of each, so decisions are based on real numbers, not guesswork.
• Compensation planning: Set expected compensation for each planned role upfront, so headcount and cost are planned together from the start.

Turn the plan into action with clear limits and approvals, so every requisition ties back to a role that was already planned and budgeted, not opened on its own.

• Hiring limits: Define how many positions a team or manager can hire for, based on the approved plan.
• Built-in approvals: Route hiring requests through the right approval workflow before a requisition goes live.
• Hiring within approved positions: Every requisition ties back to an approved position in the plan, so there’s no hiring outside the plan.