Headcount plans that keep up with every hiring decision
Get on-demand visibility into your current and future workforce, updated as roles become filled seats. Support hiring managers, talent, and HR in holding the plan or adjusting it mid-cycle.
Establish your starting point
Capture your current headcount roster and configure your metrics for determining cost of personnel.
- Load the roster from BambooHR, Paylocity, or any HRIS
- Set up metric tables for salary bands, benefits load, employer tax rates and wage-base caps
- Reconcile the roster against payroll actuals before planning on top of it
Layer in requests and changes
Get ground-level updates from managers and talent, directly in your model.
- Give each hiring manager their team roster with sensitive data restricted at cell-level
- Intake new requisitions structured by role, start date and justification
- Collect requests for promotions and merit increases
- Use custom dimensions to track hiring status such as active, requested, approved, open req, and committed
Build and cost the hiring plan
Cost each hire from salary, bonus, taxes and benefits rather than a percentage on top of base. Trace the fully loaded number to its component parts.
- Add one requisition per role, and use placeholders for planned roles without reqs
- Calculate bonus from a salary column and a bonus percentage column
- Stop employer tax at the wage base instead of applying one rate all year
- Apply merit increases on their effective date, and cost a mid-month start from working days
Plan attrition and backfills
Enter the departures you know about as dates. Cover the ones you can't name yet with a rate from your own separations history. Then tag every replacement hire, so replacement cost never reads as growth.
- Coalesce planned departure dates into the one termination date your metrics use
- Set an attrition rate from your own history and apply it across the plan
- Tag each requisition as a backfill or as net new
- Cost the gap between a departure and the replacement's start date
Reconcile the roster against the plan
Refresh the roster daily, monthly, or on-demand. Compare it against the last refresh to see who was hired, who left, and whose record changed.
- Compare this refresh against the previous one
- Match a planned hire or departure against the event that actually happened
- Update status on planned headcount roster so you keep track of filled vs. unfilled
- Drill from any headcount or cost total to the employee record behind it
Re-plan when hiring drifts
Hiring runs late, start dates slip, requisitions get cancelled, and people leave who weren't in the plan. Move the dates and the year restates on the same model.
- Move a date or cancel a requisition and watch the year restate
- Compare actual separations against your attrition rate and reset it
- Compare the current plan against an earlier version to see what moved
- Trace any changed number back to who changed it and when
Build your hiring plan in Clive
Start free, build the plan on your own roster, and see the cost before you commit.