Capacity Planning: Hiring plan
Objective. Read the hiring plan and explain it is a simulated hiring requirement shaped by lead time, ramp and attrition assumptions - not requisitions already raised.
The hiring plan turns the capacity gap into a phased hiring requirement over time, accounting for recruitment lead time, training ramp and attrition, so the customer can start hiring early enough to close the gap when it lands.
See it in the demo
What this screen answers
A Sales or CSM person opens this to answer 'how many to hire, and when, to close the gap in time?' A gap is not closed by hiring on the day it appears - recruits take time to find, onboard and ramp. This screen phases the hiring so productive capacity arrives when needed.
The task
Scope to the team or client and horizon, read the phased hires the plan proposes, and connect them back to the headcount gap they are closing. Note the lead-time and ramp assumptions shaping the phasing. Describe it as 'the phased hiring the plan proposes', not invented controls.
How to read it
A hiring plan is a simulated requirement, not requisitions raised or offers made. It is driven by assumptions - recruitment lead time, ramp-to-productive curve and attrition - and is only as right as those. The misread is treating it as hiring already underway, or ignoring that a new hire is not full capacity on day one (ramp). Read the phasing against lead time, not just the totals.
Honest limits
This screen plans hiring; it does not execute it or integrate with an ATS unless confirmed. The ramp, lead-time and attrition assumptions (configured under hiring and training) drive the result and must match the customer's reality. Confirm with product how, or whether, the hiring plan connects to the customer's recruitment process.
Interpretation check
A hiring plan is a simulated, assumption-driven requirement - not requisitions already raised - and a new hire is not full capacity on day one, so ramp and lead time shape the phasing.
In the field
A client ramp in RCM: the hiring plan starts recruiting weeks ahead of go-live so ramped, productive staff exist on day one - and it is framed as a plan to execute, not hiring already in motion.
Practical task
For one gap, read the phased hires the plan proposes and write one line naming the lead-time or ramp assumption behind the phasing, plus a note that these are planned, not raised, hires.
Self-check
A manager says 'so these roles are already being recruited?' What is accurate?
No - the hiring plan is a simulated requirement. Nothing is raised or offered from here unless an integration is confirmed; it tells you what to hire and when, not what is in progress.
Why can't you just hire the gap in the month it appears?
Lead time and ramp: recruits take time to source, onboard and reach full productivity. The plan phases hiring earlier so productive capacity lands when the gap does.
Which assumptions most shape the phasing, and where are they set?
Recruitment lead time, ramp-to-productive curve and attrition - configured on the hiring-and-training screen. Wrong assumptions there bias the whole hiring plan.
Verified vs demo. Screen is live in the demo at /#/hiring; exact controls and figures are SME-validation-pending.