القائمة
Use when building or reviewing a headcount plan — covers connecting plan to strategy, ramp time, build/buy/borrow, and capacity reconciliation.
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Use when designing or applying progressive discipline — covers the escalating sequence, documentation, gross misconduct exceptions, and consistency.
Use when conducting or scoping workplace investigations — covers intake, scope, interview protocols, evidence, findings, and outcomes.
Use when auditing or designing the candidate's journey — covers communication, time, transparency, and the link between candidate experience and employer brand.
Use when designing career frameworks, level rubrics, IC and management track parity, and promotion processes.
Use when planning organizational change — covers communication architecture, sequencing, manager enablement, and predictable failure modes.
Use when training managers in coaching skills — covers GROW, listening, asking vs. telling, and growth mindset framing.
| name | workforce-planning |
| description | Use when building or reviewing a headcount plan — covers connecting plan to strategy, ramp time, build/buy/borrow, and capacity reconciliation. |
Headcount is the output of the plan. The plan starts with required outcomes, derives roles, models capacity, and then sums to headcount.
A plan that starts with "we need 80 people next year" and works backward is upside-down.
For each capability gap:
Most plans default to "buy." Audit and push toward "build" or "borrow" where appropriate.
A new hire produces fractional output during ramp:
| Role type | Ramp curve |
|---|---|
| IC, well-defined | 20% in month 1; 50% by month 3; 80% by month 6; 100% by month 9 |
| IC, ambiguous | 10% month 1; 30% month 3; 60% month 6; 100% month 12 |
| Manager | Slower: 50% by month 3; full by month 9–12 |
| Senior leader | 12–18 months to full productivity |
Model this explicitly in plans. Validate against historicals (track actual ramp curves to refine).
Quarterly:
For top 20–50 roles:
Don't import enterprise 9-box succession at 50 people. Do build informal bench review at 200+.
Classification matters legally (DOL, state AGs). Common factors:
When in doubt, classify as employee — misclassification is expensive.
EOR (Employer of Record) services support international hiring without setting up local entities. EOR adds overhead but reduces complexity.
Headcount plan spreadsheet:
workforce-planner agentpeople-strategy-roadmap skillorg-design-principles skilltalent-acquisition-strategist agent