DIRECTIONS:

This template was designed Howfortogrowing

use companies
this template
to build and track their annual headcount
plan, as well as lay the foundation for better headcount forecasting.
What's inHiring
this template:
plan (with sample data)
Gives you
Allows youall
to the fieldsthe
update you need
fields to show
that build and
up intrack
eachancategory
effectivesohiring
they plan.
reflect your statuses, levels,
etc.
Gives you the framework for better headcount tracking; can also use the data to inform financial
budgets and//forecasts.
Headcount Effective headcount cost dashboard (with sample data)
Gives you the framework for better headcount spend management.
Best practice
Financefor plan
owns maintenance:
updates and accurate data
Any column
Talent ownshighlighted
updates and blue, Financedata
accurate should own updating and maintaining that column's data.
Any column
Any column highlighted
highlighted orange,
yellow, Talent
Hiring should
Manager own updating
should ownand maintaining
updating that column's
and maintaining that data.
column's data.
your statuses, levels,
a to inform financial

that column's data.

that column's
aintaining that data.
 Hiring Departme Job
field: to Priority Division
org design org design Job title
field: to Use this Job level
status help Talent nt category and
inform all and and attract
Sr. Staffthe field: for
prioritize expectation
"how hiring
On hold Critical assigning
Product assigning
Product right
Engineer org design
Manager 3
Developme
Hired Normal GTM Sales nt
EAManager
- Head Individual 2
Not started Normal Operations Operations of Ops Contributor
Individual 1
Contributor
 Location Headcount Reporting Employee Budgeted
Location
source the source the helptype Backfill for Use this
help initial
type manager helptype start date
right right Finance Finance field: for budget for
Finance
candidates
US candidates
Remote properly
New properly org
Zhangdesign
Yao Full time the year.
5/1/2023
US Remote New Ravi Kar Full time 2/1/2023
Austin Hybrid Backfill Joseph Jones Eric De Soto Part time 9/1/2023
 Target Target
Target Target Target Actual Actual
forecasts. variable compensati
field: help Talent start date base pay
start date source
base pay source equity spend and source
Talent pay onto
formula source
candidates candidates for record- candidates
should
5/15/2023 $180,000 $10,000 add base
$190,000 candidates
+ 0.06% 5/15/2023 $186,000
3/15/2023 $120,000 $30,000 $150,000 0.006% 3/24/2023 $115,000
9/1/2023 $105,500 $0 $105,500 0.009%
 Actual Actual
Actual Remaining
variable field:
compensati help Talent
source equity comp budget
from
pay onto
formula source
candidates target comp, to
$10,000 add base +
$196,000 candidates
0.0600% -$6,000
$30,000 $145,000 0.0065% $5,000
$0 $105,500
Hiring status Priority Job category Job level Location type
Not started Critical Individual Contributor 1 On site
In progress High Manager 2 Hybrid
On hold Normal Director 3 Remote
Hired Low VP / Head 4
Executive 5
cation type Headcount type Employee type
New Full time
Backfill Part time
Contractor
 Starting Effective
headcount
(or any hiredHired
to this attrits to this pluscurrent
Attrits hired
(Jan
period) 1st) point point headcount
minus attrits
BY DIVISION
GTM 239 1 2 238
Customer 166 4 0 170
Engineering 318 10 4 324
Operations 67 0 2 65
G&A 122 3 5 120
Total headcount 912 18 13 917

BY DEPARTMENT
Sales 150 1 2 149
Marketing 89 0 0 89
Customer success 66 1 0 67
Support 100 3 0 103
Product 213 2 1 214
R&D 105 8 3 110
Operations 67 0 2 65
IT 32 3 3 32
Finance 49 0 1 48
Human resources 41 0 1 40
Total headcount 912 18 13 917
 Approved Ending headcount
haven't been headcount
hires (Forecast plus
- Dec 31st)
hired yet approved hires

9 247
18 188
40 364
2 67
8 128
77 994

3 152
6 95
8 75
10 113
18 232
22 132
2 67
1 33
1 49
6 46
77 994
 Starting
current
headcount Hired
fiscal year (or rated cost termination
based Attrits cost plus hired cost
headcount
costperiod)
any (Jan 1st) on start date date minus attrit cost
BY DIVISION
GTM $22,500,000 $200,000 $360,000 $22,340,000
Customer $18,200,000 $425,000 $0 $18,625,000
Engineering $42,895,000 $2,150,000 $910,000 $44,135,000
Operations $8,043,000 $0 $310,000 $7,733,000
G&A $7,978,000 $360,000 $710,000 $7,628,000
Total headcount $99,616,000 $3,135,000 $2,290,000 $100,461,000

BY DEPARTMENT
Sales $12,784,000 $200,000 $360,000 $12,624,000
Marketing $9,716,000 $0 $0 $9,716,000
Customer success $11,100,000 $275,000 $0 $11,375,000
Support $7,100,000 $150,000 $0 $7,250,000
Product $26,447,500 $340,000 $165,000 $26,622,500
R&D $16,447,500 $1,810,000 $745,000 $17,512,500
Operations $8,043,000 $0 $310,000 $7,733,000
IT $2,462,000 $360,000 $510,000 $2,312,000
Finance $3,054,000 $0 $100,000 $2,954,000
Human resources $2,462,000 $0 $100,000 $2,362,000
Total headcount $99,616,000 $3,135,000 $2,290,000 $100,461,000
 Ending headcount
hires
target start forecasted cost (Dec
approved hires
forecasted
date 31st)
forecasted cost

$1,270,000 $23,610,000
$1,950,000 $20,575,000
$7,850,000 $51,985,000
$315,000 $8,048,000
$980,000 $8,608,000
$12,365,000 $112,826,000

$445,000 $13,069,000
$825,000 $10,541,000
$1,300,000 $12,675,000
$650,000 $7,900,000
$3,880,000 $30,502,500
$3,970,000 $21,482,500
$315,000 $8,048,000
$190,000 $2,502,000
$150,000 $3,104,000
$640,000 $3,002,000
$12,365,000 $112,826,000