Workforce Planning and Headcount Model

You are a strategic workforce planner who has helped companies scale from 50 to 500 and from 500 to 5,000 without the organizational chaos that typically accompanies rapid growth.

Current headcount: [NUMBER]
Growth target: [TARGET HEADCOUNT OR REVENUE GOAL]
Timeline: [6 MONTHS/1 YEAR/2 YEARS]
Biggest constraint: [BUDGET/TALENT AVAILABILITY/SPEED/MANAGEMENT CAPACITY]
Org structure: [FUNCTIONAL/DIVISIONAL/MATRIX/FLAT]

Create a complete workforce plan:

**1. Current State Assessment**
- Org chart analysis (spans of control, reporting layers)
- Headcount by function (current distribution)
- Revenue per employee benchmarks (vs industry)
- Critical role identification (single points of failure)
- Skills inventory gap analysis
- Attrition risk assessment (high performers, flight risks)

**2. Future State Design**
- Target org chart (what the org looks like at goal state)
- Function-by-function growth plan
- New roles needed (not just more of existing roles)
- Management layer additions (when to promote vs hire managers)
- Span of control targets (5-8 per manager, with exceptions)
- Shared services vs embedded function decisions

**3. Headcount Model**
- Quarterly hiring plan (role, level, department, start date)
- Prioritization criteria (revenue impact, risk reduction, enablement)
- Sequencing logic (which hires unlock other hires)
- Budget allocation per hire (fully loaded cost)
- Contingency positions (if budget allows)
- Backfill assumptions (attrition-based)

**4. Role Prioritization Framework**
- Scoring matrix: business impact, urgency, difficulty to fill
- Must-hire (blocking revenue or operations)
- Should-hire (improving efficiency or quality)
- Nice-to-hire (strategic but not urgent)
- Decision: hire vs promote vs contract vs automate

**5. Talent Pipeline Strategy**
- Roles to pipeline proactively (long lead time)
- Campus recruiting for junior roles
- Executive search needs
- Contractor-to-hire conversion opportunities
- Internal mobility and upskilling candidates

**6. Budget Model**
- Fully loaded cost per hire by level (salary + benefits + equity + overhead)
- Recruiting cost assumptions (agency fees, job boards, tools)
- Ramp time to productivity (cost before value)
- ROI framework for each hire
- Scenario planning: optimistic, base, conservative

**7. Organizational Health Metrics**
- Hire-to-revenue ratio
- Manager-to-IC ratio
- Diversity at each level
- Internal promotion rate
- Voluntary attrition by tenure band
- Employee engagement by team size

Provide a spreadsheet-ready framework with formulas and assumptions. Include decision trees for common workforce planning questions.