Plan the workforce the market can actually supply.
A headcount plan built in a spreadsheet assumes the talent will be there when you need it. We pressure-test the workforce your centre needs over the next 2 to 3 years against real supply and real cost, then sequence the hiring so the plan holds. Built on the placement record behind 2,350+ placements into India's GCCs.
The headcount plan assumes a market that won't cooperate.
A three-year headcount plan is usually built top-down: here's the growth, here's the ratio, here's the number we hire each year. It's clean on a slide. It also assumes the talent will be available, at the cost you modelled, in the quarter you need it.
The market doesn't read your plan. The capability you're scaling into might have a shallow bench in your city, every name already contested, with pay climbing faster than your model assumed. The plan holds at the headcount line and breaks at the hiring line, eighteen months in.
Workforce planning that holds starts from supply. What can this market actually give you, in which roles, at what cost, in what order, so the plan you take to the board is one your TA team can actually deliver against.
Three workstreams. Sequenced.
A workforce plan that survives contact with the market is built in order: the demand, the supply it depends on, then the sequence that makes it deliverable.
How a workforce plan takes shape.
Four phases. A plan for a single function lands in about four weeks, a full-centre three-year model runs to eight to ten.
The numbers that move.
Aggregates across workforce planning engagements, 2024 to 2025. Not promises, what tends to happen when the plan is built from supply and cost reality, not a top-down ratio.
When the plan met the market before the board did.
"Our board plan had us tripling the AI team in 18 months. Recruise showed us Pune couldn't supply it at that pace and modelled a two-city, build-and-buy sequence instead. We took a deliverable plan to the board, not an aspiration."
If this is part of a bigger problem.
A workforce plan is only as good as what comes after it, the maps, the benchmarks, the hires that deliver it. Most planning engagements fed straight into one of these.
Intelligence on planning the build.
The reports, the weekly read, and the data behind every workforce model we build. All free to read.
Questions we get asked.
If you don't see what you're looking for, the form below is the fastest route. Most enquiries get a response within one working day.
How is this different from the workforce planning our HR team does?
What planning horizon do you work to?
Where does the supply and cost data come from?
Do you deliver the hiring, or just the plan?
Can you plan for a centre we haven't built yet?
What does a workforce planning engagement cost?
Tell us the growth the plan has to deliver.
Give us the strategy, the horizon, and the capabilities you're scaling. We'll come back with a first read on where supply or cost is likely to bite, even before we build the full model.