HeadcountIQ

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Workforce planning · Talents Radar

Build defensible
hiring plans.

Revenue targets in. Hiring sequence, cost evolution, and a board-ready plan out — in minutes.

Secure & reliable Plan in minutes No credit card required
Expansion signal
Northwind SaaS · Seed · 22 employees
Seed plan ›
12
role expansion
Engineering + Product lead the plan
M1M3M6M9M12
Cost evolution
₹42L
Payroll, hiring, operating load
Org maturity
Healthy
Engineering 50% · Product build focus
1
Plan the hiring
Revenue target in. Headcount by department, level, and month out. With three scenarios you can defend.
2
Track cost as you scale
Monthly burn evolution, runway, payroll, hiring fees. Cost positioning vs market — by role, level, country.
3
See the org evolve
Interactive org chart with current and planned hires together. Move people. Update reporting.
Used to build defensible workforce plans for early-stage teams.

My plans

One plan is the company's active plan — published and locked. Drafts are your in-progress explorations.
No saved plans yet
Sign in and generate a plan to save it here

Privacy policy

How HeadcountIQ handles your information.
What you provide
Information you enter into the planning tool — company name, stage, headcount, revenue figures, team composition, and cost assumptions — along with your email address if you create an account.
How it's used
Your inputs are used solely to generate your hiring plan and related outputs. Your data is never sold, never shared with third parties, and never used for purposes outside the product you signed up for.
Storage and access
For signed-in users, plan data is stored in our database with row-level security: only you can read your own plans. Guest mode keeps everything local to your browser session — nothing is saved server-side.
How saved plans work
We save the inputs you provided — your team, revenue numbers, target, stage, runway, and any customizations. Drafts: when you reopen a draft plan, the HQ recommendation is recomputed by our current engine — so as our planning logic improves, your in-progress plans benefit automatically. Published plans: when you publish, we freeze HQ's recommendation as a snapshot. Reopening a published plan shows exactly the numbers HQ gave you on publish day, forever — regardless of any later edits or engine changes. The principle: drafts evolve, published plans are committed.
Your rights
You can delete any plan or your entire account at any time. To request data export or deletion, email contactus@talentsradar.com.

Settings

Your account, preferences, and plan defaults.
Account
Signed in as —
Sign out of all sessions
Preferences
How HeadcountIQ behaves day-to-day.
Currency & locale
Drives every monetary figure across the tool — KPIs, hiring plan, cost, reports.
Auto-move accepted candidates
When a candidate is marked Accepted in Pipeline, automatically move them to Post-offer.
Plan defaults
Engine thresholds applied to every plan. Change carefully.
Span of control flag
Teams with more than this many direct reports per manager will be flagged in insights and the org chart.
Resources
Help, tour, and policy.
Show the product tour again
Send feedback
SkillMapper salary research
Privacy policy
Step 1 of 5

Company profile

We use this to select benchmarks and efficiency multipliers for your stage and market.

Full-time employees today
Most teams are early here. Honest is best — HQ won't over-cut your plan.
Step 2 of 5

Planning horizon & revenue

Choose the time window for your plan, then enter the revenue numbers for that period. We'll handle the math.

3 months
6 months
1 year
18 months
2 years
Custom
₹
your actual revenue for the chosen period
₹
where you want to be at the end of the period
₹
Your current team's honest ceiling before any new hires — entered in the same period as your target (per year).
% of revenue
How much of every dollar you earn is left after the direct cost of delivering your product? HQ uses this to calculate how much revenue actually funds your team.
people/year ≈ 0%
Step 3 of 5

Build your team

Add people one at a time, or upload a CSV if you already have a list.

iAdd as much detail as you can for each person — department, sub-department, designation, level, and years of experience. The more complete your team data, the sharper and more tailored your hiring plan.
Name Department Subdept Designation Level YoE Salary (₹) Manager Emp ID Mgr ID Joined
Step 4 of 5

Cost settings

A few rates the calculation needs. Defaults are industry benchmarks — adjust only if your numbers differ.

iEnter hiring & benefits however you budget them — per hire or monthly/quarterly/annual.
Cost per hire
Hiring
₹
Onboarding
₹
per hire · one-time
Benefits
₹
Monthly overheads recurring spend that scales with team
₹
₹
₹
₹
Monthly ops total
₹0
Cash position optional — unlocks runway
₹
₹
months
Step 5 of 5

Business focus

How much of the growth to your target does each team drive? Pick a starting pattern, then fine-tune each share. Must total 100%.

Growth
Product Build
Expansion
Retain & Monetize
Total: 100%
Must equal 100%
Building your plan…
HeadcountIQ operating plan
—
Draft
New hires
—
View hiring plan →
Revenue / employee
—
today → at target
Hiring pace
—
Max with current team
—
Annual cost
—
View cost →
Target revenue
—
Burn multiple
—
Runway
—
⊟
Org chart
See your team today and after this plan — and edit reporting, managers, and where hires land.
Open editor →
Seniority
Level mix
Hiring timeline
Hiring timeline
Leadership and unblockers land first; execution and operational roles follow as the org scales.
Seniority mix
Team composition
Today, the new hires, and the team you'll have after.
Where the hires go
Hires by team
See where the new hires land. Switch between team, function, and seniority below.
Your hiring plan
Who you're hiring, and when
Each row is one role you'll hire. The salary is a market reference — change it to match what you'd actually pay. Look up rates in SkillMapper ↗.
Base payroll increase
—
new hires only
Hiring cost
—
per month, across the plan
Onboarding
—
per month, across the plan
Benefits & statutory
—
per month
Total monthly growth cost
—
all-in monthly cost
Cost
Cost over time
New-hire cost. New hires alone, per month.
Detail
Cost breakdown
Every cost line, monthly and annualized.
HeadcountIQ — workforce planning for growing companies
talentsradar.com · contactus@talentsradar.com · FAQ · Send feedback
Tailor for
Adjust plan inputs
Change any value and recalculate — see the impact instantly without starting over.
Change any value and hit Recalculate — your plan updates without starting over.
Revenue
₹
Always entered annualized here. Wizard auto-converts horizon-period inputs.
₹
₹
Optional. Blank = our estimate. Override to set the gap new hires must cover.
% per year
Operations costs (monthly)
₹
₹
₹
₹
Cost rates
% annual salary
₹ / hire
% payroll
Team & approvers
Invite teammates to log expenses against this plan, and choose who approves them.
Submitters people who can log expenses
No submitters yet. Invite anyone with an email — they'll see this plan in their inbox.
Approvers people who can review & approve
No approvers yet. The plan owner is always an implicit approver.
Approval routing
Triggers for submissions over the threshold below.
₹ per submission
Submissions at or above this amount need both primary and secondary approval. Leave blank for primary-only.
Help & support
For this plan
Decisions & signals
—
0 0 0 0
No insights yet
Run a plan first — plain-English guidance about your hiring plan will appear here.
Compare: current · new hires · post-hire team
Side-by-side view for board conversations.
View:
Plan:
Step 1 of 5
Welcome to Headcount IQ