Headcount Planning

Hit your hiring plan without a single spreadsheet  
See Rippling

overview

The easiest way to share, track, and stick to your plan

Share your plan

Create and share plans across departments, aligning everyone.

Track your progress

View open roles, new hires, and costs in one place.

Stick to the plan

Use permissions and approvals to keep managers from going rogue.

Keep recruiting in sync

Give your talent team instant visibility into your headcount plans and hiring.

unified analytics

Know how much headcount is left in your plan

Give every team visibility into headcount with reports that include hires who haven’t started. Track progress by location, start date, cost, and more.

Break down costs by plan, department, hiring manager, and more to stay on top of your budget.

Measure success to date by tracking target against total goals, attrition, and transfers.

Create any report you want with Rippling Unified Analytics

Advanced approval management

Enforce your plan with (almost) zero effort

Automatically approve planned hires

Hires who meet your role criteria, like compensation band or level, will be automatically approved.

Require manual approval for off-plan hires

If a request deviates from plan, Rippling will route it through an approval chain predetermined by you.

fast-track hiring

Stay in sync with recruiting

You can streamline capacity planning with Workflow Studio. It’s easy to build workflows that keep your team up to date on approved roles and change requests.

Notify recruiting when headcount is approved

As soon as headcount gets approved, Rippling automatically notifies the recruiting team with each new role’s details, so they lose no time sourcing candidates.

Auto-update systems after a position is filled

When a position is filled, Rippling automatically updates your headcount reports, notifies recruiters, and sends a reminder to remove the job posting.

compensation bands

Control your headcount costs with compensation bands

Give everyone a single source of truth

Create and manage compensation bands for everyone in your org while protecting sensitive data. Rippling automatically maps each employee to the right compensation band based on their role.

Prevent out-of-band compensation

Rippling enforces compensation bands during onboarding and flags out-of-band adjustments, so you can approve special cases, block others as needed, and keep headcount costs on plan.

Spot potential issues early

Rippling notifies stakeholders of changes, like when an employee’s compa-ratio drops because of a location change, or if an employee’s compensation is too high or too low.

ROlE-BASED PErmissions

Automatically give everyone visibility into the right bands

Rippling automatically gives everyone in your organization—whether they’re the head of HR, a recruiter, or a hiring manager—visibility into the right compensation bands, without ever oversharing.

Workflow Studio

Customize workflows
to manage pay equity and more

Automated workflows help you stay ahead of the curve. For example, Rippling can send an alert whenever an employee’s compa-ratio drops due to a location change.

Sound familiar?

“I felt like every 2 months we were changing the plan. Literally nobody knew which Excel spreadsheet to look at.

Matt

CMO, Rippling

“In the past, I’ve seen 5 headcount on one spreadsheet and 3 on another. Ultimately, nothing would get approved by Finance.” 

laura

recruiter, Rippling

“FP&A did all this work, and the minute they put their pencil down, somebody would be breaking the rules.

adam

CFO, Rippling