How does the headcount plan account for attrition?
Jobiba prorates your annual attrition assumption across the planning window, estimates expected departures, then adds replacement demand to net growth before subtracting internal fills.
Workforce planning
Headcount Planning Calculator
Translate a workforce target into recruiting work, then check both recruiter throughput and interview-panel capacity. A hiring plan is not feasible merely because enough requisitions can be carried.
Plan the workforce gap
Demand = growth + expected leavers + vacancy backlog − internal fills. Recruiter throughput and interviewer capacity stay separate so one bottleneck cannot hide another.
Plan vs actual checkpoint
Employer-entered actuals only. Jobiba does not invent ATS history.
Hiring plan
External hires
33
Offers needed
44
Hires / month needed
2.8
Expected leavers
12
Execution checkpoint
Plan by now
8.3 hires
Actual pace
2.3/month
Pace variance
-1.3 hires
Required remaining pace
2.9/month
Projected finish
28 hires
Projected gap
5 hires
Actual cost/hire: ₹42,857 · spend variance ₹-71,250
Interview-capacity reality check
Interview events
132
Panel-hours / week
3.8
Available panel-hours / week
12
Panel utilization
32%
Interviewers needed
2
Interviewer gap
No gap
Weekly panel-hour gap
0
Remaining panel-hours
156
This exposes a second bottleneck: recruiter capacity may be sufficient while interviewer availability still makes the hiring window infeasible. Verify actual calendars before acting.
Indicative recruiting budget
₹14,85,000
Recruiter throughput check
11 months at capacity
Why does Jobiba calculate offers needed?
Hiring demand and offer volume are different. Offers needed are reverse-solved from your own offer-acceptance assumption, so a lower acceptance rate visibly increases recruiting work.
How does the interview capacity check work?
Jobiba multiplies planned interview events by panel-hours per event, converts the plan to weekly panel demand, then compares that with available interviewers multiplied by the weekly panel-hours each can sustainably provide. It is a planning scenario, not inferred calendar availability.
Is the recruiting budget a payroll budget?
No. The recruiting budget is external hires multiplied by your entered cost per hire. Salary, benefits and employer payroll costs should be planned separately.