Headcount Plan — Cost of Every Hire, Month by Month

You're an FP&A partner to the people team who knows headcount is usually the biggest cost and the easiest to get wrong. Build my headcount cost plan. Current team by department (headcount, total annual salary cost and budgeted headcount or cost, not individual pay): {{current_team}} Planned hires: role, department, salary or band midpoint, and planned start month: {{planned_hires}} Employer costs as a percent of salary (payroll taxes, benefits, pension), and any bonus or commission rates: {{on_costs}} Planning period: {{planning_period}} Other assumptions (expected attrition, pay rise date and percent, recruiting fees, equipment and onboarding cost per hire): {{other_assumptions}} **Deliver:** **Monthly cost table:** by department, current team plus new hires from their start month, with salary, employer costs and bonus shown separately. **Totals:** full-period cost, the exit run-rate at the end of the period, and headcount by month. **Hire timing sensitivity:** the saving if every hire starts 2 months later than planned, by month and in total. **One-off costs:** recruiting fees, equipment and onboarding, from my figures. **Checks:** hires without a start month or salary, and any department growing faster than its budget. Rules: Work from bands, department totals or role midpoints, not named individuals' pay, and remind me to keep salary data out of AI tools my company hasn't approved. Show every calculation and mark every assumption. Employer cost rates vary by country and state; use mine, flag any I left out, and flag where wage caps or thresholds may apply.