Finance teams work hard to build a headcount plan. Then reality happens.
A hire that was supposed to close in Q2 slips to Q3. Someone splits a backfill into two roles that weren't in the plan. New hires accepted four offers at 10% above the benchmark rate. Six people leave in the same month, and attrition was budgeted at half that rate. None of these things is a surprise in isolation. But by the time you're reconciling at quarter-end, the variance is bigger than anyone expected. And nobody can agree on why.
The problem usually isn't the plan itself. It's that the plan lives in one place, approvals happen somewhere else, and actuals come from a third system. By the time you pull it all together, you're already behind.
This session is for any Finance leader who has ever stared at a headcount variance and had to reverse-engineer how it happened.
We'll show you what it looks like when your plan, your approvals, and your actuals all live in one place and stay in sync automatically.
In this TeamOhana demo, we'll walk through:
- Variance Tracker: See exactly where your plan drifted from actuals, whether that's a delayed start date, an unplanned backfill, a higher-than-expected offer, or attrition you didn't see coming. No more building a variance explanation from scratch every month.
- Approval Workflows: Every headcount change goes through a structured approval process before it touches the plan. Finance stays in control. Nothing gets added, modified, or removed without a paper trail.
- Attrition Forecasting & Predicted Forecast: Model projected attrition and hiring gaps against your current plan so you can see gaps before they become surprises. Whether you're in a high-growth phase or managing a tighter budget, you'll know what's coming.
- Scenario Planning: When leadership asks "what if we pause hiring in one department and accelerate in another?" you can model the budget impact in real time, not a week later in a spreadsheet.
