Join us for a walkthrough of the latest TeamOhana product updates designed to make workforce planning faster, more flexible, and easier to manage. We’ll cover new capabilities that help teams streamline hiring workflows, improve request accuracy, surface the right workforce data faster, and keep critical information centralized for better planning and decision-making.
What we’ll review:
- Bulk Actions: for approvals, creating jobs and openings, and marking roles ready to hire
- Customizable Mandatory Fields: customization options in the headcount request form
- Withdraw requests: request withdrawal when plans change
- Smart Filters: built across the platform to quickly analyze workforce data
- Homepage Dashboard: a new permission-based homepage dashboard that keeps everything in one place
Key Highlights
What you’ll learn
- How TeamOhana's homepage dashboard works and who should have access to it
- The difference between the Requests page and the Approvals page and what each one is designed for
- How to configure view-only headcount permissions for different user roles
- How predictive headcount forecasting works and what historical data it draws from
- The three outputs the predictive forecast produces and which teams each output is built for
- Where to find the predicted forecast in the platform and how to toggle between planned and predicted numbers
About the speaker
Akshara Anand is the Chief of Staff at TeamOhana, where she works at the intersection of product, customer success, and internal operations. In that role, she is one of the primary voices walking customers through how TeamOhana is evolving — translating product decisions into practical guidance for the Finance, HR, and Talent teams who use the platform day-to-day.
Takeaway #1: The homepage is now tailored to every user
TeamOhana's homepage has always served as a starting point, but the new Requests and Approvals pages make it a genuine action hub. The platform now has four distinct home pages — dashboard, inbox, requests, and approvals — each serving a different purpose in the headcount workflow.
The dashboard is the most broadly useful of the four. It's built to be permission-driven, which means a hiring manager logging in sees a summary of their own team's headcount plans, while an HRBP sees an overview of the departments they have access to. Akshara recommends enabling dashboard access for as wide a range of users as possible, because it eliminates the need to navigate multiple pages just to get a current picture of where headcount stands.
The Requests and Approvals pages are where that picture gets acted on. Requests shows the full inventory of headcount requests a user has access to — drafts, submitted, in approval, change requests, denied, and archived — along with filters, search, and export functionality. Approvals is the action queue: it only surfaces headcount that's currently in an approval stage, with bulk approve options for admins managing high volumes.
Together, these pages give every user a role-appropriate entry point into the headcount process without requiring anyone to dig.
Takeaway #2: Expand access without giving up control
Before view-only headcount, there was no middle ground in TeamOhana. If a user could see a headcount, they could also edit it, submit change requests, and view comments and history. That made it harder to extend platform access to employees whose only need was visibility.
The new view-only permission tier changes that. Admins now have two independent levers to configure: the scope of what a user can see and the level of access they have within that scope.
The scope is set first. TeamOhana offers three levels of headcount visibility:
- All headcount within a user's department or access controls
- Headcount within the user's reporting line
- Only headcount the user is explicitly assigned to
Once the scope is set, admins can then decide whether users can manage (view and edit), view with comments, or view without comments. The "view without comments" tier is the most restricted — the user sees the headcount row but can't click in, view history, or see any comments.
This creates a practical path for bringing more employees into TeamOhana — sharing org chart visibility with a broader team, letting hiring managers see where their department stands without the ability to edit, or giving executives a read-only view of headcount data they need for planning conversations.
Takeaway #3: Predictive Forecast aligns plan with reality
TeamOhana's existing forecast shows what the organization is planning — how many people you intend to hire, how many are leaving or have already left. That's useful, but it reflects intent, not execution. Two things fall outside of it: hiring risk (not all planned hires will close on time) and hidden attrition demand (expected departures that will require backfills not yet in the plan).
Predictive headcount forecasting addresses both by introducing a probabilistic model built from your organization's own historical data. Four inputs drive the calculation:
- Predicted attrition: How many people are expected to leave, based on the past 12 months of trends
- Backfill rate: What percentage of terminations are expected to be backfilled (configurable per organization)
- Time to backfill: The average gap between someone leaving and their backfill starting (currently defaulting to two months)
- Cumulative hiring gap: The expected shortfall in planned hires based on recruiter capacity and historical performance
From those inputs, TeamOhana produces three outputs, each designed for a different team. Finance and FP&A get the predictive forecast — the most likely headcount landing point at period end after accounting for attrition and hiring risk. HR and people ops get predicted terminations, a forward-looking estimate of how many departures to expect before period end. And recruiting gets predicted hiring targets, showing how many roles the team should plan for once expected attrition and backfills are factored in.
None of this replaces what's already in the platform. Planned forecast numbers remain as-is. The predictive outputs sit alongside them, visible only to the user roles an admin chooses to enable, and toggleable within the headcount, variance tracker, and reports pages.
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