Genuine question, because some days workforce planning feels more like astrology than strategy.
In theory, we plan headcount 12 months out. In reality, by the time a few months pass, priorities shift, budgets change, and roles either evolve or disappear. I’ve been doing this long enough to accept that no plan survives contact with the business, but I’m still curious how others make this… less chaotic.
We use a mix of spreadsheets, forecasts from finance, and whatever context we can get from leadership. I’ve tried a few workforce planning tools over the years, and while they look great in demos, I’m still not convinced which solution is best for workforce planning when the inputs themselves keep moving. Tools don’t love ambiguity, and ambiguity is basically the default state.
Recently , I’ve been using Talantly more on the execution side, especially for tightening role requirements and skills alignment. That part helps after roles are approved. But it doesn’t solve the bigger question of when and how far ahead to plan with any confidence.
So I’m curious: how far ahead are you realistically planning headcount, and how often does it match what actually happens? Are you trusting workforce planning tools, keeping it intentionally loose, or just accepting that plans are more like guidelines than commitments?
Would love to hear how others are handling this without losing their sanity.