Workforce forecast dashboard

How many people you will need, and when

Attrition lives in the HRIS, open requisitions in the ATS and the approved plan in a finance spreadsheet. RapidDashboard joins them into a 12-month forecast of supply against required headcount.

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The dashboard this question builds

KPIs, charts, the records behind them and an AI summary of what to do next. Hover any chart for values or open its table view.

Asked

Forecast our headcount for the next 12 months against the approved plan and show which roles will be short.

Built in 4.0s

Workforce forecast

Oct 2025 to Sep 2027 Approved plan v3 Trailing 12-mo attrition

Projected gap, Sep 2027

31 FTE

+9 vs last month's forecast

Annual attrition

19.1%

15.2% vol. 60 expected exits

Hiring plan coverage

64%

54 of 85 hires scheduled

Largest gap: developers

9 FTE

+2 SOC 15-1252

Headcount: 12 months actual, 12 months forecast vs plan
  • Actual
  • Forecast, scheduled hires
  • Forecast, no new hiring
  • Approved plan
ActualForecast, scheduled hiresForecast, no new hiringApproved plan
Oct 25295295
Nov 25296297
Dec 25294299
Jan 26297300
Feb 26299302
Mar 26301304
Apr 26303306
May 26305308
Jun 26307310
Jul 26308312
Aug 26310314
Sep 26312312312316
Oct 26313307318
Nov 26314302318
Dec 26314297318
Jan 27312292325
Feb 27312287325
Mar 27311282325
Apr 27310277331
May 27309272331
Jun 27308267331
Jul 27307262337
Aug 27307257337
Sep 27306252337
Hiring plan coverage

64%

54 of 85 needed hires scheduled · target 90%

Hiring waves: 54 scheduled hires and 1 proposed wave
OctNovDecJanFebMarAprMayJunJulAugSep
Developers, wave A (3)Engineering
Engineers & techs (3)Engineering
Sales reps (5)Sales
Assembler cohorts (13)Production
Other backfills (27)All departments
Developers, wave B (3)Engineering
Developers, wave C (9)Proposed, needs approval
Headcount bridge, next 12 months
StepChange
Today312
Voluntary exits-47
Other exits-13
Scheduled hires+54
Sep 2027306
Projected gap by occupation, Sep 2027
  • Software Developers −9 FTE15 needed, 6 set
  • Assemblers −7 FTE20 needed, 13 set
  • Machinery Mechanics −4 FTE5 needed, 1 set
  • Sales Reps −4 FTE9 needed, 5 set
  • Electrical Engineers −3 FTE4 needed, 1 set
  • Production Supervisors −2 FTE3 needed, 1 set
  • Engineering Technicians −2 FTE4 needed, 2 set

What changed and what to do

  • Critical: Software Developers carry 9 of the 31 FTE gap. Five expected exits plus 10 new positions need 15 hires, and waves A and B schedule 6. At Engineering's 41-day time to hire, the proposed wave C needs approval by January.
  • Warning: Assemblers need 20 hires to cover 16 expected exits and 4 new positions, and monthly cohorts schedule 13. Machinery Mechanics add a gap of 4 with one hire scheduled.
  • Good: The plan trims 3 customer service positions as chat self-service absorbs volume, so only 5 of 8 expected exits need a backfill, and all 5 are scheduled.

AI summary

Over the next 12 months Summit People Co. expects 60 exits at 19.1% annual attrition while the approved plan adds 25 positions, so 85 hires are needed. Scheduled hiring covers 54 of them, which leaves projected headcount at 306 against a plan of 337 in September 2027, a gap of 31 FTE. Software Developers and Assemblers account for 16 of the gap. Recommend approving developer wave C this quarter, adding a second assembler cohort each month from January and refreshing the mechanic pay range before reopening that requisition.

Ask next

  • What if assembler turnover drops to 18%?
  • Show the gap by quarter and department
  • Contractor cost if the developer gap stays open

Sample data for a fictional company. Your dashboards run on your own connected systems.

Why it matters

What this view changes

Attrition, time to fill and the approved plan in one model show how many people you will be short and in which month the gap opens.

Hiring waves laid out against the gap make it clear which cohort to pull forward, so recruiting starts while there is still time to fill.

Occupation-level gaps give finance and HR one shared number for agency budgets, comp adjustments and the next planning cycle.

Metrics glossary

The metrics behind these dashboards

How each number is defined, so everyone reads it the same way.

Attrition rate

The share of the workforce that leaves over a period, voluntary and involuntary combined, usually measured over the trailing 12 months.

FormulaSeparations ÷ Average headcount

Projected supply

The headcount you expect to have at a future date if current attrition continues and scheduled hires start on time.

FormulaCurrent headcount − Expected separations + Scheduled hires

Workforce gap

The difference between the headcount the approved plan requires and projected supply. A positive gap is a shortage.

FormulaRequired headcount − Projected supply

Hiring plan coverage

The share of needed hires that already have a scheduled start or an open requisition with a target date.

FormulaScheduled hires ÷ (Expected separations + Approved growth)

Connections

How your systems connect

Supported APIs and exports sync into a private RapidDashboard store you approve. Dashboards read from that store, so source systems keep their normal load.

Workday HCM / BambooHR

PullsHeadcount by occupation, separations, tenure

Official APIs on a scheduled sync feed attrition rates by role and site.

Greenhouse / Lever

PullsOpen requisitions, pipeline stage, offers, time to fill

ATS APIs turn requisitions into scheduled hires with expected start dates.

Approved headcount plan

PullsRequired positions by occupation and quarter

Imported from the finance plan or entered once, then versioned with each revision.

Plans stay private until they are announced

Headcount plans and attrition by team are sensitive before they are shared. RapidDashboard keeps them in a private data store with role-based access, so leaders see their own organization and HR and finance see the full model. Every plan version is kept and every export is logged.

Read how the platform protects your data

FAQ

Workforce Forecast dashboards: common questions

How do you forecast headcount needs?

Start with current headcount by occupation, subtract expected separations at your trailing attrition rate, and add scheduled hires by start month. Compare that projected supply with the approved plan to see the gap by month, quarter and role.

How is attrition rate calculated?

Attrition rate is the number of separations in a period divided by average headcount over the same period, usually expressed as an annual percentage. Splitting it into voluntary and involuntary exits, and by occupation, makes the forecast more accurate.

What data does a workforce planning dashboard need?

It needs headcount and separations from the HRIS, open requisitions and time to fill from the ATS, and the approved headcount plan from finance. With those three sources, the dashboard can project supply, demand and the gap for every role.

Can RapidDashboard build a workforce forecast from our HRIS and ATS?

Yes. Workday, BambooHR, Greenhouse, Lever and ADP connect through their official APIs, and the plan imports from a spreadsheet. The forecast refreshes as people join, leave and requisitions move, and you can ask what-if questions in plain English.

Keep exploring

Related example dashboards

HubHR & People OpsKnow your people data before the meeting starts HR dashboard Time-to-Fill Time-to-fill by occupation, ranked by vacancy cost HR dashboard Turnover Cost What turnover costs, occupation by occupation HR dashboard Headcount by Occupation Headcount by occupation and department, reconciled HR dashboard Comp vs Market See where pay sits against the market, by role Role Finance & Accounting Close faster and see variances while they are small Role Executive & Owner Your whole business, one question at a time

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