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Muster Hiring & Capacity

Hiring ramp and capacity planning for operations and people leaders. A muster roll is the list of who is actually present.

“We approved the heads. Where is the capacity?” What ramp and attrition do to a headcount number, month by month.
“When do we have to start hiring?” The offer dates, worked backwards, including the ones that are already late.
“Can we have it by June?” The earliest month the capacity can exist at all, whatever is spent.

Free. No signup. Your figures never leave your browser: Copy link carries them inside the link itself, so they reach no server and go only where you send it. Two things do leave: what you type into the chat bubble, and a file you ask to be emailed after a download.

Your team and how it fills

Where you are now

Today’s output, and how fast it leaks away.

How long a new hire takes to help

These three are the whole reason a headcount number is not a capacity number.

What you can absorb, and what it costs

Cost is optional. Leave it at 0 and the plan still works.

All of these are placeholders, not benchmarks. Take ramp and time to fill from your own last ten hires, and attrition from your own leavers. Nothing here can verify an industry figure, and the whole answer moves with them.

The capacity you need

Showing a sample plan so you can see how it works. Type over it, or paste your own.
CAPACITY, NOT HEADCOUNT The one that changes the answer. Enter the productive output you need. The work that has to get done, in full-time equivalents. If you enter the headcount you were approved, this tool will faithfully tell you how to hire enough people to deliver that many people’s worth of output, which is more people than you were approved.
WHERE TO GET IT From whatever sizes your work: contacts and handle time for a support team, tickets per engineer, accounts per manager, cases per adviser. If you use the WFM Scheduler, its FTE figure is exactly this number.
RAMP AND MONTH-ONE OUTPUT Months from starting to carrying a full load, and what they deliver in their first month. Ask three recent hires; the answer is usually longer than the plan assumes.
ATTRITION Your monthly leaver rate. Annual divided by twelve is close enough to start. 2% a month is roughly 21.5% a year, because it compounds.
TIME TO FILL Requisition approved to first day, including notice periods. This is what decides whether the recruiting should already have started.
STARTS A MONTH Onboarding, trainers, desks, interview panels. Whatever binds first. Without a limit the plan will happily assume you can start thirty people in January.
MonthYYYY-MM
Capacity neededFTE of output

One month per line: YYYY-MM | capacity needed. This box and the rows above are the same data. Editing either updates the other.

What it actually takes

Analysis & Recommendation

What would reduce the hiring, and what each move is measured to be worth

This updates on its own whenever you change anything on the other tabs. It is never showing you advice about a plan you have already changed.

Definitions

 

Ticked entries re-derive their own result at page load, independently of the engine, and compare. A definition nobody verifies is only a comment.

Muster · a CMK Sons Labs operations tool · everything computed in your browser