Workforce Planning Calculator
Work out gross hires from a growth target and an attrition rate — the growth hires plus the replacement hires — then the offers to extend and when recruiting has to start.
Free · No sign-up · Nothing leaves your browser · Figures reviewed 22 September 2026
Your details
Months.
Optional — gives you the recruiting budget.
Hires needed over 12 months
72
40 to grow and 32 to replace leavers.
- Growth · 56%
- Replacement · 44%
The plan
- Headcount today
- 200
- Target headcount20% growth
- 240
- Net additions
- 40
- Expected exits16% annual attrition over 12 months
- 32
- Gross hires needed
- 72
What that means for recruiting
- Hires a month
- 6
- Offers to extendAt 75% acceptance
- 96
- Start recruiting byAverage time to hire
- 45 days before each start date
- Recruiting budget
- ₹64,80,000
The attrition lever
- Share of hiring that is replacement
- 44.4%
- Cost of replacement hiring
- ₹28,80,000
Replacement hiring is invisible in a growth plan until you cost it. Cutting attrition by a fifth removes a fifth of the replacement hiring, permanently.
Attrition is applied to current headcount here, which understates it slightly in a fast-growing team — new joiners leave at a higher rate than the average.
Time to hire is the reason a headcount plan and a recruiting plan are not the same document. A start date in April on a 45-day time to hire is a search that begins in February.
A growth target of thirty people is never thirty hires. Attrition running underneath it means replacement hiring that does not show up in the plan until somebody costs it.
This separates the two, converts them into offers at your acceptance rate, and shows what share of your recruiting capacity is spent standing still.
Frequently asked questions
- How do I calculate how many people to hire?
- Net additions to reach the target, plus expected exits over the period at your attrition rate. Then divide by your offer acceptance rate to get the number of offers you need to extend.
- Why is replacement hiring so easy to miss in a plan?
- Because the headcount target only describes the net position. A team of 200 growing 20% with 16% attrition needs 72 hires to add 40 people — nearly half the recruiting effort goes on standing still.
- When should recruiting start for a given start date?
- Your average time to hire before it, and longer for senior or specialist roles. A start date in April on a 45-day time to hire is a search that begins in February.
About this tool
Built by the ViniOffice team. Figures and rules last reviewed 22 September 2026 against the statutory reference this team maintains. Indian statutory rates are date-effective and change by notification — confirm against the current one before running payroll or filing.
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