align your workforce to what's next
Strategy fails when workforce plans lag behind business plans. entomo's agentic intelligence connects your growth ambitions to workforce capabilities, modeling demand, surfacing gaps, and building succession pipelines before the need becomes urgent.
get started →everyone sees how their work connects to the bigger picture
When people understand why their goals matter beyond their team, they own them differently. Your AI coach translates enterprise strategy into personal context, showing every employee exactly how their work cascades to the outcomes the organization is chasing this quarter.
- Readiness: 88% of dependencies met, 3 risks identified
- Critical path: QA sign-off (on track), DevOps infrastructure (delayed 2 days)
- Team capacity: Marketing overallocated 120%, recommend shifting 2 initiatives
- Action: Schedule sync with DevOps lead and reallocate marketing workstream
meet the planning agents that work for you
see the workforce you'll need, the talent you have, and what to do about the gap
Strategic workforce planning is more than forecasting headcount. Your AI Coworker projects future workforce demand and talent supply, identifies the gaps between the two, and models multiple scenarios to help HR understand the impact of different workforce choices.
From build-vs-buy and redeployment to hiring, reskilling and succession, it evaluates the options and translates them into 4B recommendations, Build, Buy, Borrow and Bot, so workforce decisions are backed by data, scenarios and clear actions.
Your planning team moves from asking “How many people will we need?” to “What workforce strategy should we act on?”
| role | demand | supply | gap |
|---|---|---|---|
| data engineering | 48 | 31 | −17 |
| store managers | 96 | 84 | −12 |
| all roles | 1,240 | 1,085 | −155 |
model workforce demand against business strategy, before you hire wrong
Workforce planning at the speed of business strategy: DIA models headcount scenarios against revenue forecasts, stress-tests succession depth, and maps workforce capability against the roles your business will need in 12 and 24 months, so your board presentation is built on data, not on assumptions.
from the projection to the plan you act on
the co-worker above runs the first three tabs, from demand and supply to the 4B split, and the plan it produces is cascaded, tracked and governed in the last two.
demand projected from the strategy, not last year's headcount
Translate growth plans, new markets and product roadmaps into the roles and capabilities each will need, by horizon, so demand reflects where the business is going rather than where it has been.
demand built from internal and external signals
Volume forecasts, productivity rates and workload from inside the business, market and seasonal signals from outside it, so the demand curve learns from evidence instead of a single assumption.
volume converted into roles and hours
Turn a demand forecast into the people it takes, by role, using productivity rates and working patterns, repeated for every role from the front line to leadership.
headcount mapped to strategic horizons
Plan headcount by role, level, and location across short- and long-range horizons with live cost tracking and budget alignment.
supply projected with attrition, movement and skill decay
Start from who you have, then model expected attrition, retirements, internal moves and skills that will age out, so supply is a forecast rather than a snapshot of today.
supply measured as capability, not just headcount
Assessed skills and performance sit behind every supply number, so a role that is filled on paper but thin on capability shows up as the gap it is.
capacity forecast tied to workload reality
Map team and individual capacity against current and future workloads, identify overallocation and redeployment opportunities before bottlenecks form.
talent gaps surfaced before they hurt
Identify skill and role shortfalls across the organisation, quantified by gap size and urgency so planning teams act on the right priorities first.
workforce segmented by strategic value
Group talent by skill rarity, retention risk, and strategic criticality, so planning investments land on the populations that matter most.
multiple futures modelled side by side
Growth, flat and downturn cases, a new market, an acquisition or an automation programme, each run as its own scenario and compared before anything is committed.
what-if headcount modeled in minutes
Combine hiring, attrition, structure, and location variables into instant scenarios, compare outcomes across multiple futures before committing to any.
org design modeled before you commit
Reshape reporting lines, spans of control, and team structures in the platform, see cost and coverage implications before any change goes live.
workforce cost modeled by scenario
Run payroll, benefits, severance, and hiring costs through every scenario, with variance reporting against budget so finance and HR speak the same numbers.
attrition stress-tested across scenarios
Model replacement costs, hiring timelines, and continuity risk at different attrition rates, so contingency plans exist before departures happen.
peaks and events planned without permanent hires
Model a launch, a season or a surge as a temporary demand curve and staff it with transfers, cross-trained people and contingent crew rather than headcount you carry all year.
the recommended scenario, with its reasons
Scenarios are ranked on time, cost and risk against the constraints you set, and the recommendation arrives with the assumptions behind it, so leadership can challenge them.
build, buy, borrow, or automate decided fast
Evaluate every sourcing option for each capability gap, internal development, external hire, contract talent, or automation, with cost comparison.
build: reskill and develop the people you have
Where a gap can be closed from inside, the recommendation names who, which skills and how long, and turns it into development plans, mentoring and stretch assignments with progress tracked.
build: succession pipelines for the roles that matter
Critical roles risk-scored and talent pools built behind them, with ready-now, ready-soon and developing successors, so the build option covers the leadership bench and not only skills.
buy: hire where the market has what you lack
Net-new capabilities with no internal bench go to external hiring, benchmarked against live market demand and cost, so offers land right the first time and the hiring plan is sized to the gap.
borrow: redeploy, transfer or contract for the peak
Surplus in one unit becomes supply for another, and temporary demand is met with internal transfers, cross-trained people and contract or gig talent rather than permanent headcount.
bot: automate the tasks, keep the people for the work
Where the gap sits in repeatable tasks rather than whole roles, the recommendation shows what automation absorbs, what remains for people, and what the workforce looks like on the other side.
one recommendation, priced and owned
Every gap gets its build, buy, borrow and bot split with cost, time and risk side by side, translated into a hiring plan, a reskilling plan and redeployment moves with named owners, ready for the board.
critical roles identified and risk-scored
Flag mission-critical positions by strategy dependency, tenure risk, and replacement difficulty, then see the succession risk score for each one.
9-box calibration at every leadership level
Place talent on performance-potential grids across the organisation, run calibration sessions and compare cohorts with structured, bias-checked criteria.
talent pools managed with readiness depth
Build and track talent pools for every critical role, see ready-now, ready-soon, and developing candidates so bench depth is never a blind spot.
readiness scores updated as development moves
Successor readiness scorecards pull in competency data, assessment results, and experience milestones, giving boards current, evidence-based pipeline views.
development gaps turned into acceleration plans
Translate competency gaps for each successor into targeted plans, mentoring assignments, cross-functional moves, and stretch projects with progress tracking.
leadership pipeline visible end to end
Track emerging leaders from first identification through full readiness, with progression milestones, risk flags, and retention indicators in one view.
succession governance with full audit trail
Document every decision, nomination, and plan update in the platform, so succession governance is auditable, defensible, and ready for board review.
nudges that close every leadership gap
Share insights across the organisation and deliver individualized, system-enabled nudges that push managers and talent to act on development gaps.
strategy cascaded to every department
Link strategic objectives to performance KPIs and cascade them from executive level down to every department in a single flow.
strategy scored from every perspective
Balanced scorecards weigh financial, customer, process, and people measures side by side, so leadership sees whether strategy is working beyond a single number.
measures configured for any structure
Define program duration, KPI count, approval levels, and target scales, then assign configurations to any organisational entity you choose.
KPI library built for your roles
Start from pre-defined KPIs or draw on the library for inspiration, push them down the hierarchy and pre-assign to entities automatically.
programs tracked from strategy to execution
Formulate, update, and govern every program and milestone in one place, so leadership always knows where strategy stands against plan.
one dashboard, every program's health
See which projects are on-track, delayed, or off-track from a single screen, with completion percentages updated as teams submit actuals.
analytics that go past program status
Slice performance by entity, KPI, and time period across the whole strategy map, from enterprise trends down to a single team.
risks flagged before they derail
Track, add, and update risks linked to specific programs or milestones, with red-flag alerts on KPIs and automated nudges to owners for resolution.
initiative owners nudged to submit actuals
Automated reminders keep progress data fresh, so dashboards reflect reality and leadership makes decisions on current information, not stale reports.
what does strategic workforce planning produce?
strategic workforce planning turns a business strategy into a workforce you can staff. entomo projects demand from strategy and signals, measures supply with attrition and movement, surfaces the gap by role, models the futures side by side, and returns one recommendation across build, buy, borrow and bot, with cost, time and risk side by side, translated into a hiring plan, a reskilling plan and redeployment moves with named owners.
further reading
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