The Hiring Forecast report gives a high level understanding of the future demand that the sales pipeline might place on your team’s ability to service new work over the next 30-90 days. This is an integral part of green-lighting budget for hiring.
With this report you are able to select which pipeline projects you would like to include in your forecast. For a quick bulk selection, try using the "percent probability" field above the chart in the report. For example, when 80% is input, the report will select all pipeline projects at 80% and higher. These percentages are pulled from the stages within your CRM. You may also individually select pipeline projects with the “Select Pipeline Projects” button
If you notice that the projected hours from high probability projects in the pipeline are placing long term demand on your team’s capacity, you can have the confidence that making new hires isn’t going to create a profit harming bench.
This report can be viewed by hours or by full-time equivalents. A full-time equivalent (FTE) is a unit of measurement used to forecast workforce needs. The calculation for an FTE is planned hours divided by company base capacity.
1. Weekly Ops Cadence
Use it during the Open Roles & Hiring review during the recommended weekly Operations Cadence to:
Validate whether current open roles justify Requisitions
Spot demand cliffs (upcoming months with sharp demand spikes)
Sync hiring timelines with project start dates
2. Filter by Time Horizon & Department
Avoid Reactionary Hiring
Filter by:
Next 4, 8, or 12 weeks
Specific roles or departments (e.g. UX, Data Engineering)
Worker type (full-time vs contractor)
Tags (by skill)
This lets you size the issue and decide what kind of hire you need, and when.
3. Compare Against Requisitions (if used)
Cross-reference with any open or pending requisitions:
Are roles in the forecast already being recruited for?
Are we ahead or behind hiring timelines?
Do any Requisitions need escalation or reshaping?
You’re looking for misalignment between what we say we’re hiring and what the data says we need to hire.
4. Look for Trends, Not Just Spikes
The report should avoid being reactionary and instead, use it to be visionary:
Spot persistent gaps (roles that are consistently underwater and over burdened)
Validate org-level growth plans
Advocate for pipeline planning or cross-training
If “we’re always short on mid-level frontend” is a pattern — this report will show it.
5. Use Saved Views to Stay Focused
Save common filters like:
“Q4 Dev Needs”
“Design Roles Next 8 Weeks”
“Roles Missing Requisitions”
This saves you time, and lets other leaders stay aligned without recreating the wheel.
The Hiring Forecast Report should drive action around Resourcing & Hiring
Make it part of your weekly cadence
Filter, save, and pair it with Requisitions
Use it to tell clear, proactive staffing stories of how things look today and down the road