How many reps must you hire to hit next year's number, and by when?
Enter your bookings target, quota, ramp, attainment, attrition and recruiting lead time. The planner counts ramped capacity month by month and works backwards to the latest start date for each hire cohort. It runs privately in your browser and uploads nothing.
Your plan
Assumes recruiting starts in the first plan month, bookings spread evenly across months, and reps at or over quota counted at the attainment you enter. Attrition is an expected-value rate, so headcount can be fractional.
Hiring plan
Effective attainment
Expected bookings per ramped rep
Bookings from existing reps only
Gap before hiring
Bookings with the hiring plan
Gap vs target with the plan
Pipeline-supported bookings (coverage x win rate)
Hire cohorts: latest start and requisition dates
Start by
Hires
Open requisition by
Hire early vs hire late
Incremental hires only, within the 12-month plan
Plan
Bookings
Hire cost
Shortfall if attainment 10% lower
Sensitivity: hires needed
Hires needed at the earliest start (rows: average attainment change in points; columns: attrition vs your input)
Month by month
Capacity and bookings
Month
Headcount
Ramped reps
Bookings
Cumulative
Gap to pace
Common questions
How many sales reps do I need to hire to hit my bookings target?
Divide the target by what one fully ramped rep is expected to book (quota times your real average
attainment), then correct for the three things that make that number too low: new hires take months to
ramp, some reps leave before they are productive, and recruiting takes time before a rep can even start.
This planner does that correction month by month: it counts existing reps by tenure, applies the ramp and
attrition, and finds the fewest hires, starting as early as your hiring lead time allows, that close the gap.
How do I work out the latest date I can start a hire?
Work backwards from the target. A rep who starts later contributes fewer ramped months inside the year,
so each start month has a known contribution. The planner delays each needed hire as far as the target
still holds, given the others, and then subtracts your hiring lead time to give the date by which the
requisition must be open. Any slack you have is spent on the latest start dates; with no slack, every hire
has to start at the earliest month the lead time allows.
Why plan on average attainment instead of quota?
Because most teams do not average 100% of quota. If 55% of reps hit quota and the rest average 70%, the
team averages about 86.5%, and capacity planned at 100% is roughly 15% short before any ramp or attrition.
The planner takes the share of reps at or over quota and the average attainment of the rest and blends
them. It counts reps at or over quota at 100% unless you enter a higher figure, which is deliberately
conservative.
Should I hire early or hire late?
Hiring early costs salary and benefits for months of partial output; hiring late saves that cost but
leaves no margin if attainment slips or reps leave. The planner prices both from your fully loaded cost
per rep: the extra cost of starting every hire at the earliest month, the extra bookings it buys, and the
shortfall each plan shows if attainment is ten percent lower. That turns an argument into a cost per extra
dollar of bookings.
Does this model pipeline, seasonality or territories?
Only partly. Pipeline coverage and win rate give a ceiling on what the pipeline can support, and the
planner warns when more reps would not help because there is not enough pipeline. It does not model
seasonality, territory splits, product mix or quota changes mid-year: bookings are spread evenly across
months and the target is a single annual number.
Is my sales data uploaded anywhere?
No. The planner runs entirely in your browser. Your target, quota and headcount are never sent anywhere.
The share link stores your inputs in the link itself, so anyone you send it to sees those numbers, and the
optional usage counter records only which features were used and the day.