Plan hiring for the next 2 quarters.
Inputs:
- Current team structure: {{paste — roles, levels, who reports to whom}}
- Workload / capacity signals: {{paste — backlog growth, OKRs at risk, areas where one person is the only one who knows X}}
- Business growth projection: {{paste — revenue, customer count, geographic expansion if relevant}}
- Budget envelope: {{paste — headcount budget, salary bands, any restrictions}}
Output:
## Phased plan
A table by quarter:
| Quarter | Role | Level | Why now | Risk if delayed |
|---|---|---|---|---|
## Sequencing logic
Why this order. Which roles unblock others. Which roles can wait if budget shifts.
## Single point of failure list
People on the team who, if they left tomorrow, would create a crisis. Plan should reduce this list, not just add capacity.
## Trade-offs
Honest:
- What capability we're choosing not to build this period and why
- Roles where leveling-up internal vs. hiring external is the call we made
## What needs to happen this month
The 3 concrete actions to make Q+1 hires possible — JD, panel, sourcer kickoff, etc.
Hard rule: don't propose a role without naming what it unblocks. "We need a designer" is not a hire — "we can't ship the redesign in Q3 without a designer" is.hiringplanningorg-design