Workforce Decision Workspace
The workspace People Leaders use to make workforce decisions.
For CHROs, Heads of People, VPs of Talent, and TA leaders. One place to see what needs your attention, what to do next, and what business impact is at stake — across hiring, workforce planning, and transitions.
Trusted by leaders at
Three Decision Areas
Hiring, Planning, and Transitions — in one decision workspace.
People leaders don't think in projects — they think in decisions. The workspace surfaces what's at stake, what stage each decision is in, and the one next action that moves it forward.
Hiring Decisions
Hire with executive clarity.
Track every open hire as a decision — role definition, salary positioning, pipeline health, and the next action — with a leadership-ready summary at the end.
Planning Decisions
Plan the workforce strategically.
Annual headcount plans, departmental growth, workforce budget, leadership succession, and organizational design — modeled and approved as decisions, not spreadsheets.
Transition Decisions
Lead change responsibly.
Reorgs, restructures, and reductions — modeled end-to-end through readiness, communication, manager prep, and employee support planning.
Inside the Workspace
A leadership briefing, not a tool library.
Workforce priorities at the top. Active decisions with stage, business impact, and one recommended action. Leadership-ready deliverables on the side.
Workforce Intelligence
What workforce decision should you make next?
A single view of hiring, planning, retention, and transition activity.
Active Hiring Projects
7
3 critical roles unfilled
Workforce Plans
2
FY2026 awaiting approval
Transition Initiatives
1
22 employees in scope
Critical Workforce Risks
4
2 teams elevated retention risk
Workforce Insights
3 critical roles remain unfilled
Estimated vacancy exposure: $42,000 across Finance, Eng, and CS.
2 teams show elevated retention risk
Engineering and Customer Success trending above 18% annualized turnover.
Workforce transition planning required for 18 employees
Customer Success reorg — Transition Readiness Assessment not yet complete.
FY2026 headcount plan awaiting executive approval
$2.4M modeled across Product, GTM, and Operations.
Questions You May Want Answered
Hiring
- How much are our open roles costing us?
- Which roles are hardest to fill?
- Are our salary ranges competitive?
- Do we have enough recruiting capacity?
Workforce Planning
- Can we support planned headcount growth?
- What happens if hiring slows?
- Which departments are understaffed?
Retention
- Where is turnover becoming expensive?
- Which teams may need attention?
- Are managers retaining talent effectively?
Transitions
- What would a restructuring save?
- Which teams would be impacted?
- How should we support affected employees?
Recommendations
Controller Role
Open 82 days · Estimated vacancy impact $38,000
Similar finance leadership searches typically take 90+ days. Consider recruiting support.
Customer Success Reorganization
22 employees affected · Manager readiness low
Employees navigating workforce changes often benefit from structured career transition support.
Need a thought partner on a workforce decision?
Our advisors work alongside HR leaders on hiring, planning, retention, and transition decisions.
Leadership Story
“Glenmont gave our leadership team a single place to plan hiring, model headcount, and work through a reorganization — without juggling spreadsheets across five departments.”
Daniel R. — Chief People Officer, Global Professional Services Firm