Planning
Headcount, openings and what is coming.
Current headcount, open roles, expected starters, known leavers and the capacity each team will actually have. Not enterprise workforce analytics — the handful of numbers a founder needs before committing to a hire.
Harbourline
18 people · 5 teams · 2 locations
Customer Success
4 people
Marketing
3 people
Sales
4 people
Operations
4 people
Finance
2 people
Five numbers, kept honest
Headcount split by employment type, open roles, accepted offers with start dates, notice periods running, and the net position each month. Contractors counted as contractors.
Open roles are already unfilled work
A vacancy carries the responsibilities of its role, and those are currently being covered by somebody. Planning that treats an opening as a blank is missing the cost.
Notice periods change the picture
Because notice is a structured term from the contract, a resignation today produces an accurate date rather than an approximation.
Projections are labelled as projections
"Sales reaches full capacity in November on the current hiring plan" is a statement about a plan, and the assumptions behind it are listed rather than hidden.
Questions this answers
The things you currently have to ask somebody.
Each of these is a question an owner asks regularly and currently answers from memory, a spreadsheet, or by interrupting whoever is nearest.
What will this team's capacity be in November?
How much work is an open role currently absorbing?
Who is on notice, and when do they actually finish?
What is our real headcount, excluding contractors?
Which team is furthest from being able to cover its own responsibilities?
Where this stops
What it does not do.
This is arithmetic on what you have recorded, not a forecast. It does not model attrition, predict who might resign, or attempt to price a hire. It will not tell you whether to recruit — it tells you what you currently have and what is already committed, which is the part people usually get wrong from memory.
Next
Where this connects.
Run your team with clarity.
From the moment someone joins to the day their responsibilities are handed over, Orglume keeps your people, their work and your organization connected.
Set up from a spreadsheet · Nothing about the AI is metered · [email protected]