Most HR tech stacks rely on spreadsheets as their “orchestration layer,” but spreadsheets drift, break, and hide accountability. Every HR tech stack needs a true operating layer — headcount365 delivers it.

Time to hire is a benchmark metric, but with noisy data and inconsistent measurement. Learn the three proven ways to improve the accuracy of time to hire and make it a more predictive tool for workforce planning.

Predictive backfills create accurate revenue forecasts by reducing the impact of attrition on revenue.

Unlock the secrets to effective headcount planning. Learn about attrition and internal mobility data, headcount ratios, and more to drive informed decisions.

Key differences that separate workforce planning, workforce management, headcount planning and headcount management.

A deep-dive comparison of the two most popular recruiting strategies.

Key metrics & considerations Recruiting Leaders need to build an accurate recruiting capacity model.

Spend less time organizing data and more time actioning it. See what happen without hours of reconciliations.

A Recruiting Leaders guide to managing the “on-hold” status for requisitions on the hiring plan.

Why waste time completing SOX audits when you can do it with the click of a button.

Accuracy increases every spreadsheet you eliminate.

Automating the movement of headcount data between hiring managers, Finance, Recruiting and HR saves hundreds of hours a year.

The best recruiting leaders ensure their FP&A team can accurately predict recruiting production.

Specific metrics for every stage in the requisition lifecycle are more accurate than broad time to fill/time to hire metrics.

Recruiting, HR, and Finance leaders have spent years patching together complex trackers to manage hiring plans, budgets, and approvals—only to end up with time-consuming reconciliations, inaccurate data, and constant version control headaches.