Episode 1: Preparing for Q4 Headcount Planning

Written By Eric Guidice

In the first episode of The Headcount Experts, Eric Guidice and Chris Mannion kick off the series by breaking down what it really means to prepare for headcount planning season. They unpack why most teams start too late, how preparation differs across functions, and what great looks like when Finance, Recruiting, and HR are aligned early. The conversation covers how to gather the right inputs, build cross-functional trust, and avoid the bottlenecks that derail planning every year. They also share firsthand stories from scaling high-growth companies and the frameworks that turned chaos into clarity. This episode sets the stage for the season by giving listeners a playbook for how to start planning the right way.

Podcast Overview

    Q4 Headcount planning starts now

    Every Q4 pressure to wrap up this year’s hiring plan while forecasting next year’s. For most, it’s spreadsheets, meetings, and arguments over what’s “realistic.”

    In the first episode of The Headcount Experts, two operators who’ve lived this process break down what recruiting leaders should be doing right now to close 2025 strong and enter 2026 with data, alignment, and credibility.

    Why You Should Listen

    We’re ex-practitioners from companies like Uber & Wayfair, talking openly about what works, what scales, and what they’d do differently if we were back in your shoes.

    • Capacity ≠ headcount. Most TA teams plan around open reqs, not recruiter bandwidth. Chris explains why “do more with less” only works if you understand true recruiting capacity.

    • Q4 chaos is predictable. Eric breaks down why every plan falls apart in January — and how the best teams use October and November to pre-align finance, HR, and hiring managers before the flood hits.

    • Data earns credibility. Both agree: the only way TA leaders get taken seriously in planning is by bringing defensible data to the table — not spreadsheets of guesses.

    Three Big Takeaways

    1. Q4 is when TA Leaders earn their credibility. The quality of data about past performance, and it’s correlation to future outcomes directly impacts your influence on future plans. If a recruiting leader believes a future plan is not possible, the response should be “how can we help you” vs “why not”

    2. Scenario planning is your leverage. Everything is possible — if you can price it in time, budget, or talent trade-offs.

    3. Recruiting is a service function — act like it. Align expectations early, quantify capacity honestly, and say “no” with confidence.

    Why It Matters

    As former members of the internal TA teams, Chris and Eric make the case that recruiting should lead the conversation regarding the capability of the recruiting team to meet future demand. If you’ve ever been stuck between “impossible hiring goals” and “limited recruiters,” this episode gives you the tools (and language) to change that dynamic.

    Eric Guidice