Headplan

Finance and people teams often maintain multi-tab headcount models while recruiting and employment actuals live elsewhere. The research confirms established planning products and an enterprise-priced offering with recruiting connections, so the category is not empty. The narrower hypothesis is a lower-complexity workspace for companies without a data warehouse, but buyer size, budget and required interfaces remain unverified.

Headplan should separate planning entity and scenario, approved position and owner, department and cost center, location and employment type, target dates, compensation-band source and version, benefit and payroll-tax assumptions, currency and exchange rate, equity cost assumption, recruiting requisition and aggregate stage counts, offer fact under access control, start probability as an explicit assumption, finance review, hiring-authority decision, exact requisition command, destination acknowledgment, readback, employee actual, payroll actual, variance and correction.

The product must not rank or score candidates, infer protected traits, expose individual recruiting details to finance unnecessarily, decide whom to hire, freeze a requisition automatically, promise compensation or tax accuracy, replace official payroll or employment records, or treat a scenario as an approved budget.

Finance operations, financial planning and people operations teams at smaller and mid-market companies managing headcount without a dedicated data warehouse.