Headcount + people-cost forecasting

See your workforce years before it happens.

μFORE (pronounced “myoo-for”) is a strategic workforce planning platform that lets Finance, HR and Strategy turn a few assumptions into a complete year-by-year forecast of headcount and people cost.

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WHAT YOU STATE · 6 ASSUMPTIONSHEADCOUNT

A-01Company headcount planEntire organization · 1,950 → 2,610VALUE

A-02Engineering growthDepartment: Engineering · 9% a yearGROWTH

A-03Sales growthDepartment: Sales · 6.5% a yearGROWTH

A-04Customer Success growthDepartment: Customer Success · 6% a yearGROWTH

A-05Sales regional mixDepartment: Sales · by region · APAC 13% → 20%RATIO

A-06Leadership layer grows slowlyLevel: Director+ · 120 → 128VALUE

HEADCOUNTATTRITIONPROMOTIONSTRANSFERSRECRUITMENTCOMPENSATION

WHAT YOU GET · 72 SEGMENTS × 5 YEARSNEWCO SOFTWARE · FY26 BASE PLAN

2025 · ACTUAL

1,840

CLOSING

EXITS—

HIRES—

COST—

/HEAD—

2026

1,950

CLOSING

EXITS−230

HIRES+340

COST$361.7M

/HEAD$185.5k

2027

2,090

CLOSING

EXITS−246

HIRES+386

COST$399.0M

/HEAD$190.9k

2028

2,260

CLOSING

EXITS−265

HIRES+435

COST$431.8M

/HEAD$191.1k

2029

2,430

CLOSING

EXITS−286

HIRES+456

COST$478.0M

/HEAD$196.7k

2030

2,610

CLOSING

EXITS−307

HIRES+487

COST$528.7M

/HEAD$202.6k

RUN · 72 SEGMENTS · COMPLETE✓ RECONCILES · ALL YEARS · UNEXPLAINED 0

One change, the whole plan

Change one assumption. See everything it moves.

Make a change, run the scenario, and see the impact on exits, promotions, transfers, hiring need and people cost.

μFORE · Scenario · what one change reaches2026–2030

Choose one assumption to changeRegional expansion in 2028Raise attrition to 16.5%Freeze merit in 2028

The one changeHeadcount plan: +380 people in 2028 for a regional expansion, faster growth after

Regional expansion in 2028: reaches 6 of 6 modules.

Headcount
Changed
Closing headcount
20302,610 → 3,250+640 up
Attrition
Follows
Exits
2030307 → 370+63 up
Promotions
Follows
Promotions
203095 → 118+23 up
Transfers
Follows
Transfers
203078 → 98+20 up
Recruitment
Follows
Hires needed
2030487 → 690+203 up
Compensation
Follows
Total people cost
2030$528.7M → $658.3M+$129.6M up

Each chart keeps one scale for every choice, so a line that does not move really did not move.

The headcount walk

A forecast Finance and HR can agree on.

Every year runs from opening headcount through exits and hires to closing, and ties exactly. No gaps to explain, nothing to reconcile by hand.

μFORE · Explore · Headcount walkNewCo Software · FY26 base plan

2026: opens at 1,840, 230 exits, 340 hires, closes at 1,950. 2027: opens at 1,950, 246 exits, 386 hires, closes at 2,090. 2028: opens at 2,090, 265 exits, 435 hires, closes at 2,260. 2029: opens at 2,260, 286 exits, 456 hires, closes at 2,430. 2030: opens at 2,430, 307 exits, 487 hires, closes at 2,610.

Scenario comparison

See what moved, and why.

Run an alternative beside your base plan. Compare headcount, hiring, exits and cost year by year, and see which assumptions changed, module by module.

Closing headcount · 2030

+640 ▲B vs A

A: 2,610
B: 3,250

Net hires · 2028

+460 ▲B vs A

A: 435
B: 895

Total people cost · 2030

+$115.8M ▲B vs A

A: $528.7M
B: $644.4M

μFORE · Compare · Total headcount2026–2030

A · FY26 base plan
B · Expansion under pressure

The Compare chart from the product. B changes three assumptions at once: a regional expansion in 2028, attrition up to 16.5%, and a merit freeze in 2028. Headcount, exits, hiring and total cost all rise. Pick a measure to see each one.The Compare chart from the product. B adds a 2028 regional expansion, higher attrition and a merit freeze. Pick a measure; the cards above give both figures.

What changed between A and B

Headcountchanged
Attritionchanged
Promotionsunchanged
Recruitmentderived
Compensationchanged

Aggregate by design

Model the workforce, not the people.

Start strategic workforce planning with groups like departments, levels and regions. No named employee records required, which makes getting started simpler.

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μFORE · Results · Headcount3 of 72 segments

Department	Level	Region	2025	2026	2028	2030
Engineering	IC 4-6	North America	164	179	212	252
Engineering	IC 1-3	North America	141	154	183	217
Sales	IC 1-3	North America	110	115	124	135

Historical actualForecast

Department × Level × Region is this demo's shape.

μFORE Market Intelligence

Understand the market for the roles you plan.

Wages, hiring and supply by occupation and metro, from public US statistics, with sources shown.

Read market pay for any role and metro, such as the median and 75th percentile, to understand what a role costs where. Then use it to refine the compensation assumptions in your plan.

μFORE · Market Intelligence · Role × MetroSoftware Developers (15-1252) · Austin–Round Rock–San Marcos, TX

Tightness

harder (descriptive)

Tight ahead · tight now

Median wage

$138,515

Vs national $140,436

75th percentile

$174,259

Base pay

Three readings for one role in one metro.

A wage distribution band from the 10th to the 90th percentile — The wage distribution for one role in one metro, from published percentiles.The same distribution, drawn: the published percentiles for one role in one metro.

Who it’s for

Three lenses, one model.

Finance
How much would a merit freeze in two years free up to reinvest?
HR / Workforce planning
Do our recruiting targets actually cover growth and everyone who leaves?
C-suite / Strategy
What do faster growth, a slowdown or a shift in mix do to headcount and cost?

See where your workforce is heading.

We’ll walk you through μFORE on the questions you’re working on.

Request a demo

See your workforce years before it happens.

Change one assumption. See everything it moves.

Headcount

Attrition

Promotions

Transfers

Recruitment

Compensation

A forecast Finance and HR can agree on.

See what moved, and why.

What changed between A and B

Model the workforce, not the people.

Understand the market for the roles you plan.

Tightness

Median wage

75th percentile

Three lenses, one model.

See where your workforce is heading.