A Manpower Plan (also known as a headcount plan) is a pre-recruitment process — it helps your organization understand how many people you currently have, how many you need, and when you’ll need them.
While it technically comes before recruitment, we built it right into Recruitera — because it’s the missing link that completes your hiring cycle and removes a major hassle from recruiters.
No more jumping between spreadsheets or waiting on approvals from multiple teams — everything is now visible and connected in one place.
Why It Matters (and Why It’s Inside an ATS)
In most companies, workforce planning happens separately from recruitment — often in Excel sheets managed by HR or Finance. The problem? Recruiters get hiring requests without clear visibility into what’s approved, what’s pending, or what’s already filled. By adding Manpower Planning inside Recruitera, we’ve made it part of your daily workflow.
Now you can:
See approved hiring needs directly from the Requisition Module
Know what positions are already filled
Plan upcoming hires accurately
Stay aligned with department budgets and approved headcount
How It Works in Recruitera
Inside Recruitera, the Manpower Plan gives you a clear, structured view of your team’s hiring needs using three smart data points:
1️⃣ Current Headcount
Shows the number of employees currently occupying positions in each department or role. This gives you a real-time view of how many people are already part of your team.
2️⃣ Budgeted Headcount
This value is automatically synced with the Requisition Module — specifically from requisitions that have been approved by the assigned approvers. It represents the approved hiring capacity for each department, based on the company’s manpower plan.
💡 Every time a requisition gets approved, your budgeted headcount updates automatically.
3️⃣ Need to Hire
This is the difference between your Budgeted Headcount and your Current Headcount. It tells you exactly how many hires are still needed to meet the approved plan — so you can focus your recruitment efforts on filling those gaps first.
💡 Example:
If the Marketing department has 10 approved positions (budgeted) and 7 already filled (current), the system automatically shows 3 need to hire.
(📸 Screenshot: Headcount Overview Table)
How It All Comes Together
Here’s the beauty of it — Recruitera connects the dots between planning and action:
Requisitions → define what roles need to be filled.
Approvals → confirm which requests are budgeted and valid.
Manpower Plan → shows your real-time hiring progress.
So instead of waiting for reports or manually calculating headcount gaps, you get an always-updated snapshot of your workforce pipeline.
💡 This gives recruiters clarity, department heads visibility, and management confidence — all within the same system.