Workforce Composition

Comprehensive analytics and deep-dive capabilities

Time Period:

Department:

Location:

Employee Type:

Headcount Trends & Forecast

Q3 Hiring Freeze (Sep)

Acquisition (Mar)

By Department

Engineering

12,500(27%)+8% YoY

Sales

8,200(18%)+5% YoY

Customer Success

6,800(15%)+12% YoY

Marketing

4,200(9%)-2% YoY

Product

3,800(8%)+15% YoY

Operations

3,200(7%)+3% YoY

Finance

2,400(5%)+1% YoY

1,800(4%)+6% YoY

Legal

1,200(3%)+0% YoY

1,900(4%)+10% YoY

By Employment Type

FTE (70%)

Contractor (20%)

Intern (10%)

By Seniority Level

C-Level

450.1%

VP / Director

5201.1%

Manager / Lead

4,2009.1%

Individual Contributor

41,63589.7%

Gender Distribution

Overall Company

Male: 52%

Female: 46%

Non-binary: 2%

Leadership

Male: 65%

Female: 33%

Non-binary: 2%

Gap Highlighted

Engineering

Male: 72%

Female: 26%

Non-binary: 2%

Gender gap in leadership -3% YoY (improving)

Generational Analysis

Gen Z (18-27)15%

Millennials (28-43)54%

Gen X (44-59)26%

Boomers (60+)5%

⚠️ 35% of leadership retiring in 5 years

🚨 High succession risk indicator

Span of Control Analysis

Department	Manager Count	Avg Direct Reports	Min	Max	Flag
Engineering	85	14.7	8	22	Too Wide
Sales	42	11.2	6	18	Optimal
Customer Success	38	8.9	5	14	Optimal
Marketing	18	3.2	2	6	Too Narrow
Product	22	8.6	4	12	Optimal
Operations	28	13.8	9	19	Too Wide
Finance	12	7.5	5	11	Optimal
HR	8	6.2	4	9	Optimal

Recommended span of control: 5-10 direct reports

📊

Key Findings

Contractor % increased 5% YoY - cost implications?
Engineering headcount 12% below plan - hiring blocked?
3 departments have managers with 15+ directs - restructure needed