Resorcerer
Use cases

Strategic workforce planning software

Strategic workforce planning asks one question: does the organization we're building match the strategy we've chosen? Resorcerer is workforce planning software that answers it with models instead of spreadsheets. Each model is one version of your structure, priced position by position, so a workforce plan is something you can draft, compare, and commit to, not a tab of formulas.

  1. 01 / 05

    Today, as a snapshot

    Start from the organization as it is now, as the first point on the year.

  2. 02 / 05

    A team forms in Q2

    Put changes on the date they happen. The Platform Team appears in the quarter it forms.

  3. 03 / 05

    Roles start on their dates

    Give positions start dates, and new hires join the plan in the quarter they begin.

  4. 04 / 05

    A contract ends in August

    Give positions end dates too, so the contractor who rolls off is gone from the plan after that date.

  5. 05 / 05

    Quarter by quarter

    Read headcount across every snapshot, so the year's plan is a trend rather than a single number.

Scenarios, not spreadsheets

Copy today's organization into a draft and shape the workforce you need: new teams, open roles, changed reporting lines. Compare the draft against today to see exactly what changes and what the difference costs, then merge the approved changes back one at a time, with the real structure protected from accidental edits throughout. Every scenario stays a live model, not a snapshot that goes stale.

Structure, cost, and time in one place

Positions exist before hires do, so the plan shows the workforce you're building toward, split into filled and vacant cost. Cost profiles price every position by role, level, and location automatically. And time is a first-class dimension: date a position's start and end, or keep a timeline of dated models, one per planning horizon.

Sized for teams, not just enterprises

Most workforce planning platforms assume an HR analytics function to run them. Resorcerer starts with a CSV of your people and a free preview you can explore in minutes, and grows from there: role-based access and an audit log for the planning group, a REST API and outgoing webhooks for your systems, and an MCP server so AI assistants can query the workforce model directly. For day-to-day structure work, the same models power the org chart and headcount planning.

Start planning this afternoon

Explore the worked example organization free, read-only until you upgrade, then bring in your own people. Paid plans start with a 14-day free trial; see pricing.

Model your workforce free

Questions people ask

What is the difference between headcount planning and workforce planning?

Headcount planning decides which positions you fund and what they cost. Workforce planning asks whether the organization you're building, over the coming quarters, matches your strategy. In Resorcerer both are the same models: see headcount planning for the budget side.

Does it model compensation costs?

Yes, by position. A cost profile sets what a position of a given role, level, location and company costs, typically its fully loaded annual cost. Cost belongs to the position, not the person, so vacant positions are costed too.

Can I see headcount and cost quarter by quarter?

Yes. Put dated models on a timeline, such as today, end of Q2 and end of year, and the Counts and Costs views show a column for each. Start and end dates on positions make the trend move as roles open and close, plotted at each change or month by month.

Can I plan contractors alongside employees?

Yes. Give each position a company to tell contractors from employees, and an end date for the contract, so the role drops out of the plan after that date.

Is it only for large enterprises?

No. Basic is $250 a month for up to 50 people and 20 users, with a 14-day free trial. Pro is $1,000 a month for up to 250 people, and Enterprise has no limits. See pricing.

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