OBSIDIAN DEVELOPMENT

What we did

Writing

Client

Completion

6.1.2023

Workforce Planning

Following a merger of two startups, strategic workforce planning prioritized capabilities for success in the next phase of the company's growth.

Design a future-state organization where employees contribute directly to the company's biggest priorities

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Mapping an inventory of existing talent compared with basic operations and growth needs enabled development of a clear-minded strategy. Highlighting capability gaps and jobs on the critical path crystalized the investments to prioritize for recruiting, development, and system solutions in the following 18-months.

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Our approach

Implementing an annual process for strategic workforce planning was critical for two merged startups. While they knew each brought unique superpowers to the table, they lacked process to decrease friction as their teams began to collaborate on big initiatives. Workforce planning provided a framework to find the best from each of organization, inventory the capabilities worth investing in, and combine forces to take their new company to the next level.
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01

Assess

Review each organization's core capabilities and positions prioritized for hiring
02

Synthesize

Compare with the company's operating plan and growth strategy to identify talent gaps and the capabilities needed for success.
03

Prioritize

Simplify people investments for the following year with a focused strategy. Preemptively schedule recruiting campaigns for critical roles.
04

Execute

Run the strategy with a structured playbook. Monitor progress and make course corrections as success signals change.
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