Every engagement since 2011 started with a question, asked almost word for word by a workforce planning leader, an HR executive or a CEO. This is one of them:
“How do we optimise hiring and firing?”
What the Question Really Asks
Stop the absurd pattern of hiring in one corridor while restructuring in the next.
How OXYGEN Answers
One shared supply-demand picture across units, so redeployment and reskilling are evaluated before external hiring and before separation, with the cost of each compared explicitly.
Question areaSize, Cost & Budget
StatusSolved repeatedly
Related Questions
Other client questions in the same area, each one already answered in OXYGEN.
- We need to downsize. What options do we have, and can we simulate them?Which mix of attrition, redeployment, retraining and restructuring reaches the target at the lowest human and financial cost.Read use case →
- We know our budget. Now we need to get to the headcount.Translate a financial envelope into a workforce plan, not the other way round.Read use case →
- Our workforce costs are too high.Where the cost actually sits (mix, seniority, location, contingent share) and which levers move it without destroying capability.Read use case →