Most organizations know their headcount. Fewer know whether their people are on the work that needs them. Critical programs go without experienced leadership while capable people sit underused, and the hiring process screens out candidates who could have closed the gap. Resource Allocation Analysis looks at both sides: the people you have, and the people your process is missing.
When this fits
- Key programs are short of experienced leadership while other teams have more people than work.
- The same few people carry the most critical work, and there is no plan if one of them leaves.
- Open roles have stayed open, or the candidates reaching interview are not qualified for the work.
- A PMO or delivery team has grown without a clear view of who is assigned where, and why.
- Leadership is being asked to add headcount and wants to know first whether the current team is being used well.
What we do
- Map current assignments against the work: every active program, who is on it, and what it actually requires.
- Identify overload, underuse, and skill gaps, including strong people assigned below their experience.
- Review how roles are defined and screened, and where qualified candidates are filtered out before anyone sees them.
- Recommend reassignments that make full use of the team you already have before adding anyone new.
- Where gaps remain, source and vet candidates through SIC's own network and introduce them for your decision.
What you receive
A clear view of who is on what, the reassignments that put your strongest people on your most important work, and vetted candidates for any gaps that remain.
Timeline
Discover phase, typically 30 to 60 days.
Often followed by
Managed Delivery & Specialized Talent, when the analysis shows gaps your current team cannot fill.
Questions
How is this different from recruiting?
Recruiting starts with an open role. This starts with the work. Often the answer is a reassignment, not a new hire. When a hire is needed, we already know exactly what the role requires, and that is what makes the search work.
Why would qualified candidates be screened out?
Applicant systems filter on keywords, titles, and formats. Experienced people who describe their work in plain terms, or whose careers took a less conventional path, are often rejected before anyone reads their résumé. Some of the strongest candidates we have introduced to clients came from that pile.
Do you need access to our HR systems?
Very little. Current assignments, role descriptions, and conversations with your program leaders cover most of the analysis. Where we review applicant pools, we work within your organization's privacy and access rules.
All engagements