headcount is an organization of independently installable Claude Code plugins, each grouping skills for a department such as finance, security, or demand generation. Claude Code users install the departments they need and invoke their skills for specialized work; the catalogue entries are skills and related agent tooling from that organization.
Getting it into your agent
One page per mod, every tool's command on it. A separate URL per tool would split the same page into five that compete with each other.
npx skills add cbrock84/headcount --skill workforce-planninggit clone --depth 1 https://github.com/cbrock84/headcountWrote this? Show the measurements
A badge with what this costs and how it scanned, read live from this page, so it follows the numbers instead of freezing them. Markdown for a README, HTML for a documentation site or a project page.
[](https://agentmods.dev/skills/cbrock84/headcount/workforce-planning)<a href="https://agentmods.dev/skills/cbrock84/headcount/workforce-planning"><img src="https://agentmods.dev/badge/skills/cbrock84/headcount/workforce-planning/github.svg" alt="Measured on agentmods" height="20"></a>Or the 80×15 button, for a site that already has a row of RSS and ATOM ones. Only the verdict fits; the numbers stay here.
<a href="https://agentmods.dev/skills/cbrock84/headcount/workforce-planning"><img src="https://agentmods.dev/badge/skills/cbrock84/headcount/workforce-planning.svg" alt="Reviewed on agentmods" width="80" height="20"></a>- NVIDIA SkillSpector pass
What it costs to keep this loaded
Counted locally with the o200k_base tokenizer, which is exact for GPT models; Claude uses its own tokenizer and its counts differ. Treat this as one consistent yardstick across the catalogue rather than a bill. Prices are per million input tokens.
| Model | Per session | Once invoked |
|---|---|---|
| Fable 5.1 | $0.00074 | $0.00691 |
| Opus 5.5 | $0.00030 | $0.00276 |
| Sonnet 5.5 | $0.00015 | $0.00138 |
| Haiku 4.5 | $0.00007 | $0.00069 |
Grade A, and why
workforce-planning scanned grade A with 0 findings against 26 rules in 11 categories — prompt injection, anti-refusal, data exfiltration, privilege escalation, supply chain, agent snooping, system-prompt leakage, SSRF and excessive agency — measured 1mo ago.
A static scan of the body, not an audit. Every finding is printed with the line that produced it so you can judge whether it matters here. A mod is markdown that instructs an agent; that is exactly why what it instructs is worth reading.
Nothing flagged
None of the 26 patterns this scan looks for appear in this file: no shell pipes, no recursive deletes, no credential paths, no hidden text, no instruction-override or anti-refusal phrasing, no agent-config snooping. That is not a guarantee, it is the absence of the things that are checkable.
How it starts
The opening of the file, as written. The whole thing — 65 lines — stays where its author put it; the contents beside it link to each section on GitHub.
Workforce planning
A hiring plan is an org design decision spread over twelve months and a large financial commitment made in small pieces. It deserves the scrutiny of both.
Plan capability, not headcount
Headcount is an input. Start from what the organization must be able to do that it currently cannot, then work out what closes the gap — hiring, developing existing people, contracting, or not doing the work.
The shape follows from people:org-design; this is about sequencing and quantity over time, funded
against finance:budgeting-and-forecasting on fully loaded cost rather than salary. Salary is
typically well under the true cost, and plans built on it are wrong by a wide and consistent margin.
Sequence matters more than total
Twelve hires in a year is not one number; it is twelve dated decisions with dependencies.
- Hire the people who make other hires productive first. A manager, a lead, or the person who can onboard the next five. Hiring five juniors before the person who will develop them wastes most of the investment.
- Respect absorption capacity. An organization can only integrate so many people at once before onboarding quality falls and existing output drops. Growth past that rate makes things slower for a quarter, reliably.
- Front-load long-lead roles. Scarce skills take months to find. Plotting them at the same lead time as abundant ones is how plans silently slip.
Attrition is a planning input
Some attrition is expected and healthy; the planning error is treating it as noise. Model it by segment — teams, levels and tenure bands differ substantially — and plan backfill lead time from the resignation date, not the leaving date.
Watch regretted attrition specifically, and by manager. Aggregate attrition looks fine while one team is bleeding people, and the aggregate is what gets reported.
Scenarios, including down
Plan the base case, the growth case and the contraction case. Knowing in advance what you would stop doing, and which commitments are hard to reverse, is what makes a downturn a decision rather than a scramble.
What ships with it
1 file beside SKILL.md in the same directory: the scripts, references and assets a skill reads on demand. Not counted in the per-session cost; read them before you install if any of them is executable.
What this file has done since we first saw it
Hashed on every crawl. A supply-chain change to an agent config is a question of when, not whether, so the history is kept rather than the latest state alone.
- 1mo ago Changed · +7 lines 2baf12b52800
- 1mo ago First seen · 58 lines · 74 tokens per session scan A 221bfa43d3e0
workforce-planning is a skill published in the GitHub repository cbrock84/headcount (2,077 stars, last pushed 2d ago), licensed MIT. It adds 74 tokens to every session and 691 once invoked, about $0.0003 per session on Opus 5.5. A static security scan graded it A with 0 findings. No closer match exists in the catalogue, so it is treated as the original; first seen 2026-09-03.
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