The Requests page is your single source of truth for all headcount requests related to you. By default, hiring managers will see only their requests, department leaders will see all of the departments requests. Admins and Finance users will see all of the organization's requests.

To add a new headcount click on “Request new headcount” in the upper right corner.

Job Title is the only required field.

Your department is automatically set. If you have access to more than one department, you can toggle between departments using the filters in the upper left corner.
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Next add as many of the details below as you have available, before requesting approval.
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​Job Category and Level is the desired category (i.e. professional, manager, or executive) and the experience level for the role with descriptions for each level available. Level impacts compensation since more experienced employees have higher compensation.
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Job category can be customized to match your organization's hierarchy, for example individual contributor instead of professional can be used.

Compensation ranges come from your organization's compensation benchmark data which is uploaded and maintained by your account administrator.
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**Job Role, Category, Level and Location need to be set for compensation benchmarks to be populated.
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Job Role is the function this headcount will perform. For example, Software Engineer is a job role and Sr. Applications Developer is a job title for this role.

Job roles impact compensation since different roles have different compensation associated with them.

For each department you have access to, you’ll find a list of relevant Job Roles to choose from based on your organization’s Job Catalog.

If you don’t find a suitable Job Role, leave a comment on the request. Admins can add new Job Roles to your job catalog by reaching out to support@teamohana.com at any time.

Location is where this headcount will be based and if the role is remote or not. Location impacts compensation since different geographies may have different salary ranges.
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Target Start Date - by default the system will choose a date 30 days out from the current date

Click into a Headcount’s Basic Details to set Priority to help your team assess urgency.

Update Headcount Type to identify if this headcount is Planned or Incremental (incremental hires not already part of the financial plan) and if it’s a New Hire or Backfill. By default new requests are set to New Hire. For Backfill, choose the employee the backfill is for from the list coming from your HRIS.

If you have view compensation permission you can review Compensation before requesting approval. By default, department leaders and hiring managers will have view compensation permission for job roles in the department(s) they have access to and for experience levels at or below the requesters level.

This means a manager will not be able to see executive compensation ranges and an engineering hiring manager will not see compensation for jobs in the sales department, etc.
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The range covers low, mid and high values. Changes to the job role, category, level or the location will impact the compensation range.

By default, the target base, equity and variable is set to mid-range. Approvers can manually adjust targets and requesters or recruiter's can submit a change request.

Equity can be input as either # of shares, or total dollar amount.

Activity stream includes an audit trail for all changes as well as comments related to the headcount.

Click “Request Approval” once all the details are filled out. Once submitted you’ll see the list of approvers and wait-time by clicking on the approver’s icons.

You’ll get a notification once fully approved.

You'll also get notifications when the headcount is marked as Ready to hire. Depending on your organization's process, Ready to hire may be toggled on by the hiring manager/department leader or the recruiting leader.

The final notification will come when the headcount is hired and closed.