Model how many quota-carrying reps you need to hit a revenue target this year, split into growth hires (closing the gap to target) and backfill hires (replacing expected attrition) — with a quarter-by-quarter hiring waterfall and a capacity-vs-target gap that accounts for ramp time and hiring lead time.
Pull your annual revenue target and average annual quota per rep straight from the comp plan. Add your current quota-carrying headcount and the annual attrition rate you're planning around (use your trailing-12-month regretted + non-regretted departure rate if you have it). Set ramp time to full productivity from your own ramp data (time from start date to first quarter at 100% of quota) and hiring lead time from your own recruiting funnel (req approval to first day). The tool splits the answer into growth hires (needed to close the gap to target) and backfill hires (needed just to replace expected attrition), shows which quarter to open each cohort in, and flags whether — even with this plan — you're still projected to land short of target by year end.
Tools like this describe good practice. They can't tell you which of your reps actually have the skill, or in what order to build it. That's what The Mastery Standard does: 27 frameworks, 54 competencies, every rubric cell written, every assessment human-signed-off.