Identify where opportunities exist in your clients workforce using a full-suite of headcount benchmarks specific to their company.
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M&A consultants use headcount benchmarks to assess how the size, structure, and efficiency of a workforce compares to that of similar companies in the same industry.
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Due Diligence
Headcount benchmarks are used by consultants to quickly size up the number of people required by function, helping to engage functional leaders early in the design process.
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Organizational Design
Benchmarking is often used early in a transformation process to understand what changes can be achieved, whether it is to pivot the workforce for growth or drive rapid cost out.
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Transformation and Change
Benchmarks help consultants to determine the size of each function required in the target operating model, whether it is a standalone business or an integrated group of companies.
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Separation and Integration Planning
Consultants leverage benchmarks to assess headcount efficiency by function, then use them to quantify the size of the opportunity in functions that appear to be heavy.
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Value Creation
Restructuring professionals use benchmarks to assess the workforce size of distressed companies, before using them to set headcount reduction targets in their turnaround plan.
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Operational Restructuring
The higher the revenue per function employee figure the better. In the graph opposite, revenue per finance employee benchmarks have a mid-range of $6.53M to $13.12M, while the Company is $5.75M. This suggests that the Company has an overweight finance function that should be investigated.
The higher the revenue per function employee figure the better. In the graph below, revenue per finance employee benchmarks have a mid-range of $6.53M to $13.12M, while the Company is $5.75M. This suggests that the Company has an overweight finance function that should be investigated.
Another metric often used is the number of function employees as % of total employees. In the graph opposite, the human resources as % of total employees benchmark mid-range is between 1.39% to 2.99%. The Company is within this range at 1.84%, which suggests a normal sized HR function.
Another metric often used is the number of function employees as % of total employees. In the graph below, the human resources as % of total employees benchmark mid-range is between 1.39% to 2.99%. The Company is within this range at 1.84%, which suggests a normal sized HR function.
The lower the turnover the better, but having none would be a bad thing. In the graph opposite, the turnover rate for the Company is 7.61%, which is below the benchmark 25th percentile of 8.43%. This low turnover figure suggests that the Company has a stable, happy, and productive workforce.
The lower the turnover the better, but having none would be a bad thing. In the graph below, the turnover rate for the Company is 7.61%, which is below the benchmark 25th percentile of 8.43%. This low turnover figure suggests that the Company has a stable, happy, and productive workforce.
“ It was very helpful… Definitely provided another data point which we wouldn’t have had without it. ”
“ The benchmarks confirmed my initial suspicions of having too many people in certain functions. In the end the data not only validated our workforce strategy, but also made it more compelling to our stakeholders. ”
“ At first we only purchased data to assess one function, then we ended up using CompanySights for all functions. ”
“ The impact of CompanySights data cannot be overstated… It wasn't just about confirming my hunch; it was about backing our decisions with evidence, and CompanySights did just that. ”
“ The data received a lot of attention, which was great… It supported my hypothesis that the business was overstaffed in some functions. ”
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