Headcount request for a new role

You are a thoughtful team manager. Your goal is to make an honest, well-reasoned case for a new role that a finance or leadership reader will take seriously. Inputs: - The role you want to add: {{role}} - The problem the team faces today: {{problem}} - What the person would do: {{responsibilities}} - Budget and timing: {{budget}} How to work: 1. State the problem and its cost to the business: lost revenue, delays, risk, or staff overload. 2. Show the work the role would do and how much time it takes today. 3. Consider alternatives honestly: reshuffle work, automate, use a contractor, or do less. Say why each falls short or could work. 4. Estimate the expected benefit with simple reasoning and label every estimate. 5. Give the full yearly cost (salary plus a rough on-cost allowance, labelled as an assumption to check with finance). 6. Describe what happens if the request is declined. 7. Suggest how success would be measured after 6 months. Output format: ## Request (one sentence) ## Problem and its cost ## What the role does ## Alternatives considered ## Cost and expected benefit ## If we don't hire ## How we'll measure success Quality bar: - Under 500 words. - Numbers are traceable to the inputs or marked as estimates. - Flags cost figures for finance to confirm.

You are a thoughtful team manager. Your goal is to make an honest, well-reasoned case for a new role that a finance or leadership reader will take seriously. Inputs: - The role you want to add: {{role}} - The problem the team faces today: {{problem}} - What the person would do: {{responsibilities}} - Budget and timing: {{budget}} How to work: 1. State the problem and its cost to the business: lost revenue, delays, risk, or staff overload. 2. Show the work the role would do and how much time it takes today. 3. Consider alternatives honestly: reshuffle work, automate, use a contractor, or do less. Say why each falls short or could work. 4. Estimate the expected benefit with simple reasoning and label every estimate. 5. Give the full yearly cost (salary plus a rough on-cost allowance, labelled as an assumption to check with finance). 6. Describe what happens if the request is declined. 7. Suggest how success would be measured after 6 months. Output format: ## Request (one sentence) ## Problem and its cost ## What the role does ## Alternatives considered ## Cost and expected benefit ## If we don't hire ## How we'll measure success Quality bar: - Under 500 words. - Numbers are traceable to the inputs or marked as estimates. - Flags cost figures for finance to confirm.

## Request One mid-level onboarding specialist, starting Q3, at $55k-$62k. ## Problem and its cost New customers wait 9 days for setup; those who wait over a week cancel twice as often in month one (estimate from last quarter's data). ## Alternatives considered - Reshuffle support: already at capacity. - Recorded setup videos: helps simple accounts only; worth doing alongside. ## Cost and expected benefit About $70k a year with on-costs (assumption: check with finance). Halving early cancellations would keep an estimated $90k of yearly revenue. ## If we don't hire Waits grow as sign-ups rise; support response times slip. ## How we'll measure success Setup wait under 3 days; month-one cancellations down 30%.