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Find step-by-step product walkthroughs, capacity formula explanations, and upcoming video tutorials and documentation.

Step-by-Step Product Walkthroughs

Follow the common workflows for capacity planning, hiring, compliance, and scheduling.

Capacity Calculator
Forecast workload, capacity, utilization, and FTE adjustment from MRR, endpoints, and team inputs.
  1. 1Set global productivity assumptions: working days, standard work hours, target utilization, annual PTO, and onboarding spike multiplier.
  2. 2Use Teams & Departments to define departments, teams, roles, FTE counts, labor hours, MRR, and endpoints.
  3. 3Return to Capacity Calculator and review Current Workload, Net Capacity, Projected Workload, and FTE Adjust.
  4. 4Use Work Role Analysis to switch between Dept, Team, Role, and Layered views when validating staffing pressure.
  5. 5Create draft job requisitions from understaffed role recommendations when a hiring gap is present.
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Teams & Departments
Maintain the shared roster structure used by capacity, salary, scheduling, and cost analysis.
  1. 1Create departments that match how the MSP operates, such as Service, NOC, Security, or Field Services.
  2. 2Add teams under each department and assign the roles that actually work on that team.
  3. 3Enter FTE counts and labor hours for each role so capacity calculations have real workload data.
  4. 4Add compensation assumptions and work states for roles that need Salary Advisor or loaded-cost analysis.
  5. 5Use role actions to jump into Salary Advisor or Scheduling Optimizer with the selected role context.
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Compensation
Manage company salary records, market benchmarks (Advisor), and exempt-threshold review in one place.
  1. 1Open Compensation and start on Records to import or edit opaque employee salary rows.
  2. 2Switch to Advisor to benchmark a role by experience, company size, industry, and state.
  3. 3Save market benchmarks back to Teams roster roles when the role already exists.
  4. 4Switch to Exempt to upload an Excel file (Name, Title, State, Salary) for threshold compliance.
  5. 5Review under-threshold employees and export enriched results for HR or finance review.
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Scheduling Optimizer
Model coverage and shift changes while preserving employee morale.
  1. 1Start from Teams & Departments roster roles or upload schedule details with current shifts and days per week.
  2. 2Set peak hours, required staffing levels, preferred shift length, and workweek preferences.
  3. 3Run optimization to compare current coverage against recommended coverage.
  4. 4Review morale impact, disruption level, and night-shift reduction before making schedule changes.
  5. 5Export the recommended schedule when ready to share with managers.
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Growth Projections
Plan phased MRR or endpoint growth and see when hiring, training, ramp, and full productivity occur.
  1. 1Open the saved capacity plan and define growth phases by date range, MRR delta, or endpoint delta.
  2. 2Set training days, ramp-up days, and hiring lead time.
  3. 3Review the Growth & Effective Hiring Timeline for phase starts and Hire / Train / Ramp / Full markers.
  4. 4Use the Monthly Hiring Schedule to see hires, in-training headcount, ramping headcount, and fully productive headcount.
  5. 5Adjust phases until effective FTE catches up to demand at the right time.
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Smart Hiring Process
Move from capacity gap to optimization, growth planning, pricing, requisition, and hiring workflow.
  1. 1Review optimization recommendations before adding new headcount.
  2. 2Select a growth scenario and inspect ramp timing.
  3. 3Price the target role with Salary Advisor if the plan includes that feature.
  4. 4Create a draft requisition with role, state, headcount, salary, and loaded cost context.
  5. 5Move the requisition through draft, open, paused, and filled statuses.
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Job Requisitions
Track hiring needs created manually or from capacity and salary workflows.
  1. 1Create a draft requisition manually or from a recommendation.
  2. 2Confirm role, state, headcount, salary range, loaded cost, and notes.
  3. 3Use statuses to track draft, open, paused, and filled requisitions.
  4. 4Review open headcount and estimated loaded cost across all active requisitions.
  5. 5Mark filled requisitions when hiring is complete.
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