Workforce Planning & Operations ConsultingCalgary, Canada
Your headcount
spreadsheet is
lying to you.
Fortmadan Group helps contact centres, nonprofits, and growing services businesses replace reactive hiring with a plan that holds.
One contact centre reduced unplanned attrition by 40% in their first quarter after an audit. The data was always there. The plan wasn't.
The Problem
You are not
understaffed.
You are unplanned.
The symptoms look like a people problem. The cause is almost always structural. We diagnose both and give you a clear path out of the cycle.
- Always understaffed or overstaffed — never quite right
- Hiring happens reactively, too late or too many
- Attendance and absence have no reliable tracking
- No one can clearly answer how many people are actually needed
- Staffing costs are rising and leadership cannot explain why
"We don't know how many people we need, when we need them, or why our staffing keeps going wrong."
The most common thing new clients say in the first callWorkforce problems are planning problems in disguise.
Most organisations experiencing staffing chaos are not short of good people. They are short of a plan. Headcount decisions get made on gut feel, ageing spreadsheets, or whoever shouted loudest in the last meeting.
We exist to replace that with something defensible — frameworks, models, and processes that let organisations know with confidence how many people they need, what those people cost, and what happens when circumstances change.
Services
What we do.
What it costs.
Fixed fees. Defined scope. No retainer traps or open-ended arrangements.
A structured three-phase engagement that diagnoses staffing gaps and delivers a prioritised plan clients can act on immediately. This is where most engagements begin.
Organisations walk away with a written report, a 30/60/90-day action plan, and a starter staffing model built around their actual operations.
- i.Discovery. Intake interview, data collection, systems review. Days 1 to 4.
- ii.Analysis. Deep review of your headcount, costs, roles, coverage, and processes. Days 5 to 12.
- iii.Report. Written findings, action roadmap, and starter staffing model. Days 13 to 18.
Staffing Model Design
A custom forecasting tool built around the client's business so headcount planning runs on data, not instinct. Includes shrinkage modelling and scenario planning.
SOP & Process Documentation
Workforce and HR processes documented professionally so operations run consistently regardless of who is in the room that day.
Advisory Retainer
A fractional workforce function available monthly to review plans, respond to staffing questions, and pressure-test decisions as the organisation grows. No lock-in.
How We Work
Structure that
holds when
things get hard.
Fortmadan Group does not arrive with a framework and leave. We build models organisations can actually use after we are gone — staffing tools, documented processes, and capacity plans that hold up to scrutiny from finance, operations, and leadership alike.
Every engagement starts with a conversation, not a proposal. We do not recommend solutions before we understand the problem.
Diagnosis before prescription
We listen before we recommend. Every engagement begins with data, not a ready-made answer.
Models you can own
Deliverables are built for the people who will use them. If it takes a consultant to run it, it is not finished.
Fixed scope, fixed fee
Clients know exactly what they are getting and what it costs before we begin. No retainer traps. No scope creep billed at the end.
The first call costs nothing and commits you to nothing.
Start a conversationReady to trade instinct
for a plan that holds?
Thirty minutes. No pitch deck.