Client stories

What HR teams said after the brief

Comments reference specific engagements — planning briefs, pipeline reports, attrition studies, and quarterly readouts.

“The workforce planning brief gave our finance partner something they could actually debate — role-mix tables and hiring capacity side by side. We still argued about two departments, which was the point.”

Lan Phạm · HR Director, regional manufacturing group · Workforce Planning Brief

“Our ATS stage names were a mess. The hiring pipeline report collapsed them into a funnel our managers understood in one sitting. Fill time did not improve overnight, but the aging vacancy list finally had owners.”

Minh Trần · Talent Acquisition Lead, logistics company · Hiring Pipeline Report

“I wished we had brought exit-interview notes earlier — the first draft of the attrition cohort study felt thin. After we added themes from the last two quarters, the tenure-band patterns were hard to ignore.”

Hương Nguyễn · People Partner, consumer retail · Attrition Cohort Study

“The quarterly readout keeps our leadership meeting honest. Charts arrive ahead of time; we spend the hour on decisions rather than rebuilding slides.”

David Lê · Chief People Officer, fintech operations hub · Quarterly People Metrics Readout

Longer engagement notes

Planning cycle for a 420-person shared-services center

Workforce Planning Brief

Willowpoint prepared a Workforce Planning Brief ahead of the fiscal year. The client needed a single view of headcount by function, planned openings, and recruiter capacity for District 7 and Bình Dương sites.

We worked from anonymized HRIS extracts and last year’s plan spreadsheet. The brief highlighted that customer-support hiring assumptions exceeded historical fill rates by nearly a third. Leadership reduced planned openings in that function and shifted two recruiter weeks toward engineering vacancies already aging past sixty days. The engagement ran four weeks, including one on-site review at the client’s Ho Chi Minh City office.

Outcome: Revised plan accepted by HR and finance; quarterly readout booked for the following cycle.

Attrition review after a spike in early exits

Attrition Cohort Study

A retail people team asked for an Attrition Cohort Study after voluntary exits rose among store supervisors hired in the prior year.

Exit volume was modest, so we treated findings as directional. Tenure bands showed clustering between months four and nine, overlapping a period of store reorganizations. Exit themes pointed to unclear span of control rather than pay alone. The memo recommended manager conversations focused on role boundaries before launching a broad retention bonus.

Outcome: People partners ran structured check-ins; the following quarter’s early-tenure exits eased in the supervisor cohort.