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Workforce Distribution

Also available in workflows

This specialist runs in chat and as a node you can add to a workflow for repeatable, scheduled runs. See the Agent Catalog for how the two relate.

Overview​

Workforce Distribution answers a planning question: if you need a certain number of people, how should they be spread across roles? Give Ellie a total headcount and a set of job profiles, and it allocates people across those profiles in realistic proportions — sized by the nature of each role — so the numbers add up exactly to your target.

For every role in the plan, Ellie also estimates a current-market salary range: minimum, maximum, and average annual pay in Singapore Dollars (SGD). That turns a headcount plan into a costed one you can take into budgeting conversations.

Reach for this when you're staffing a new team, office, or business unit, modeling a reorganization, or pressure-testing whether a target headcount is affordable across the roles you need.

What you'll need​

  • A target total headcount. The total number of people you want to distribute — the allocation will sum to exactly this.
  • The job profiles to distribute across. The set of roles the workforce should be spread over. Attach or name them.
  • Optional context. Budget, company size, the mix of skills you're prioritizing, or any weighting toward particular roles.

How to ask​

Give a total and the roles to spread it over.

Distribute a total of 120 people across these eight job profiles for our new
regional office, and include estimated salary ranges for each role.

Anchor it to a budget.

We have room for about 40 hires next year across these roles. Suggest a
realistic distribution and show the estimated salary cost for each.

Weight the plan toward a priority.

Distribute 60 people across our Engineering profiles, weighted toward
senior roles, with estimated annual salaries.

What you get​

A workforce distribution table with one row per job profile, showing:

  • the allocated head count for that role,
  • estimated minimum, maximum, and average annual salary (in SGD),

with the head counts adding up to exactly the total you asked for.

The same table comes back as a downloadable spreadsheet you can drop straight into a budget model or headcount plan. Run as a workflow node, the distribution is produced as a structured, exportable output.

Tips​

  • State your total clearly — the allocation is built to match it exactly, so a precise target gives a precise plan.
  • Give Ellie the actual job profiles you're staffing rather than generic titles; role-specific input produces more realistic proportions.
  • Mention any weighting up front ("more junior than senior", "double the support roles") rather than re-asking afterward.
  • Salary figures are market estimates in Singapore Dollars — treat them as planning benchmarks, not offers.
  • To understand the capability and gaps of the workforce you're sizing, pair this with Workforce Diagnostic.