A staffing partner plays a critical role in ensuring alignment between sales markets and supply regions to optimize supply planning, staffing execution, and minimizing any revenue leakage. The staffing partner will focus on building a future-ready supply strategy, ensuring that the right talent is available to meet demand, and fostering collaboration across regions, accounts, and stakeholders.
The role is essential for balancing short-term needs with long-term growth strategies and for enhancing the visibility of demand and supply. The Staffing Partner collaborates with stakeholders such as Client Leadership Teams (CLTs), Engineering Directors (ED), Portfolio Delivery Director (PDD), and regional heads to close staffing needs, execute supply plans, and shape regional distribution strategies.
1. Workforce Strategy & Supply-Demand Alignment
Support a rolling 90/180-day staffing forecast, incorporating demand pipelines, project roll-offs, attrition, new hires and fulfillment ratios.
Partner with wider staffing team & Operational excellence team to service accounts and sales teams
Develop a good understanding of available workforce and the skill-set mix to provide inputs into mid- and long-term capacity planning based on sales pipeline, project forecasts, and business growth strategies.
Influence Build-Buy-Borrow (BBB) strategies at both the account and regional levels to meet future talent needs.
Act as the primary point-of-contact for Thoughtworkers to all matters related to staffing
Leverage staffing tools, marketplace systems, and maintain data hygiene to reduce manual efforts
Enforce beach policy to minimize revenue leakage and maximize billable utilization
Support pre-sales process by catering relevant profiles where requested by clients
2. Bench & Utilization Optimization
Govern and drive bench inventory reduction through real-time dashboards, proactive redeployment, and cross-skilling programs thus reducing ageing on beach
Maximize revenue impact through billable headcount optimization, unbilled cost tracking, and alignment of the organizational pyramid.
Keep a talent availability view by skills for the upcoming quarter to drive supply planning decisions.
Use systematic ways to ensure that the employee profile is kept updated to respond quickly to client asks and better talent matching
3. Operational Excellence & Governance
Ensure data accuracy and integrity across Resource Management Systems (RMS), project assignment accuracy, and billing structure alignment.
Monitor and enforce staffing SLAs (e.g., Fulfillment Ratio, Time-to-Fill, Demand Fulfillment % Adherence).
Identify and mitigate risks of revenue leakage by ensuring timely talent allocation, role compliance, and correct billing classification.
Keep a tight governance on ageing roles, spike in demand and unplanned rampdowns
Ensure good adoption of AI tools and new processes/systems to improve overall operational efficiency
6. Cross-functional Collaboration
Talent Acquisition: Share supply plan and participate in hiring discussions to meet talent supply needs and executing supply plan in conjunction with demand flow.
L&D (Learning & Development): Recommend upskilling programs based on current bench profile and upcoming project requirements.
HR & Business Operations: Support internal mobility and workforce engagement strategies.
3–7 years of experience in Resource Management, Workforce Analytics, or Supply Chain Staffing within a large IT/Technology/Services organization.
Highly analytical and detail-oriented expert in staffing analytics, utilization, and billability structures, driving data governance and process hygiene.
Adept at creating win-win solutions for the business by creating buy-in from stakeholders
Exceptional stakeholder management and communication skills across Sales, Delivery, Talent Acquisition, Finance, and HR.
Resilience and Decision-Making: Ability to navigate complex, ambiguous, fast-paced environments with a focus on clear, effective decision-making
Strong multi-tasking skills
Self driven and self motivated
Advanced expertise with Excel and Google sheets
Bachelor’s or Master’s degree in Business Administration, Analytics, or HR.
Exposure to enterprise-level workforce planning and staffing systems and processes
*For candidates with less than two years of experience, please visit the Grads and career changers page on our careers site.
There is no one-size-fits-all career path at Thoughtworks: however you want to develop your career is entirely up to you. But we also balance autonomy with the strength of our cultivation culture. This means your career is supported by interactive tools, numerous development programs and teammates who want to help you grow. We see value in helping each other be our best and that extends to empowering our employees in their career journeys.
Thoughtworks are committed to being an inclusive & accessible workplace employer of choice for all including those living with disability.
Our goal is to equip you with career defining experiences, to help you to grow professionally and personally, and to foster a community where you feel you belong. We're committed to making Thoughtworkers an employer of choice, and we offer a wide variety of benefits to support the teams' advancement, their health and wellbeing. If you're ready to find your home at Thoughtworks, click to apply now (even if you don't feel like you tick all the boxes).
Thoughtworks is a global technology consultancy that integrates strategy, design and engineering to drive digital innovation. For 30+ years, our clients have trusted our autonomous teams to build solutions that look past the obvious. Here, computer science grads come together with seasoned technologists, self-taught developers, midlife career changers and more to learn from and challenge each other. Career journeys flourish with the strength of our cultivation culture, which has won numerous awards around the world.
Join Thoughtworks and thrive. Together, our extra curiosity, innovation, passion and dedication overcomes ordinary.
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