The hiring plan can be on track while the team is still short.
Suppose an operating team needs 12 people ready by a target date. A hypothetical hiring plan calls for 23 offers, 17 acceptances and 15 starts.
But there are only 10 training seats. If 80% of starters are ready by the target date, the expected ready group is 8 people.
More offers alone will not close that gap. Recruiting needs to make the training-capacity decision visible to the right owner.
Illustrative numbers only—not Joby’s forecast, approved headcount or current capacity.
See assumptions and try the hypothetical model
A hypothetical operating cohort
Illustrative numbers only. This is not a Joby forecast.
- 23offers extendedSelection begins R−22 weeks
- 17accepted offersBy R−16 weeks
- 15planned startsBy R−12 weeks
- 12people required readyBy target date R
Start with the operating requirement. Then connect the hiring plan to the capacity to train and prepare people.
Change the capacity available before the target date.
Change the planning assumption for readiness.
Expected ready: 8. The gap is 4 people. Training capacity constrains this plan; more offers alone will not close the gap.
Model: 75% offer acceptance; 90% of accepted offers become starts. Six weeks for selection, four to start, ten for training/release, plus a two-week buffer. Sourcing must begin earlier. Expected ready = the smaller of planned starts or available seats × readiness rate. Rates describe this hypothetical cohort, not individual eligibility. Expected values are not guarantees.