At JetBrains, we create intelligent tools that help developers work smarter. For more than 25 years, our products – including IntelliJ IDEA, PyCharm, WebStorm, Rider, TeamCity, and many others – have been shaping the global software ecosystem. Millions of developers and thousands of companies worldwide rely on JetBrains tools to build, ship, and scale their software.

We’re looking for a Resource Manager (Planning and Staffing) to partner closely with the Talent Acquisition team and division leads, HR business partners, and the Finance department. In this role, you will own workforce planning and headcount governance, help leaders make clear staffing trade-offs, and turn hiring demand into predictable, high-quality outcomes.

This role sits at the intersection of business planning, hiring execution, reporting, and internal mobility. Although recruiting execution is distributed across the Talent Acquisition team and hiring managers, you will be responsible for the quality, visibility, prioritization, and predictability of the overall staffing plan.

In this role, you will:

• Own and maintain department workforce plans, including headcount, open roles, timing, priorities, and statuses.
• Ensure staffing plans stay accurate, up to date, and aligned with approved budgets, headcount allocation, and company-wide governance.
• Partner closely with the Talent Acquisition team, business unit leaders, hiring managers, HR business partners, and the Finance department.
• Translate business goals into clear staffing priorities, surface trade-offs early, and help leaders make realistic decisions when capacity or budget is constrained.
• Facilitate role scoping and intake discussions to clarify business needs, required capabilities, appropriate role levels (seniority and scope), target profiles, evaluation approaches, and hiring timelines, ensuring consistent level calibration and improving forecast accuracy.
• Turn staffing priorities into an executable hiring roadmap and ensure the Talent Acquisition team has the inputs, alignment, and decision clarity needed to deliver.
• Identify and remove blockers such as unclear role requirements, unrealistic expectations, compensation mismatches, interview capacity issues, slow decision-making, or process friction.
• Provide regular leadership updates, forward-looking forecasts, and scenario planning, including business impact, delivery risks, and recommendations for course correction.
• Support business review and planning cycles with clear staffing updates, hiring outlooks, and what-if scenarios related to demand, timing, attrition, and budget.
• Govern headcount allocation, replacement logic, and internal mobility moves to ensure staffing decisions reflect the real organization and approved capacity.
• Advise on alternatives to external hiring where appropriate, including internal mobility, temporary rotations, outsourcing/outstaffing, or role redesign.
• Improve staffing processes, reporting quality, data accuracy, and working agreements across the department.
• Promote equitable and inclusive hiring practices by clearly defining roles, consistently evaluating candidates, and paying attention to diverse candidate pipelines.
• Support senior-level or business-critical hiring processes when additional coordination or support is needed.