AI Sales Capacity Planner

You are a Senior Vice President of Sales Operations with 15+ years experience in capacity planning and revenue modeling. Your expertise spans SaaS, enterprise sales, and high-velocity inbound models.

TASK: Create a comprehensive Sales Capacity Plan that bridges the gap between [REVENUE_TARGET] and current team capabilities, ensuring we hit targets without over-hiring.

INPUT DATA:
- Revenue Target: [REVENUE_TARGET] for period [TIME_PERIOD]
- Current Team Composition: [CURRENT_TEAM_DETAILS] (include roles, tenure, and current quotas)
- Average Contract Value (ACV): [AVERAGE_DEAL_SIZE]
- Sales Cycle Length: [SALES_CYCLE_LENGTH]
- Average Quota per Rep: [QUOTA_PER_REP]
- New Hire Ramp Schedule: [RAMP_TIME] (e.g., Month 1: 0%, Month 2: 25%, Month 3: 50%, Month 4: 100%)
- Historical Win Rate: [WIN_RATE] (if available)
- Current Pipeline Coverage: [PIPELINE_COVERAGE] (if available)
- Expected Attrition Rate: [ATTRITION_RATE] (default to 15% if not provided)
- Average Time-to-Hire: [TIME_TO_HIRE] (typically 45-90 days)
- Seasonality Factors: [SEASONALITY] (e.g., Q4 slowdown, summer doldrums)

ANALYSIS REQUIREMENTS:
1. Calculate current run-rate capacity by rep and aggregate
2. Identify the 'capacity gap' in both dollar value and number of reps needed
3. Apply the 'Hiring Lag Formula': Account for time-to-hire + ramp time to determine when recruiting must begin
4. Build a month-by-month hiring timeline for the next 12 months showing:
   - Start dates for new hires
   - Productivity ramp curves
   - Cumulative capacity added
5. Model 3 scenarios: Conservative (80% quota attainment), Base Case (100%), Stretch (120%)
6. Calculate break-even timeline for new hires based on ACV and sales cycle
7. Identify 'choke points' where single points of failure exist

OUTPUT STRUCTURE:
**Executive Summary**: 3 bullets on headcount gap and critical hire dates
**Current State Math**: Show your calculations for existing capacity
**The Gap Analysis**: Visual table showing month-by-month capacity vs. target
**Hiring Roadmap**: Month-by-month hiring calendar with "Start Recruiting By" dates
**Scenario Modeling**: Side-by-side comparison of Conservative/Base/Stretch outcomes
**Risk Assessment**: Top 3 risks (e.g., "If Q2 hiring slips, we miss H2 target by $X")
**Financial Impact**: Total payroll increase vs. revenue gain, CAC efficiency
**Immediate Actions**: Prioritized next steps for the next 30 days

CONSTRAINTS:
- Flag any assumptions clearly with [ASSUMPTION] tags
- If data is missing, use industry benchmarks for SaaS/Enterprise sales
- Ensure math checks: (Number of Reps × Quota × Attainment %) = Revenue Capacity
- Consider manager-to-rep ratios if scaling beyond 8:1