business plan staffing

Staffing Agency Business Plan Template

Written by Dave Lavinsky

Business Plan Outline

• Staffing Agency Business Plan Home
• 1. Executive Summary
• 2. Company Overview
• 3. Industry Analysis
• 4. Customer Analysis
• 5. Competitive Analysis
• 6. Marketing Plan
• 7. Operations Plan
• 8. Management Team
• 9. Financial Plan

Start Your Staffing Agency Plan Here

You’ve come to the right place to create your staffing agency business plan.

We have helped over 100,000 entrepreneurs and business owners create business plans and many have used them to start or grow their staffing agencies.

Below are links to each section of your staffing agency business plan template:

Next Section: Executive Summary >

Staffing Agency Business Plan FAQs

What is a staffing agency business plan.

A staffing agency business plan is a plan to start and/or grow your staffing agency business. Among other things, it outlines your business concept, identifies your target customers, presents your marketing plan and details your financial projections.

You can  easily complete your staffing agency business plan using our Staffing Agency Business Plan Template here .

What Are the Main Types of Staffing Agency Companies?

There are many types of staffing agency companies. Some staffing agencies will focus on a particular industry, such as clerical jobs. Other staffing agencies focus on executive job placement, while others will offer a wide range of services across all industries. Some even offer human resource functions, such as payroll, benefits administration and risk management.

What Are the Main Sources of Revenue and Expenses for a Staffing Agency Business?

The primary source of revenue for staffing agencies are the fees it charges clients to place them in a job and the revenue it receives from businesses that hire them to find and recruit suitable staff for their business.

The key expenses for a staffing agency business are the costs to market the business, as well as payroll for the support staff. Other expenses will be the rent, utilities, and overhead costs for the physical office space.

How Do You Get Funding for Your Staffing Agency Business Plan?

Staffing agency businesses are most likely to receive funding from banks. Typically you will find a local bank and present your business plan to them. Angel investors and other types of capital-raising such as crowdfunding are other common funding sources. This is true for an employment agency business plan and specialities like a healthcare staffing agency business plan.

What are the Steps To Start a Staffing Agency Business?

Starting a staffing agency business can be an exciting endeavor. Having a clear roadmap of the steps to start a business will help you stay focused on your goals and get started faster.

1. Develop A Staffing Agency Business Plan - The first step in starting a business is to create a detailed staffing agency business plan that outlines all aspects of the venture. This should include potential market size and target customers, the services or products you will offer, pricing strategies and a detailed financial forecast.  

2. Choose Your Legal Structure - It's important to select an appropriate legal entity for your staffing agency business. This could be a limited liability company (LLC), corporation, partnership, or sole proprietorship. Each type has its own benefits and drawbacks so it’s important to do research and choose wisely so that your staffing agency business is in compliance with local laws.

3. Register Your Staffing Agency Business - Once you have chosen a legal structure, the next step is to register your staffing agency business with the government or state where you’re operating from. This includes obtaining licenses and permits as required by federal, state, and local laws. 

4. Identify Financing Options - It’s likely that you’ll need some capital to start your staffing agency business, so take some time to identify what financing options are available such as bank loans, investor funding, grants, or crowdfunding platforms. 

5. Choose a Location - Whether you plan on operating out of a physical location or not, you should always have an idea of where you’ll be based should it become necessary in the future as well as what kind of space would be suitable for your operations. 

6. Hire Employees - There are several ways to find qualified employees including job boards like LinkedIn or Indeed as well as hiring agencies if needed – depending on what type of employees you need it might also be more effective to reach out directly through networking events. 

7. Acquire Necessary Staffing Agency Equipment & Supplies - In order to start your staffing agency business, you'll need to purchase all of the necessary equipment and supplies to run a successful operation. 

8. Market & Promote Your Business - Once you have all the necessary pieces in place, it’s time to start promoting and marketing your staffing agency business. This includes creating a website, utilizing social media platforms like Facebook or Twitter, and having an effective Search Engine Optimization (SEO) strategy. You should also consider traditional marketing techniques such as radio or print advertising. 

Learn more about how to start a successful staffing agency business:

• How to Start a Staffing Agency Business
• How to Open a Staffing Agency Business

Where Can I Get a Staffing Agency Business Plan PDF?

You can download our staffing agency business plan  PDF template here . This is a business plan template you can use in PDF format.

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• How to Develop Staffing Planning...

How to Develop Staffing Planning (With a Staffing Plan Example)  

What is a staffing plan?

The importance of staffing planning, the role of hr in staffing planning and analysis.

• Minimizes labor costs
• Maximizes productivity
• Provides a competitive edge in the market
• Improves the quality of new hires
• Reduces turnover
• Drives career and skills development
• Fosters a more engaged and satisfied workforce.

Staffing planning versus workforce planning: The difference

How to develop a staffing planning

1. determine your organization’s goals, 2. assess the current workforce, 3. determine staffing needs, 4. consider external factors, 5. develop staffing strategies, 6. implement and monitor.

Checklist: Conducting a staffing analysis

• Gather relevant data: Start by gathering all the pertinent data about your current workforce, including the number of employees, their roles, skills, performance ratings, and attrition rates. Collecting information about the broader labor market and industry trends is also valuable.
• Identify key metrics: These metrics may include employee engagement metrics , like job satisfaction scores or employee net promoter score (eNPS) . Also consider employee retention metrics, such as the turnover rate or average tenure.
• Consider internal factors: Organizational structure, business strategy, technological capability, and corporate culture can influence staffing requirements. For instance, a new strategic focus on digital transformation might require hiring more tech-savvy employees. Or a big growth push based on increased marketing and sales might need more internal marketing resources.
• Consider external factors: There are many factors outside of an organization that can impact staffing needs and access to talent. These include economic conditions, labor market trends, regulatory changes, or industry advancements. The current acceleration of digitization is a key example of this in action. This is particularly important as businesses across the globe compete for scarce skills in emerging technologies.
• Conduct a trend analysis: Examine your data over time to identify patterns or trends. This might include trends in hiring, turnover, skill demands, or industry-specific trends. By understanding these trends, you can better anticipate future staffing needs.
• Apply a ratio analysis: This is a quantitative method often used in staffing analysis. Common ratios include the staff-to-supervisor ratio, staff-to-revenue ratio, or staff-to-client ratio. These ratios provide a quick snapshot of your staffing efficiency and effectiveness. They are an essential tool to avoid overstaffing or understaffing.
• Conduct a gap analysis: Compare your current and future staffing needs to identify gaps. Your analysis should include both skills gaps and staffing level gaps. By identifying these gaps, you can develop targeted strategies to address them, whether through hiring, training, or restructuring.
• Interpret your analysis: Finally, interpret your analysis to inform your staffing plan. This involves drawing conclusions from the data and deciding on the best course of action. The interpretation should be strategic, considering immediate needs and long-term organizational goals.

An example of a staffing plan

Key takeaways

• Get the right people in the right roles: Staffing planning ensures that the right talent with the right skills is in the right roles at the appropriate time.
• Plan ahead: Effective staffing plans are based on carefully analyzing current resources, predicting future needs, identifying gaps and formulating strategies to fill these gaps, and aligning talent needs with business objectives.
• Reskill, upskill and hire: Staffing planning provides a roadmap for understanding the required skills and how the business can acquire them.
• Monitor and evolve: Staffing planning is not a once-off exercise. The plan should be reviewed and updated regularly, and HR should ensure it is implemented.

Nadine von Moltke

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How to develop a staffing plan

Reading time: about 7 min

Your employees are one of your greatest assets. However, too often, organizations struggle to manage their human resources and plan for the future. 

Plagued by turnover, skills gaps, overemployment, low productivity, and ever-changing business landscapes, it’s no wonder that businesses struggle to keep up. However, a strategic staffing plan can mitigate these issues. 

Use the following tips to learn how to develop a staffing plan that puts the right people in the right place at the right time. 

What is a staffing plan?

A staffing plan answers the questions: 

• What work needs to be done?
• How many people do we need to employ?
• What skills and experience are necessary to do this work?
• What skills gaps need to be filled (and are there any redundancies)?

Staffing plans can encompass the entire company or apply to smaller teams or departments and even individual projects. 

For example, if your company’s business goals focus on expanding its salesforce in the coming year, a staffing plan can help prepare the sales department for that growth—so that the right people with the right skills are brought on board at the right times. 

Additionally, a staffing plan helps your business to:

• Reduce labor costs and maximize productivity.
• Eliminate skills gaps.
• Increase employee engagement.
• Increase employee retention and reduce turnover.
• Improve customer experience.
• Streamline business growth.

Having a clear staffing plan helps prevent issues that could delay growth or hinder the quality of your products and services, which could result in unhappy customers and lost business opportunities. 

Staffing plans help companies effectively recruit, hire, and develop employees. They also help guide budgeting and financial decisions within the organization. 

How to calculate staffing needs

A staffing plan involves three main steps:

• Determine current staffing levels. 
• Forecast future staffing needs.
• Identify the gaps between the two.

Once you’ve assessed your staffing needs, you can outline recommendations for how to address those needs, which might include recruiting and hiring new talent, promoting internally, focusing on training and employee development, or adding contractors to your staff. These forecasts and recommendations will help you develop your overall human resources plan for the organization.

Use the following steps to learn how to calculate staffing needs and make a plan for the future.

1. Identify the business goals

Before you dive into staffing plans and changes, determine what the overarching goals are for the business. These goals are typically outlined in a strategic business plan. Use this plan to clarify the company’s objectives and align the staffing plan accordingly.

What you do with your staff will affect business outcomes (for better or for worse), so you want to make sure the two plans align.

For instance, if the business plans to open a new location, you may need to move current staff around or hire new employees to fill those roles. The business plan will help inform those staffing decisions.

2. Determine your current staffing situation

To develop a staffing plan, you must first understand your current staffing environment.

If you have a robust HR database, this step could be reasonably straightforward. However, if you host personnel information on multiple sources, you will first need to consolidate that data into a single source of truth . Work with business leaders and managers to help you ensure accurate and complete data on your human resources.

Once you have your staffing data in one place, you can assess the current staffing environment and begin to pull actionable insights from the data.

Pay particular attention to:

• The number of people on staff
• Staff distribution (team size and who works where)
• Skills and competencies within the workforce
• High performers and potential leaders 
• Low performers or “flight risks” who could indicate turnover
• Staff age and tenure (to anticipate retirement numbers)

Using these data will help you better understand the current staffing landscape and more accurately identify future staffing needs and opportunities. 

Lucidchart can help you assess your current staff  and gain new insights.  Import employee data  directly into Lucidchart to  build an org chart or group employees in Smart Containers by role, competencies, performance, and more. Visualizing your workforce can help you identify important relationships, correlations, or gaps in  staffing.

3. Forecast future staffing needs 

After you assess your current staffing landscape, it’s time to make some predictions about your future staffing needs. 

As you conduct your staffing needs assessment, you will want to consider the factors that can affect staffing decisions and opportunities, including: 

• Business goals 
• Turnover rates and projections
• Expected mergers or acquisitions
• New product launches
• Business investments (e.g., new technology) 
• Changes in the economy
• Competitors attracting key talent 
• Industry labor costs
• Unemployment rate 

All of these internal and external factors can influence the workforce and your staffing needs. 

While forecasting will always involve some guesswork, the following methods can help you make confident, educated, predictions.

Trend analysis

Trend analysis works well for established businesses with several years of experience. It uses historical data to inform future needs. 

To perform a trend analysis, start by gathering historical data. Focus on gathering information for at least the past five years—but you may want to go back as far as 10 years. (Keep in mind that the larger the sample size, the more accurate the results.)  

Collect data on the following: 

• Hiring and retirement patterns
• Transfers and promotions
• Employee turnover
• Years of service
• Employee demographics
• Skills and qualifications
• Past work experience

Once you have collected the data, you can analyze it to understand turnover rates over time as well as to discover trends or patterns between the data sets.

Ratio analysis

A ratio analysis is a dual-purpose forecasting method that both predicts staffing demand and compares forecasting results against an industry standard. 

The beauty of the ratio analysis is that it doesn’t rely on historical data to predict future demand. This is an advantage for younger companies who don’t have the benefit of years of historical data to provide insight into future trends. 

Here’s how it works:

A ratio establishes a relationship between two things. A business can calculate ratios between business factors like future sales revenue predictions and staffing requirements. 

For example, let’s say your business plans to expand its sales in the coming year and predicts sales revenue at $500,000. You’ll need to estimate how many sales employees you will need to support that growth. 

To calculate this, you need to determine the ratio between sales revenue and staff. To do this, divide current sales revenue by the current number of sales employees. If the ratio is 50:1 (with 50 representing $50,000 in sales), that means a sales revenue of $500,000 would require 10 employees. 

Once you have that ratio, you can then identify gaps in your staffing. For instance, if you plan to increase your sales revenue to $500,000 but currently have only five employees, you know you will need to hire five more people to support that goal. 

4. Do a gap analysis

With your current and future staffing assessments complete, you can compare the two reports for gaps. In other words, look at where your staff is now and where it needs to be. What discrepancies are there? Do you need more staff? Are there skills missing from your current workforce that you will need in the future to meet your business goals?

Note any gaps between the two assessments.

As you go through this process, our skills supply and demand chart can help you determine how many current employees and job candidates have the skills you need and whether you should hire or train to gain those competencies.

Make sure that your workforce has the skills and experience required to meet company goals. Learn how to conduct a skills gap analysis.

5. Make a staffing plan

With your staffing needs analysis completed, it's time to make a plan. 

Your staffing plan might include recommendations to implement a corporate training program to address skills gaps or to develop succession policies to streamline handoffs following retirements or promotions. 

During this process, work with the business’s leaders to create a strategic action plan to address staffing needs that align with the organization’s goals, culture, and mission. 

Plan for the future of your organization and hire employees with the right skills.

About Lucidchart

Lucidchart, a cloud-based intelligent diagramming application, is a core component of Lucid Software's Visual Collaboration Suite. This intuitive, cloud-based solution empowers teams to collaborate in real-time to build flowcharts, mockups, UML diagrams, customer journey maps, and more. Lucidchart propels teams forward to build the future faster. Lucid is proud to serve top businesses around the world, including customers such as Google, GE, and NBC Universal, and 99% of the Fortune 500. Lucid partners with industry leaders, including Google, Atlassian, and Microsoft. Since its founding, Lucid has received numerous awards for its products, business, and workplace culture. For more information, visit lucidchart.com.

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Building an Effective Staffing Plan: A Step-by-Step Guide

• Written by: Rinaily Bonifacio
• Last updated: 29 August 2024

In this article, we’ll help managers and employers understand what a staffing plan is, why it’s essential, and how to implement one efficiently.

Table of contents

What is a staffing plan?

Why your business needs a staffing plan, what are the steps to creating a staffing plan, what is a staffing management system.

A staffing plan is a roadmap designed by HR professionals to help businesses anticipate their future staffing needs and manage their workforce accordingly. It involves assessing current employees, identifying gaps in skills , and analyzing both internal and external factors that could impact staffing.

This strategic approach ensures that the company has a sufficient number of staff with the right skills to meet ongoing and future business objectives . The plan not only considers how many employees are needed but also focuses on other aspects like succession planning, skill development , and aligning human resources efforts with overall business growth.

It acts as a blueprint that guides the HR department through recruitment , training, and retention strategies, helping to predict future demand and manage labor costs effectively.

Having a staffing plan is more than just an administrative act; it’s a strategic component of human resource management . Here’s why every business should have one:

Align staffing with business goals:

A staffing plan aligns your human resources with your business goals. By using historical data and forecasting methods, HR professionals can predict future demand for skills and prepare accordingly. This alignment helps ensure that your business has the workforce needed to support future growth and objectives.

Anticipate and fill skills gaps:

Through skills gap analysis, a staffing plan helps you identify gaps between the skills your current employees have and the skills your business will need. This proactive approach allows for targeted training and recruiting, ensuring your team is well-equipped to handle upcoming challenges.

Control labor costs:

Effective staffing planning helps you optimize your workforce. By understanding your staffing needs, you can avoid understaffing, which can lead to overtime costs, or overstaffing , which can inflate your payroll unnecessarily. Strategic staffing helps maintain balance and reduces financial waste.

Manage business and HR risks:

A staffing plan takes into account various business factors and internal and external influences that can affect your staffing needs. This foresight helps mitigate risks associated with sudden changes in the market or industry, ensuring your business remains resilient and adaptive.

Support succession planning:

Staffing plans are integral to succession planning. They ensure that you have a pipeline of talent ready to fill key positions as they become vacant, either through unexpected departures or planned retirements. This planning is crucial for maintaining continuity and stability within your company.

Creating an effective staffing plan is crucial for aligning your workforce with your business strategy and future needs. This detailed guide walks you through each step, ensuring your staffing efforts support your company's objectives and help you manage your human resources efficiently. Let's delve into these essential steps.

Step 1: Assess your current workforce

The first step in creating a staffing plan is to conduct a thorough assessment of your existing staff. This involves analyzing the skills and performance of your current employees to identify any gaps between their capabilities and the business's needs. Workforce analytics plays a pivotal role in this process, providing data-driven insights that help you understand your current staffing landscape.

How to assess your current workforce?

Conduct performance reviews : Regularly evaluate the performance of each employee to measure their contributions and effectiveness.

Skills inventory: Create a comprehensive list of skills each employee possesses and compare it with what is needed for future projects or roles.

Employee surveys: Gather feedback directly from employees about their job satisfaction and aspirations, which can highlight potential areas for development.

Utilize workforce analytics tools: Implement tools that can analyze employee data to help forecast needs and identify trends in employee development and retention.

Gap analysis: Perform a skills gap analysis to pinpoint the specific skills and roles your business lacks, which are critical for future growth.

Step 2: Define business goals and objectives

Aligning your staffing needs with your business goals is essential for strategic business planning. This step ensures that every hiring or development effort contributes directly to the company's long-term success.

Examples of setting clear and measurable goals that affect staffing:

Increase sales revenue by 20% over the next year: This might require hiring more sales staff or developing current staff to enhance sales skills.

Improve product development cycles: Staff up the product design team by hiring additional skilled engineers and designers.

Enhance customer service: Train current employees or hire new staff to meet enhanced customer service goals, aiming to increase customer satisfaction scores by 15%.

Step 3: Forecast future staffing needs

Forecasting future staffing needs is critical to preparing for growth and changes within your market. This step involves using both quantitative and qualitative methods to predict future staffing demands based on industry trends, business growth, and technological advancements.

Effective forecasting helps you anticipate changes in the demand for labor, allowing you to respond proactively rather than reactively. It ensures that you have the right number of employees with the necessary skills at the right time.

Techniques for forecasting staffing needs:

Trend analysis: Look at past staffing trends in your company and industry to predict future needs.

Ratio analysis: Use ratios such as staff-to-sales or staff-to-production volume to determine optimal staffing levels based on changes in business volume.

Use forecasting software: Implement advanced forecasting tools that can analyze current data and predict future trends in staffing.

Scenario planning: Consider different future business scenarios and how they might impact your staffing needs, such as a tight labor market or rapid technological change.

Consult with leadership teams: Regular meetings with your company’s leadership to align the staffing plan with evolving business strategies and external factors.

Step 4: Create job descriptions and roles

When you clearly define job roles, you make sure your team covers all the bases your business needs to thrive. Think of job descriptions as tools not just for hiring, but also for managing your team's performance. They set clear expectations for what's required in each role and help measure how well these are being met.

Steps to write effective job descriptions that attract the right talent:

Start with a clear job title: Use a title that reflects the role's duties and is recognizable in your industry.

Outline the job's purpose: Briefly describe how the role contributes to the company's goals.

List specific responsibilities: Be detailed about what the job entails to avoid any confusion and to attract candidates who are ready for these tasks.

Include required skills and qualifications: Specify the education, experience, and technical skills needed. Mention soft skills that are crucial for the role.

Describe the working conditions : Include work hours, travel requirements, and any physical demands.

Add information about salary and benefits: Be transparent about the compensation range and benefits to attract the right candidates.

Step 5: Sourcing and recruiting talent

Finding the right people involves more than just posting a job ad. You need to use a mix of strategies to reach the best candidates.

Recruitment strategies:

Digital platforms: Use job boards, social media, and company websites to post job openings.

Recruitment agencies: These can help find candidates with specific skills or in tight labor markets.

Networking: Attend industry events or use professional networks like LinkedIn to connect with potential candidates.

Best practices for an efficient and inclusive hiring process:

Streamline the application process: Make it easy to apply and communicate clearly and frequently with candidates.

Use structured interviews : This keeps the assessment consistent and fair for all candidates.

Focus on diversity: Aim for a diverse workforce that can bring a variety of perspectives and skills to your company.

Evaluating candidates - what to look for beyond the resume?

Cultural fit : Ensure their values and work style align with your company's culture .

Potential for growth: Look for candidates who can evolve with your company and take on new challenges.

Soft skills: Communication, teamwork, and problem-solving skills can be just as important as technical abilities.

Step 6: Selecting and hiring process

Choosing the right candidate is key, and it starts with a good selection process. First, screen the applications to find matches based on the job requirements . Then, conduct interviews to dive deeper into candidates' experiences and skills, and assess their fit with your company culture.

Don’t forget to include practical assessments if the job demands specific technical skills. It’s also crucial to stay on top of legal requirements, like making sure all candidates can legally work in your area and adhering to fair employment practices.

Once you’ve picked the right candidate, make their transition into your team as smooth as possible. An effective onboarding program, a mentor for guidance, and regular employee feedback can help new hires integrate successfully and quickly become part of the team.

A staffing management system is a software tool designed to streamline all aspects of managing a company's workforce. It helps organizations plan, recruit, deploy, and track employees efficiently. This type of system integrates various HR functions, including recruitment, staffing planning, employee scheduling, and performance management, into one unified platform.

Useful Reads: Employee Management Software for small business - A Guide The 6 top Employee Performance Management Trends of 2024

By automating many of the manual processes associated with human resource management, a staffing management system can significantly reduce the time and effort required to manage staffing needs.

Benefits of using a staffing management system:

Improved Efficiency and Time Savings: Automating staffing tasks like scheduling, payroll , and compliance reporting saves time and reduces errors. This allows HR staff to focus on more strategic tasks rather than administrative duties.

Enhanced Data Analysis and Decision Making: With integrated data analytics tools, staffing management systems provide insights into workforce trends, helping businesses make informed decisions about hiring, training, and employee development.

Better Compliance and Risk Management: These systems help ensure that staffing practices adhere to legal and regulatory requirements, reducing the risk of non-compliance penalties. They can automatically update to reflect changes in employment laws, helping companies stay compliant.

Your work schedule in one central place!

• Create rosters quickly
• Insight into labor costs
• Access anywhere via the app

Building an effective staffing plan is more than a routine HR task—it's a strategic imperative that aligns your workforce with your business goals.

From assessing your current workforce to forecasting future needs and effectively recruiting and integrating new talent, each step is crucial in developing a staffing strategy that not only meets your immediate needs but also positions your business for long-term success.

By incorporating a staffing management system, you can further enhance the efficiency and effectiveness of your human resources efforts. Armed with this step-by-step guide, you're now ready to create a staffing plan that ensures your team is robust, capable, and ready to drive your business forward.

Optimize your staffing plan with Shiftbase

Efficient staffing is crucial for any organization's success, and Shiftbase provides the tools you need to create and implement an effective staffing plan. Our employee scheduling feature allows you to strategically align your workforce with business demands, ensuring you have the right people at the right time.

Additionally, our time tracking capabilities provide insights into employee hours, aiding in workload management. Absence management ensures that leave does not disrupt business operations, maintaining continuity and productivity. Experience how Shiftbase can streamline your staffing process by signing up for a 14-day free trial here . Simplify your staffing plan with Shiftbase today.

Written by:

Rinaily Bonifacio

Rinaily is a renowned expert in the field of human resources with years of industry experience. With a passion for writing high-quality HR content, Rinaily brings a unique perspective to the challenges and opportunities of the modern workplace. As an experienced HR professional and content writer, She has contributed to leading publications in the field of HR.

Please note that the information on our website is intended for general informational purposes and not as binding advice. The information on our website cannot be considered a substitute for legal and binding advice for any specific situation. While we strive to provide up-to-date and accurate information, we do not guarantee the accuracy, completeness and timeliness of the information on our website for any purpose. We are not liable for any damage or loss arising from the use of the information on our website.

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How To Develop a Staffing Plan: A Step-by-Step Guide

• Templates & Guides

If you’re looking for a new and effective way to improve how your team and your business operate, a staffing plan may be the solution.

Staffing plans can provide a framework for all of your labor needs so you can be sure your business has the right number of skilled employees to meet the demands of your market — both now and in the months and years to come.

In this article, we discuss how to develop your own staffing plan and the software that can help get you there.

Table of contents

What is a staffing plan, how to develop a staffing plan.

• Busy restaurants need a staffing plan

A staffing plan is a collection of data points that measure and describe various aspects of the way your business operates, including foundational variables such as work activity, labor needs, and the time and money spent to get the job done.

With that information in hand, management (and your HR department , if you have one) can take steps to identify and predict:

• The current state of your workforce management
• Regular and recurring labor needs
• Skills your employees will need (both personally and for the business as a whole )
• Future labor needs and goals
• The steps your business will need to take to fulfill those goals

The process of developing a staffing plan can reveal all of that — and more. But how do you go about creating such a plan?

Read on to find out.

1) Review business goals

The foundation of a good staffing plan rests on the goals and strategies you have for your business.

These milestones provide direction to your organization as a whole and give your HR department and management a baseline with which they can start formulating important questions about the business, including:

• What are the highest-priority goals for the next 12 months?
• What departmental goals do we need to set to support the larger purpose?
• Do we need to reorganize or realign?
• How can human resource planning support the various levels of our organizational strategy?

The answers to these questions — and a thorough review and evaluation of business goals — will make up the framework of your staffing plan as it starts to take shape.

2) Look for conflicts and contributions

Once you’ve settled on the goals you want to use moving forward, the next step in developing a staffing plan is to look for conflicts and contributions.

Take a step back from the goals themselves and try to identify things that might help your business reach those goals. At the same time, try to identify things that might hinder your business along the way.

Conflicts and contributions can exist inside and outside your organization, so don’t limit where you look.

For example, your business may be affected by:

• A tight labor market
• Novel competitor activities
• Laws in your area
• Changes to responsibilities within your operation

Each of these could serve as a conflict or contribution to the way your team works and influence both the supply of talent you have available and the staffing plan you build to manage it.

3) Define where your business is now

Developing a staffing plan is like working backward on a road map: You put a pin in your destination and work your way backward, identifying places where you might slow down or speed up along your route until you reach your starting point.

In this case, your destination is achieving the various goals you’ve set. The slowdowns and speed-ups along your route are the conflicts and contributions you identified in step two. That leaves one variable undefined: your starting point.

After establishing where you want to go and the factors that affect your progress, it’s time to define where your business is now.

As you look at the current state of your workforce, make note of details like:

• Resources available
• Staff available
• Employee skills
• Employee knowledge
• Your business’s organizational chart
• The competencies your team needs to function

The data you gather in this step can help your business get a clear picture of where the operation is at right now and help you define the starting point of the staffing plan moving forward.

So, at this point, you’ve got a destination (the goals you want to achieve), an origin (the current state of your business), and the potential conflicts and contributions that could pop up along the way.

Now, it’s time to start planning how your business is going to move from start to finish.

4) Decide what you need to accomplish your goals

At this point in the process, it’s time to decide what you need to accomplish your goals.

Think of it like preparing for a road trip. You’ll need to choose a route, decide which vehicle you want to take, and finally, throw in some clothes, a bag or suitcase to put them in, and maybe some snacks and drinks to keep you fueled during the journey.

You can use the same idea to figure out what your business needs on the road to achieving the goals you set in step one.

Make a list of everything your business might need for the “trip” — whether it’s available to you at the moment or not.

Include things like:

• Physical resources

Once you have a list of the things you need, it’s time to separate that list into what you have and what you don’t have.

5) Figure out what’s missing

Next, go through everything on your “needs” list and determine what’s missing.

For example, you may have decided you’ll need a team of 10 to accomplish your goals. But maybe your business only has eight employees right now. Obviously, you know you’re going to need to hire two more employees before you start out.

6) Build a staffing plan to fill in the gaps

Now that you have information for all of the variables — goals, conflicts and contributions, starting point, needs, and shortfalls — it’s time to build a staffing plan to fill in the gaps.

At this point, you’ve done most of the work already. You just need to map out how your business is going to make sure it has the resources necessary to make the journey as successful as possible.

Then, all that’s left is to start the engine and put your staffing plan into action .

Staffing plans for busy restaurants

The restaurant industry is notorious for its employee turnover , but that’s just the nature of running a busy food-service establishment.

You can help cut down on turnover chaos by building a staffing plan for your business. This plan may be able to help you focus on hiring for skill , fit, and longevity instead of just finding someone who can do the job today and be gone tomorrow.

In fact, hiring the right person based on your labor needs and your staffing plan can help your restaurant develop a reputation for quality service.

And that doesn’t just come from your servers . Everyone from the head chef to the dishwashers and food runners can help your restaurant stand out from the crowd.

But it all starts with developing a staffing plan that can help you find exactly what your food-service business needs to get ahead.

Manage your staffing plan with Sling

Once you’ve built a staffing plan that’s right for your business, it’s time to put it into action. That involves managing everything from the hiring and firing process to the way you organize and optimize your team.

The Sling suite of tools can help you simplify and streamline all of that and give your business unprecedented control over the finer and more difficult points of workforce management , including:

• Employee scheduling
• Labor costs
• Time tracking
• Attendance tracking
• Task management
• Communication
• Employee documents
• Labor compliance
• And much more

Try Sling for free today to see how it can help you take your staffing plan off the paper and make it into a reality.

And, for even more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit GetSling.com today.

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This content is for informational purposes and is not intended as legal, tax, HR, or any other professional advice. Please contact an attorney or other professional for specific advice.

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How to Develop a Staffing Plan

This how-to guide is designed to help an HR professional answer the question, "What staff support will my HR department need in the next year, and how will we meet those requirements?" (Generally, the time period is a year, but it could be shorter or longer.) The staffing plan should be used to identify not only head count additions and reductions but also the different skills and knowledge that might be needed. Staffing plans may encompass employees, contractors, consultants or other experts. In essence, the steps used in developing a staffing plan help HR professionals ask the right questions to come to a clear understanding of the current state, the desired future state of the function and how to get there.

Staffing plans are often used during budget cycles to help plan and allocate costs. However, staffing plans can be used any time there will be a major adjustment to a workforce.

While the steps given below and the sample staffing plan are specifically for a human resource department, they can be applied to any function within an organization. HR professionals can also use the steps and staffing plan on a larger scale for a division or entire company. For best results, each step should be completed in order rather than jumping ahead.

Staffing plans can be one component of a strategic workforce plan. The differences between the two and how they intersect will be discussed at the end of this how-to guide.

For a demonstration of how each step would work, see a sample rationale for decisions made at the end of each step, and a sample staffing plan based on those decisions.

Steps to Complete a Staffing Plan

Step 1: evaluate goals.

The first step in developing a staffing plan is to evaluate the needed goals to achieve. By recognizing the targets employees will be working toward, human resource professionals can identify the amount and type of support needed to meet those expectations.

Ensuring a clear understanding of expectations helps HR professionals in a number of ways. Departmental goals should align and support organizational goals. Thus, this exercise is a perfect opportunity to reach out to other leaders to understand their expectations of the department in the upcoming year, including support for major projects, new strategic initiatives or other changes that will require adjusting staff.

In addition, during this step, HR should identify any major goals within the function. Perhaps a reorganization or realignment is needed to increase customer service or develop specific expertise.

Questions to ask when evaluating goals include:

• What are the organization's major strategic and tactical goals for the upcoming year?
• How will the HR function support those goals?
• What goals do I need to set for my function to ensure I'm aligned with the company's goals?
• What support are other functions/departments expecting from my department this year?
• What internal goals would this function like to achieve this year?

Step 2: Identify Influencers

In this step, HR professionals determine the factors that might affect the staffing plan. Influencers can be internal or external to the organization. They can be positive or negative and are defined as anything that might indirectly affect the plan but that the organization has little control over. By evaluating influencers on the staffing plan, HR professionals survey the landscape to identify and understand forces that will affect the talent supply. Examples of such influencers are a tight labor market, changing regulations and evolution of a function.

To complete this step, HR professionals should start with a brainstorming session to identify everything that might impact their workforce. Once they generate the list, they can then group like influencers. For example, if the brainstorm list includes "low unemployment" and "competitor ABC Company is hiring 50,000 local workers in the next year," the two could be consolidated under the influencer "external workforce availability."

Sources that provide labor market data include:

• U.S. Bureau of Labor Statistics.
• State and municipal labor statistics.
• State unemployment data.

Questions to help identify influencers include:

• What is the talent availability in our market?
• What trends are affecting skill development? These could be social impacts such as managing social media requirements, learning new skills as part of process evolution or the need to learn new technology.
• Will technology changes influence our labor supply or demand? These changes could be new technology that will require additional staffing or training time or technology that improves efficiencies, thereby eliminating jobs.
• Will changes to regulations affect our workforce?
• Do we have competitors that will affect the supply of labor? Perhaps competitors are growing their workforce, or they are laying off people, thereby growing the labor supply.
• Will economic or financial factors affect our staffing plans? These may include anticipated changes to the local economy, tightening of financing available to the organization or an influx of venture capital funding.
• Do we need to account for constraints or impacts from facilities or infrastructure? These include office size, location and commuting implications.
• Are potential "game changers" affecting our industry? Called "disrupter companies," examples include Uber and its impact on the taxi industry. Other game changers include technology improvements such as driverless cars that may affect the transportation industry.

Step 3: Analyze the Current State of the Function

As with any plan, it is critical to know the starting point. In this step, HR professionals compile information on the current state of the function or create an inventory of the important components of the skill set currently in play.

Compiling information on the current state of the HR function involves listing all current resources, including staff, contingency workers or other people who regularly support function goals. In addition, the current-state analysis should determine competencies, skill set or expertise to fully understand the tools presently available to meet expected plans.

As part of the activities in this step, HR professionals need to decide which systems to use to obtain the analysis data. Small departments can simply count positions on an organizational chart. However, data for larger staffing plans may need to be pulled from the human resource information system (HRIS) or payroll, talent management or scheduling systems. If the staffing plan is for head count purposes, payroll or HRIS data will suffice. But for competency planning, a learning or talent management system may provide the most accurate data.

In this step HR should also evaluate factors that may change the makeup of the department, such as flight risks, potential departures and current open positions actively being recruited.

This step does not include identifying gaps; that activity happens in Step 5.

Questions to ask while analyzing the current state include:

• What systems should I review for data on the current state?
• Who are my current staff members? What positions affect how we get things done (e.g., what responsibilities require an HR manager versus an HR administrator)?
• What expertise do staff members bring to their role?
• Do other employees outside of my function regularly influence achieving HR team goals (e.g., perhaps the employee in payroll who reports to the chief financial officer)? This question is especially relevant in matrixed organizations.
• Do vendors, contractors or others outside my organization regularly contribute to achieving team goals?
• What are the competencies my current staff have?
• Do I have any employees who are flight risks or who have personal issues that may affect their longevity with the organization?

Step 4: Envision Needs

In Step 4, HR professionals envision what will be needed to accomplish the goals set out in Step 1. Keys to this step are to start fresh and not be overly influenced by the current state. This step identifies both end-state staffing and interim needs. It should be assessed at both a head count and skills level.

To complete this step, HR professionals should review the goals outlined in Step 1 and imagine what will be needed to accomplish those goals. It is best to envision needs as if building the department from scratch. Taking this approach will help articulate requirements without being hampered by the current state.

The envisioning step may be approached from a head count perspective. However, envisioning needs from a skill set, competency or expertise perspective helps overcome biases that may exist in the current state.

Questions to ask while envisioning needs include:

• What expertise does the HR function need to accomplish our goals for next year?
• How many people will we need to meet our goals, and where should they be located? Sources for this figure may include current span-of-control numbers, staff ratio recommendations, historical rule of thumb within the organization or statistical regression analysis.
• Does staffing change throughout the year? What will it look like in six months? In 12 months?
• What is the ideal mix of staff, contractors or outside expertise needed to meet our goals? Generally outside experts are costly specialists such as lawyers or consultants whom HR may want on only a very limited basis but whose input is critical to the success of the plan. Contractors should be hired to fill short-term needs.
• What budget will we need to meet our goals?

Step 5: Conduct a Gap Analysis

Step 5 identifies what is missing between the end state outlined in Step 4 and the current state identified in Step 3. Gaps may include inadequate staffing, lack of expertise or simply the wrong people in the wrong place. Information derived from a gap analysis will identify deficiencies in the current state of the function that HR will need to address to achieve the outlined goals. HR professionals should not view these gaps as weaknesses of the current department but rather as opportunities to evolve the function into an ideal state to achieve organizational goals.

Questions to ask when doing a gap analysis include:

• If I compare the end state to the current state, in what areas are we currently unable to support outlined goals?
• Where will we need to adjust current staffing? Will factors such as current performance or mobility affect the current staffing?
• Do we lack staff with the right expertise in functional areas?
• Do we have geographical gaps in which we need to hire staff?
• Will cross-functional collaboration be needed? If so, how can we strengthen that partnership?

Step 6: Develop a Solution Plan

Having conducted the analysis above, HR professionals can now put together a plan to achieve the stated goals for the upcoming year. The plan should include both end-state staffing and any interim staffing needed. Step 6 often encompasses determining timing (i.e., when to hire or promote specific staff) and assigning costs if the staffing plan is being done in conjunction with a budget cycle.

The plan itself should outline the staff needed, at what time and location. It should differentiate full time versus contingent staff and identify every role needed in the function from entry level to executive. The plan may also detail the timing for when specific, outside expertise is needed.

Staffing plans may be created as tables, charts, PowerPoint presentations or other visuals. The important thing is to present the information in a format that provides the amount and type of information required in an easily consumable format.

Questions to ask while developing the solution plan include:

• Given all the information above, how do I use it to achieve the goals outlined in Step 1?
• At the end of the year, what should my staff composition consist of?
• When and where will we need to adjust staffing levels to support organizational goals?
• What level of expertise do I require in which roles?
• How am I accommodating for the influencers identified in Step 2?
• How am I addressing the gaps outlined in Step 5? Outside of hiring, would training or other methods help cover these gaps? Can we fill some of these gaps with technology?
• Finally, how often do I need to revisit this plan to ensure it continues to meet organizational needs?

As detailed above, completing a staffing plan comprises six main steps:

• Evaluate goals: What does this function need to accomplish?
• Identify influencers: What factors might affect the staffing plan?
• Identify the current state: What is the starting point?
• Envision needs: What is really needed (end state)?
• Conduct a gap analysis: What differences exist between the current state and the end state?
• Develop a solution plan: What types of staff are needed? When and where?

The above outline is designed to complete a staffing plan for a specific function. Staffing plans can also be created for entire divisions or organizations. To complete staffing plans with a bigger scope, organizations can break down the plan into manageable pieces. For example, a division might complete individual staffing plans for the sales, finance, HR, IT, marketing and production functions and then combine them into one overall plan. HR professionals responsible for this type of planning must closely collaborate with the leaders of each individual group to understand goals, needs and expertise required. Conducting such an exercise can help leaders refine their understanding of how each function interlocks to support overall organizational goals.

As noted in the introduction, staffing plans may be one component of workforce planning. The table below provides a summary of the difference between staffing plans and workforce planning as defined by a study on strategic workforce planning conducted by The Conference Board in 2012.

Staffing plans can be the first step in evolving the organization toward adoption of workforce planning. As leaders become more comfortable with the iterative exercise of planning for head count, additional complexities in terms of criteria, time frames or scenarios may be added to help address long-term strategic plans.

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How to Build a Staffing Plan [Free Template]

Your workforce is your most important asset. Whether you provide a product or service, the quality of your offerings hinges on having skilled and engaged employees . Securing or maintaining that sort of talent is challenging even in a calm market, but you can smooth bumps in the road with a carefully planned staffing strategy.

A great staffing plan can help you to anticipate employment changes ahead of time, more easily make hiring decisions, streamline transitions, and even improve productivity through training. Building a plan will require more than a little internal and external research, but today we’re walking you through each step.

Need an example staffing plan to get an idea of what this entails? We’ll do you one better. Download our free staffing plan template and start mapping out your organization’s needs today.

Staffing Plan Template

Not sure where to begin when creating a staffing plan? Use this template to help you get started. Click the button below to open the template in Google Sheets.

1. Identify Your Organization’s Business Goals

Optimizing your staffing plan starts with a look at the big picture. By pinpointing your business’s short and long-term objectives and aligning your plan to those goals, you’ll be making it easier to determine your staffing needs both now and down the road.

When you’re outlining your business goals, be sure to consider the following factors:

New projects, products, and initiatives. Not only could these mean additional staff is necessary, but knowing what’s coming can help you pinpoint needed skill sets.

Upcoming strategic changes. Shifting to remote or hybrid work , returning to the old office or opening a new one, and organizational restructuring will all impact your staffing needs.

Any new tools, technology, or platforms you might be planning to adopt, as well as the skills needed to use them. New technology like AI is changing the way many jobs are done. If you’re planning on adopting a new tool, not only will you need to consider how it will affect how much staff you need overall, but you’ll also need to plan to close skill gaps that these new tools open.

Clear-cut goals for metrics like productivity, sales, and customer satisfaction. Factors like these can help when deciding staffing needs later.

Recruiting and retention. Is your business expanding, staying the course, or possibly looking to shrink? Be sure to consider these factors in both the short and long term.

2. Audit Your Current Staffing Layout, Top to Bottom

Next up, you’ll want to take a critical look at your current workforce. Here’s the information you’ll need:

Workforce demographics , including basics like how many employees you have and finer details like tenure, age data, and hiring and turnover rates . Knowing when to expect retirement or turnover can help with anticipating future staffing needs.

Job description data. Familiarize yourself with what roles are available, what work is being done, and what skills are necessary to complete tasks.

Employee skill sets. Chart out which skills are available in abundance at your organization and which skills are more in demand – this is your skill gap analysis . Be sure to include skill sets that may become necessary due to new positions opening or new tools or tech being adopted.

Performance data. While low performance is obviously something you’ll want to pay close attention to and address with additional training, make a note of high performers, too. Recognize their efforts, consider them for promotions, and be aware that they could be snatched up by other businesses in your industry.

Depending on the size of your organization, this could be the most difficult part of the process, but it’s still crucial. Utilizing software that centralizes and aggregates this information for you can make this task a whole lot easier.

3. Map Out Realistic Staffing Needs

Once you know your organization’s goals and current staffing situation, use that information to forecast your staffing needs. Predictive analytics tools can be a great help here, as such software can quickly pinpoint potential trends in employee habits, productivity and turnover that could be useful for you.

You’ll want to look at:

Internal business needs. Knowing your company’s plans for the future, do you anticipate new positions opening or old ones becoming obsolete? Do you have departments that have a surplus of talent or ones that need a helping hand? You may find that you need to create new positions, consolidate old ones, or arrange training.

Internal trends for retirement, leave, and retention. Given this information, do you think you will have enough staffing to tackle your business goals? You may need to make plans to fill upcoming gaps.

Skill gaps. Utilize that skill gap analysis you made when you audited your current staffing plan to identify hiring and training needs. Keep in mind that a gap in skills doesn’t necessarily mean a new hire is necessary, according to Harvard Business Review , 68% of workers worldwide are willing to retrain their skills.

Internal employee needs. How is engagement at your company? What are your turnover rates? Are you offering competitive salaries and/or benefits packages that provide access to services your employees find useful? Changes may be necessary to improve retention.

Internal candidate availability. Your top performers make great candidates for promotion.

External candidate availability. Familiarize yourself with market and hiring trends for the skills you might want. You’ll want to know whether a role is in high demand or not.

Your competitors. An important part of your staffing strategy will be making sure you’re market competitive. Research current roles, compensation offerings, and growth in your industry, not just internally.

4. Build and Implement an Organic Strategy, Not a Monolithic One

By mapping out goals, current assets, and needs, you've already done the bulk of the work for creating a staffing plan.

Update or create policies for succession and training for all positions to ease transition after retirement, promotion, or turnover.

Outline how hiring, promotion, and staff reduction decisions should be made if such policy doesn’t exist already, or bring those policies better in line with your company’s goals or values, if necessary.

Track all current and anticipated positions. Identify their budget requirements, skill needs, and current hires in those positions.

Take another look at your job descriptions. Part of your plan should involve ensuring that role responsibilities and expectations are well-defined, realistic, and clear.

Plan how gaps will be filled. Work with leadership to determine whether you will meet your staffing needs with new recruits or internal training and promotion.

Don’t reinvent the wheel. While you’ll certainly need something that fits your organization’s unique needs, you don’t need to start from square one. There are plenty of example staffing plans available online. Use a staffing plan template like the one we’re providing here as a jumping off point to build something that suits your needs!

Update it regularly. A staffing plan should be a living policy, one that grows and changes as your company does. Don’t treat it as a monolith, unchanging once complete. Be open to reviewing and revising it at least annually to keep it optimized.

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How to Develop a Staffing Plan

MyWorkChoice

• December 9, 2019

For a business, the path to success is winding and filled with constant challenges. While it’s impossible to foresee every new opportunity or concern ahead of the curve, careful planning can make it much easier for businesses to adapt to a changing landscape.

HR professionals count staffing considerations as one of the biggest obstacles to growth. The human component of a business is one of its greatest assets, and a carefully crafted staffing and development plan can help you maximize how your company leverages its employees to achieve success.

Today, we’ll take a closer look at how to develop a staffing plan, so you can create a malleable framework for how you identify new opportunities and handle critical functions like expansion and hiring.

What is Staffing?

Staffing is the ongoing practice of finding and evaluating talented individuals both inside and outside of the company. The purpose of staffing is to fill the roles within a company as effectively as possible to help the business grow and reach their performance goals.

For smaller organizations, staffing processes are often outsourced to a third party, which may be much more qualified to handle the staffing demands of that company. Instead of hiring an extensive HR department to help the company reach its staffing goals, a staffing company with experience and relationships within the industry is contracted to assist in the process.

Companies like MyWorkChoice make it easy to staff critical positions in your workforce as you need them. This makes it easier for companies to rise to meet growing challenges and fill gaps they identify on an as-needed basis.

Larger organizations often handle all staffing needs in house, which allows them to completely control each aspect of their hiring and employee development practices.

Regardless of whether or not you handle it in house, staffing is a critical concern that can help or hinder the growth and success of every business.

What is a Staffing Plan and Why Do I Need One?

Staff planning is a strategic process in which decision-makers and the HR team audit the organization to identify its personal needs. A comprehensive plan will serve as a roadmap for how many employees your business needs, the type of employees your business needs, and how you can deploy those employees to execute company goals.

This plan helps a staff throughout the recruitment and hiring process, and aids in the development of internal personnel. Staff planning also provides a forecast of the labor needs of the company, so it’s a helpful tool for creating budgets and managing company finances.

Without a staffing and development plan, it can be difficult or impossible to identify the opportunities and challenges the business faces concerning labor. Without an effective strategy, every aspect of the company, from product quality to employee morale can suffer, resulting in stunted growth and lost business.

How to Create a Staffing Plan

To create a staffing plan, you’ll need to evaluate your current staffing needs and forecast your needs moving forward. The gap between those two needs is going to be the area where your organization has an opportunity to get to work.

Creating your plan can be broken down into five main steps:

• Identify business goals
• Evaluate the current staffing situation
• Forecast your future needs
• Implement a plan
• Evaluate and refine the plan

1) Evaluate Business Goals

The first step of the process is to carefully consider short- and long-term goals for the business as it pertains to staffing. Virtually every company has a strategic business plan which outlines the business’ goals and plans for growth. Consider these goals and what you’ll need from your workforce to accomplish those goals.

For example, if one of your company’s goals is to open a new distribution center across the country, your staffing plan will need to consider what labor will be required to achieve this goal.

The goals outlined in your staffing analysis will affect the overall goals of the business, so you should ensure complete synergy between company goals and staffing needs to ensure that they’re aligned going forward.

2) Evaluate the Current Staffing Situation

To efficiently address your staffing needs, it’s helpful first to take a step back and look at your current workforce. Doing so will make it easier for you to identify where you need improvement, and it will also shine a light on members of your team who may be capable of stepping into a more significant role.

To start the process, create a company organization chart to illustrate the jobs, skills, and competencies of each member of your company from the top down. An org chart will help you visualize your workforce and the current staffing situation so you can better identify your future needs and opportunities.

The more detail in your org chart, the better off you’ll be. Consider adding core skills and attributes for each employee, as they’ll help you identify opportunities to promote from within when higher-level positions need to be filled.

Your company organization chart will also indicate each of the positions within the company. Take each position and write a full description of each job. Identify the core skills that potential applicants will need to possess, and well as any prerequisites you require to help you vet future applicants.

During this process, you’ll want to work closely with the members of the management team that each position will be reporting to. For example, if you’re documenting the job description, skills, and requirements that you’ll need from a warehouse associate position, consult with the warehouse manager to ensure you understand the full scope of the job so it can be appropriately staffed.

With this information, it will be much easier for you to recruit qualified applicants who should be a good fit within the company.

3) Forecast Your Future Needs

This step requires you to consult your crystal ball to gaze into what the future will hold for your company.

Forecasting your future needs is going to involve some guesswork, and you’ll need to consider many factors that may affect your future needs. Things like turnover rate, investments in new technology, the economy, the unemployment rate, and your competition can all influence your ability to achieve your staffing goals, and you’ll need to try and account for them in the forecast.

Performing a trend analysis based on historical data from within your company is an effective way to forecast your labor needs. Look at data that indicates historical hiring patterns and turnover rates. Consider the skills and education of your staff as well as their demographics. This information should show trends that can help you forecast your needs more accurately.

A ratio analysis is another essential tool you can use to codify the labor you’ll require to achieve critical goals. In this analysis, you’ll create a ratio between the business directive and the labor necessary to achieve it.

For example, let’s say that last year, your business shipped 500,000 units with ten warehouse associates. The ratio of units shipped to employees is 50,000:1. Now, let’s say that one of your business goals is to ship an additional 250,000 units in the next year. By applying your ratio analysis, you can see that you’ll need to hire five more warehouse associates to meet your goal for units shipped.

Once you’ve forecasted your future needs to the best of your ability, you can analyze and understand the gap between where you are now and where you need to go in the future. From here, you can codify the necessary steps to help you achieve organizational goals.

4) Create Your Plan

Now that you’ve collected and analyzed all the applicable data about your current staff and the future needs and goals of the company, it’s time to codify and implement your plan. In this step, you’ll outline the hiring processes for the entire company.

You’ll need your plan to cover every department, group, or division within your company. Depending on the size of your company, it may be helpful to create individual plans for each department you have. Once each department completes its assessment, the entire thing can be combined to reveal the master plan for the business.

Committing your plan to paper is a significant undertaking that requires cooperation and input from virtually everyone in the company, especially decision-makers and human resources. Communication is critical throughout the entire process, and it’s especially crucial as you finalize your plan.

5) Evaluate and Refine the Plan

Once you’ve put your plan in place, it should serve as a tool that helps you to streamline your hiring processes, identify standout talent within the organization, and achieve the different goals of the business. During this time, keep in mind that your plan should be fluid and adapt to the changing needs of your business. Make sure that your plan is working for you, and consider alternatives if your plan isn’t performing as well as you intended. Thanks to the emergence of new tools and services like MyWorkChoice , it’s easier than ever to meet your staffing challenges head-on so you can focus on the higher-level processes of running your business.

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How to Create an Effective Staff Plan

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Our Small Business Expert

The HR department is often known as the people department, the place that deals with human issues, resolves conflicts, and makes sure everyone gets along. But HR professionals are also policy- and process-driven. Think about the sheer number of ever-changing regulations they have to keep an eye on and the many policies that are included in any company’s employee handbook.

Staffing requires a strategic, data-driven approach and forms a key part of any business plan. It’s crucial for continued business success. That’s why we’ve put together a guide on how to write a staffing plan for your business.

Overview: What is a staffing plan?

If you want your business to run smoothly, you need to make sure you have the right resources in the right place and at the right time, both short- and long-term. And by resources, we mean people.

Staffing plans look at the needs of your organization, its growth, focus, and long-term strategy, and work out what kind of skills and resource levels you’ll need to ensure you can achieve your business goals without breaking the bank.

What is the goal of a staffing plan?

Your staffing plan doesn’t begin and end with recruiting the right people. It also affects onboarding, training, succession planning, employee satisfaction and, ultimately, business development. Here are the main benefits for your business.

Improve your recruitment process

If you are scrambling to hire new employees because you’ve just realized that you don’t have the necessary skills to meet your business goals, then your recruitment process will suffer. If you have a long-term staffing plan, you can spend time:

• Writing a detailed job ad
• Sourcing candidates
• Screening and interviewing with care
• Scheduling interviews in advance
• Creating a comprehensive onboarding process

You’ll make sure you’ve hired the right person for the job, and you won’t mess candidates about during the process.

Implement better succession planning

People will leave your company, it’s inevitable. Even if you are doing all you can to retain your staff, life happens. Someone has to move cities for family reasons, another wants to go traveling, and another decides to retrain. But you need to be ready for it.

If you have a staffing management plan in place, you can work out who can replace your managers, and if you even need to replace them. Maybe the role will become obsolete due to a change in direction, or you find you can split the responsibilities between the rest of the team.

Retain employees

It takes time to recruit and onboard new employees, so not planning ahead and then trying to hire someone when you need those skills yesterday will put you on the back foot. And if you’re trying to recruit people in areas with skills shortages, it’ll be even more difficult.

A strategic staffing plan looks at the direction of the business and identifies the skills you’ll need to support that focus. You can then see if you lack any of the necessary skills and start drawing up a plan of action now. This might involve hiring new people, or you might decide to upskill and retrain existing staff.

By showing that you are dedicated to training current employees, you can boost morale and improve employee retention.

How to develop a staffing plan

Staffing plan development can be broken down into four manageable steps, all of which require you to have access to accurate, up-to-date data and people analytics tools so you can carry out staffing needs analysis.

If you need some extra help reach out to your HR software provider to see if they can provide a sample staffing plan or staffing plan template to get you started.

Step 1: Set goals and strategy

If you don’t have a clear plan for where the business is going, along with measurable goals, then it’s impossible to be able to ensure you have optimal staffing and employee development levels and to achieve your goals.

As a human capital management professional, you need to work with all areas of the business to create a vision for how your product or service will develop and change in five years’ time and ten years’ time. Are you going to introduce a completely new product line? Are you going to move from e-commerce only to also having physical stores in shopping malls?

Tips for setting goals and strategy:

Instead of making gut decisions, you should use cold, hard data. But this starts with having a process in place and the necessary tools to carry out the work.

• Decide what factors you want to track: It’s impossible to know if you are meeting your goals if you don’t have a set of HR metrics to track. This could include employee retention and turnover rate, time-to-hire, and the number of roles filled.
• Implement an HR analytics process: Trying to manually collect and analyze the necessary data is time-consuming and prone to errors. If you implement HR software with built-in workforce analytics functionality, such as Workday , then you can automatically generate reports that will show you if you are meeting your goals.

Workday automatically generates reports that help you track HR metrics. Image source: Author

Step 2: Analyze your current people management landscape

Once you’ve got a plan in place, you need to take stock of your current people management situation. You need to know how long it takes to carry out certain tasks so you know how many people you need in certain roles. Other questions to ask yourself include:

• What skills do we have in-house?
• How are my current employees performing?
• Who are my best-performing employees?
• What are our compensation rates like according to industry averages?
• What is our turnover rate?

Tips for analyzing your current people landscape:

Having accurate data is key if you want to get an accurate picture of your current workforce performance.

• Centralize your data: If you want to be able to answer these questions, then you need to make sure your data is in one place so you get accurate insight.
• Create employee surveys: One of the best ways to get access to the necessary data is to create anonymous questionnaires to understand what your employees think about their own performance.

HR software like Zenefits centralizes your data, so you can get answers to your questions and easily share this insight.

Zenefits lets you analyze data at company and department levels. Image source: Author

Step 3: Forecast optimal staffing levels

Forecasting optimal staffing levels considers not only the number of employees with certain skills you need, but also the budget you will need to manage this workforce. If you don’t have enough budget to hire full-time employees, you may need to consider using contractors or freelancers.

Tips for forecasting optimal staffing levels:

The key here is to arm yourself with as much internal and external information as you can. Predicting the future is impossible even if you have a crystal ball, but you can use data to provide your best guess.

• Do a trend analysis: Look at historical data in your system to help inform future staffing levels. Investigate how business growth in the past has affected staffing levels and use that as a jumping-off point when forecasting future levels.
• Look at industry benchmarks: How many employees do your competitors have? What is the ratio of workers to turnover? What departments are they growing and what skills are they searching for? What kind of skills do industry analysts think will play a major part in the future? Do your research and see what other successful businesses are doing.

Step 4: Conduct a gap analysis

The final step you need to take when developing a staffing proposal is to analyze the places where you currently don’t have the skills to achieve your goals. This analysis takes into account not only the skills supply in your company, but also the skills availability in the market, which will help you decide whether you will recruit or upskill to fill the gaps.

Tips for conducting a gap analysis:

This step involves not only finding the gaps, but also discovering why they exist, and how you can:

• Be prepared to make redundancies: When you’ve analyzed your data, you might find out that you have a surplus of certain skills. If possible, you can try to retrain workers with these skills, but if that’s not possible, you may have to let them go. Check whether you have an at-will employment agreement or whether you need to give them notice and cause before terminating the contract.
• Look at previous shift management data: Sometimes skills gaps only happen during busy periods, such as Black Friday. You should be able to identify these peaks and troughs through the workforce planning and shift management information in your HR system. If the skills gap is only temporary, consider hiring contract employees for these busy times.

Review, adjust, and repeat

You need to regularly review the plan, see if it still fits with the overall business strategy, carry out steps one to four again if necessary, and adjust as you see fit. Then repeat. And repeat again. We recommend reviewing the plan annually, as well as when there are major changes within your organization.

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Staffing Agency Business Plan Template

If you want to start a staffing agency or expand your current staffing business, you need a staffing agency business plan.

Over the past 20+ years, we have helped over 8,000 entrepreneurs and business owners create business plans to start and grow their staffing agency businesses, employment agencies and recruitment agencies.

How to Write a Business Plan for a Staffing Company

Below are links to each of the key elements of a successful staffing agency business plan:

• Executive Summary – The Executive Summary is the most important part of your business plan. It’s the first thing potential investors or lenders will read, so it needs to be concise, compelling, and informative. It will provide a brief overview of each section of your staffing agency business plan.
• Company Overview – In this section, you should provide a clear and concise company description that includes the company’s history, legal structure, mission statement, vision, and core values. Describe the staffing services you offer, your target market, and your competitive advantage. Explain why your agency is unique and what sets you apart from other staffing agencies.
• Industry Analysis – The Industry Analysis section of your business plan should provide a comprehensive overview of the staffing agency industry. This includes a detailed examination of industry trends, competitive landscape, economic factors, and staffing industry regulations.
• Customer Analysis – In the Customer Analysis section of a business plan, you should delve into the specific characteristics and needs of your potential clients including identifying key demographics such as age, gender, income level, and industry. Explore their specific hiring needs, preferences, and pain points.
• Competitive Analysis – The Competitive Analysis section should provide a detailed overview of your competitors, their strengths, weaknesses, and market share. Start by identifying your direct competitors, those offering similar services in the same geographic area.
• Marketing Plan – In the Marketing Plan, you should outline the marketing strategies to attract your target audience. Include your target market, branding strategy, marketing channels (e.g., online, print marketing materials, referrals), and promotional activities (e.g., social media, content marketing, pay-per-click advertising).
• Operations Plan – In the Operations Plan, you’ll detail the daily business operations of your staffing agency. This includes your hiring process, candidate screening methods, and onboarding procedures. You’ll also describe your office layout, technology infrastructure, and other operational aspects.
• Management Team – The Management Team section should outline the qualifications, experience, and roles of the key individuals who will be responsible for the staffing agency’s operations. This includes the founder(s), CEO, COO, CFO, HR manager, and any other essential personnel. Highlight their specific expertise, relevant industry experience, and how their combined skills will contribute to the success of the business.
• Financial Plan – The Financial Plan will outline the agency’s financial projections, including the income statement, balance sheet, and cash flow statement. It will also detail the agency’s funding sources, such as loans, investments, and equity. It should include a detailed breakdown of the business expenses, including startup costs, labor costs, rent, marketing expenses, capital expenditures, and operational expenses.
• Appendix – The Appendix is a crucial component of your business plan, serving as a repository for supporting documents that provide additional context and credibility. Essential inclusions in this section might include resumes, financial statements, market research data, legal documents, and any other supporting documentation for your staffing agency business plan.

Next Section: Executive Summary >

Staffing Agency Business Plan FAQs

What is a staffing agency business plan.

A staffing agency business plan provides a snapshot of your staffing firm as it stands today, and lays out your growth plan for the next five years. It explains your business goals and your strategy for reaching them. It also includes market research to support your plans.

Why Do You Need a Business Plan for a Staffing Agency?

If you’re looking to start a staffing agency, or grow your existing staffing agency, you need a business plan. A business plan will help you raise funding, if needed, and plan out the growth of your staffing agency business in order to improve your chances of success. Your staffing agency business plan is a living document that should be updated annually as your company grows and changes.

This is true for an employment agency business plan, a recruitment agency business plan, a healthcare staffing agency business plan or a plan for any type of staffing agency.

What Are the Sources of Funding for Staffing Agencies?

With regards to funding, the main sources of funding for staffing firms are personal savings, credit cards, bank loans and angel investors. With regards to bank loans, banks will want to review your business plan and gain confidence that you will be able to repay your loan and interest. To acquire this confidence, the loan officer will not only want to confirm that your financials are reasonable. But they will want to see a professional plan. Such a plan will give them the confidence that you can successfully and professionally operate a business.

Angel investors are also a common form of funding for staffing agencies. Angel investors are wealthy individuals who will write you a check. They will either take equity in return for their funding, or, like a bank, they will give you a loan. Venture capitalists will not fund a staffing agency. This is because most venture capitalists are looking for extremely fast growth and millions of dollars in return when they make an investment, and staffing agencies, while great businesses, don’t fit this criteria.

How Do I Download a Free Staffing Agency Business Plan PDF?

You can download our staffing agency business plan PDF and use our sample staffing agency business plan to write your own business plan. If you are looking for the quickest and easiest way to complete your business plan, Growthink’s Ultimate Staffing Agency Business Plan Template has numerous features not available in the free template including its financial projections template which automatically calculates your complete five-year financial projections including income statements, balance sheets, and cash flow statements.

What Other Resources Are Available for Staffing Agency Owners?

How To Start a Staffing Agency

STAFFING AGENCY BUSINESS PLAN OUTLINE

• Staffing Agency Business Plan Home
• 1. Executive Summary
• 2. Company Overview
• 3. Industry Analysis
• 4. Customer Analysis
• 5. Competitive Analysis
• 6. Marketing Plan
• 7. Operations Plan
• 8. Management Team
• 9. Financial Plan
• 10. Appendix
• Staffing Agency Business Plan Summary

Other Helpful Business Plan Articles & Templates

We earn commissions if you shop through the links below.  Read more

Staffing Agency

Back to All Business Ideas

13 Essential Steps to Start a Staffing Agency

Written by: Natalie Fell

Natalie is a business writer with experience in operations, HR, and training & development within the software, healthcare, and financial services sectors.

Edited by: David Lepeska

David has been writing and learning about business, finance and globalization for a quarter-century, starting with a small New York consulting firm in the 1990s.

Published on May 26, 2022

Investment range

$4,600-$10,350

Revenue potential

$120,000-$240,000 p.a.

Time to build

Profit potential

$108,000-$156,000 p.a.

Industry trend

These are the critical aspects you should evaluate when launching your staffing agency:

• Define your services — Decide on the types of staffing services you will offer, such as temporary staffing, permanent placements, executive search, or industry-specific staffing (e.g., healthcare, IT, finance).
• Recruitment software — Invest in recruitment software or applicant tracking systems (ATS) to manage candidate databases, job postings, and application processes.
• Sourcing candidates — Use various channels to source candidates, such as job boards, social media, networking events, and partnerships with educational institutions.
• Candidate screening — Implement a thorough screening process that includes interviews, background checks, and skills assessments to ensure quality placements.
• Register your business — A limited liability company (LLC) is the best legal structure for new businesses because it is fast and simple. Form your business immediately using ZenBusiness LLC formation service or hire one of the best LLC services on the market.
• Legal business aspects — Register for taxes, open a business bank account, and get an EIN .
• Partnerships — Build relationships with local businesses, educational institutions, and community organizations to generate referrals and collaborate on promotional activities.
• Employment laws — Stay informed about employment laws and regulations , including labor standards, equal opportunity, and data protection.
• Learn from real entrepreneurs who run a successful business:

The Founders of Houston & Ko on Changing the Freelance Landscape

Interactive Checklist at your fingertips—begin your staffing agency today!

You May Also Wonder:

Is a staffing agency a profitable business?

Yes, a staffing agency can be highly profitable. Make sure you charge competitive rates for your services and spend time building up your network of candidates and clients.

Are there certifications available for staffing professionals?

While obtaining certification isn’t mandatory, there are several certifications available for those looking to elevate their staffing skills. Check out the  American Staffing Association  for more information.

How can I attract clients and job seekers to utilize my staffing services?

Firstly, create a strong online presence through a professional website and active social media accounts. Utilize digital marketing techniques, such as search engine optimization (SEO) and targeted advertising, to increase visibility and reach your target audience. Additionally, actively engage with job seekers by attending job fairs, hosting networking events, and partnering with educational institutions or professional organizations.

How can I differentiate my staffing agency from competitors in the market?

Develop expertise in specific industries or niches to become a go-to resource for specialized talent. Offer additional value-added services such as skills assessments, training programs, or career coaching. Build strong relationships with both clients and job seekers by understanding their unique needs and providing customized solutions.

How can I ensure the quality and suitability of candidates I provide to clients?

Ensure the quality and suitability of candidates by conducting thorough interviews, reference checks, and skills assessments. Understand the specific requirements and culture of each client organization to ensure a good fit. Implement background checks and verification procedures, such as verifying education and work experience, to ensure the accuracy of candidate information.

Step 1: Decide if the Business Is Right for You

Pros and cons.

Before starting a staffing agency, it’s important to weigh the pros and cons.

• Flexibility – Set your own hours and work from anywhere
• Low Overhead – Low startup costs and ongoing expenses
• Rewarding – Help people find their dream jobs!
• Extensive Networking – It takes time to build a network of candidates and clients
• Tough Customers – Clients can be picky when hiring for open positions

Staffing Agency industry trends

Industry size and growth.

• Industry size and past growth – In 2022, the US employment and recruiting agency market is worth $23.2 billion after 2.3% annual growth since 2017 . (( https://www.ibisworld.com/industry-statistics/market-size/juice-smoothie-bars-united-states/ ))
• Growth forecast – The global recruitment and staffing industry is expected to grow about 2% per year through 2028.(( https://www.verifiedmarketresearch.com/product/recruitment-staffing-market/ ))
• Number of businesses – There are 10,950 employment and recruiting agencies in the US as of 2022.(( https://www.ibisworld.com/industry-statistics/number-of-businesses/employment-recruiting-agencies-united-states/ ))

Trends and challenges

Trends within the staffing industry include:

• New developments in artificial intelligence are changing the way staffing agencies operate. AI enhancements are automating key parts of the recruitment process, like candidate sourcing, reviewing resumes, and scheduling interviews. 
• Employers are making huge commitments to diversity and inclusion . Staffing agencies are also making it a priority to recruit talent of all cultures, genders, and professional backgrounds. 

Challenges within the staffing industry include:

• The recent pandemic has resulted in a shortage of customer-facing workers, especially in the retail, healthcare, and hospitality industries. Jobs in these areas have been tough for companies and staffing agencies to fill.
• Remote work is becoming the norm and many candidates are making it a requirement when looking for a new job. Companies that don’t offer remote work may have trouble attracting talent, making it harder for recruiters.

What kind of people work in staffing and recruiting?

• Gender – 59.9% of all recruiters are women, while 40.1% are men.(( https://www.zippia.com/recruiter-jobs/demographics/ ))
• Average level of education – 69% of recruiters have a bachelor’s degree.
• Average age – The average recruiter in the United States is 40 years old.

How much does it cost to start a staffing agency?

Costs to start a staffing agency range from $4,600 to $10,400. Your costs will greatly depend on how much you spend on advertising your services and posting your client’s positions on job boards .

You’ll need a handful of items to successfully launch your staffing agency, including: 

• Staffing Agency Software
• Logo and branding

How much can you earn from a staffing agency?

The average rate charged by permanent staffing agencies is 20% of the hired individual’s first-year salary. You’ll have very few ongoing expenses, aside from advertising and posting jobs. Expect a profit margin of around 90%. 

In your first year or two, you could run your business from home and fill one position every two months. Assuming each job paid a yearly salary of $100,000 and your commission is 20%, you’d bring in annual revenue of $120,000. Assuming that 90% margin, you’d make a profit of $108,000. As your business grows, you might hire additional staff and rent an office, reducing your profit margin to 65%. If you doubled annual revenue to $240,000, you’d make an impressive profit of $156,000. 

What barriers to entry are there?

There are a few barriers to entry for a staffing agency. Your biggest hurdles will be:

• Financing (time + money) the build-out of a strong network 
• Drawing clients away from established recruiting firms

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Step 2: hone your idea.

Starting a staffing agency requires a good understanding of the job market, strong networking skills, and the ability to quickly adapt to changing client needs. Tailor your services to fill market gaps, and focus on building long-term relationships with both clients and candidates.

Why? Identify an opportunity

To start a staffing agency, first conduct thorough market research to understand the current labor market trends and identify sectors with high demand, like healthcare or IT. Consider specializing in a niche where you have expertise or see a market gap, as this can differentiate your agency from competitors.

You might consider targeting a niche market by specializing in a certain aspect of your industry, such as staffing IT or creative professionals.

Also, analyze what existing staffing agencies are doing and look for opportunities they might be missing.

What? Determine your services

You’ll be providing recruitment and staffing services for companies with open jobs to fill. Many agencies specialize in a specific industry, which helps narrow down viable candidates and customers. Some staffing agencies may also focus specifically on temporary or seasonal workers.

Consider offering specialized services like background checks, skill testing, or training programs, which can add value for your clients. Be adaptable and ready to modify your services based on client feedback and market demands.

How much should you charge for staffing services?

Research the market rates to understand what competitors are charging, which can be either per hour or a percentage of the employee’s annual salary. Conduct a cost analysis to ensure your pricing covers operational expenses and allows for a profit margin.

When recruiting full-time employees, staffing firms usually charge 10-35% of the employee’s annual salary. Rates depend on the agency’s reputation and the positon being filled. Offer different pricing models to accommodate diverse client needs and be transparent about your fees to build trust.

Once you know your costs, you can use our profit margin calculator to determine your mark-up and final price points. Remember, the prices you use at launch should be subject to change if warranted by the market.

Who? Identify your target market

Identify potential clients who would benefit most from your services, such as businesses in rapidly growing industries or those with seasonal staffing needs. Use networking, both in-person and through platforms like LinkedIn, to connect with potential clients. Develop a marketing strategy targeting your identified client base through appropriate channels, including industry publications and local business events.

Where? Choose your business premises

Consider a location that’s easily accessible and close to business districts or industrial areas. Decide whether to start with a physical office or operate remotely to reduce initial costs. Choose a space that allows for growth; if starting small, co-working spaces or small offices with no long-term commitments can be ideal.

Step 3: Brainstorm a Staffing Agency Name

Here are some ideas for brainstorming your business name:

• Short, unique, and catchy names tend to stand out
• Names that are easy to say and spell tend to do better 
• Name should be relevant to your product or service offerings
• Ask around — family, friends, colleagues, social media — for suggestions
• Including keywords, such as “staffing agency” or “staffing firm”, boosts SEO
• Name should allow for expansion, for ex: “ProHire Solutions” over “TechTalent Connect”
• A location-based name can help establish a strong connection with your local community and help with the SEO but might hinder future expansion

Once you’ve got a list of potential names, visit the website of the US Patent and Trademark Office to make sure they are available for registration and check the availability of related domain names using our Domain Name Search tool. Using “.com” or “.org” sharply increases credibility, so it’s best to focus on these. 

Find a Domain

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Finally, make your choice among the names that pass this screening and go ahead with domain registration and social media account creation. Your business name is one of the key differentiators that sets your business apart. Once you pick your company name, and start with the branding, it is hard to change the business name. Therefore, it’s important to carefully consider your choice before you start a business entity.

Step 4: Create a Staffing Agency Business Plan

Here are the key components of a business plan:

• Executive Summary: Summarize your staffing agency’s aim to connect qualified candidates with businesses, highlighting your expertise in specific industries or job types.
• Business Overview: Describe the focus of your staffing agency on providing recruitment and placement services for temporary, permanent, and contract positions.
• Product and Services: Detail the services offered, including candidate sourcing, screening, interviewing, and placement for various industries.
• Market Analysis: Assess the demand for staffing services, identifying target industries and employment trends in your operating region.
• Competitive Analysis: Compare your agency to other staffing firms, emphasizing your unique strengths like specialized industry focus or a superior candidate vetting process.
• Sales and Marketing: Outline your strategy to attract both clients and job seekers, through methods like networking, digital marketing, and participating in industry events.
• Management Team: Highlight the expertise and experience of your team in recruitment, human resources, and industry-specific knowledge.
• Operations Plan: Describe the process of matching candidates with employers, from initial consultation to placement and follow-up.
• Financial Plan: Provide an overview of start-up costs, revenue streams from placement fees, and operational costs.
• Appendix: Include supplementary materials such as detailed market research, client testimonials, or recruitment strategies to support your business plan.

If you’ve never created a business plan, it can be an intimidating task. You might consider hiring a business plan specialist to create a top-notch business plan for you.

Step 5: Register Your Business

Registering your business is an absolutely crucial step — it’s the prerequisite to paying taxes, raising capital, opening a bank account, and other guideposts on the road to getting a business up and running.

Plus, registration is exciting because it makes the entire process official. Once it’s complete, you’ll have your own business! 

Choose where to register your company

Your business location is important because it can affect taxes, legal requirements, and revenue. Most people will register their business in the state where they live, but if you are planning to expand, you might consider looking elsewhere, as some states could offer real advantages when it comes to staffing agencies. 

If you’re willing to move, you could really maximize your business! Keep in mind, it’s relatively easy to transfer your business to another state. 

Choose your business structure

Business entities come in several varieties, each with its pros and cons. The legal structure you choose for your staffing agency will shape your taxes, personal liability, and business registration requirements, so choose wisely. 

Here are the main options:

• Sole Proprietorship – The most common structure for small businesses makes no legal distinction between company and owner. All income goes to the owner, who’s also liable for any debts, losses, or liabilities incurred by the business. The owner pays taxes on business income on his or her personal tax return.
• General Partnership – Similar to a sole proprietorship, but for two or more people. Again, owners keep the profits and are liable for losses. The partners pay taxes on their share of business income on their personal tax returns.
• Limited Liability Company (LLC) – Combines the characteristics of corporations with those of sole proprietorships or partnerships. Again, the owners are not personally liable for debts.
• C Corp – Under this structure, the business is a distinct legal entity and the owner or owners are not personally liable for its debts. Owners take profits through shareholder dividends, rather than directly. The corporation pays taxes, and owners pay taxes on their dividends, which is sometimes referred to as double taxation.
• S Corp – An S-Corporation refers to the tax classification of the business but is not a business entity. An S-Corp can be either a corporation or an LLC , which just need to elect to be an S-Corp for tax status. In an S-Corp, income is passed through directly to shareholders, who pay taxes on their share of business income on their personal tax returns.

We recommend that new business owners choose LLC as it offers liability protection and pass-through taxation while being simpler to form than a corporation. You can form an LLC in as little as five minutes using an online LLC formation service. They will check that your business name is available before filing, submit your articles of organization , and answer any questions you might have. 

Form Your LLC

Choose Your State

We recommend ZenBusiness as the Best LLC Service for 2024

Step 6: Register for Taxes

The final step before you’re able to pay taxes is getting an Employer Identification Number , or EIN. You can file for your EIN online or by mail or fax: visit the IRS website to learn more. Keep in mind, if you’ve chosen to be a sole proprietorship you can simply use your social security number as your EIN. 

Once you have your EIN, you’ll need to choose your tax year. Financially speaking, your business will operate in a calendar year (January–December) or a fiscal year, a 12-month period that can start in any month. This will determine your tax cycle, while your business structure will determine which taxes you’ll pay.

The IRS website also offers a tax-payers checklist , and taxes can be filed online.

It is important to consult an accountant or other professional to help you with your taxes to ensure you are completing them correctly.

Step 7: Fund your Business

Securing financing is your next step and there are plenty of ways to raise capital:

• Bank loans: This is the most common method but getting approved requires a rock-solid business plan and strong credit history.
• SBA-guaranteed loans: The Small Business Administration can act as guarantor, helping gain that elusive bank approval via an SBA-guaranteed loan .
• Government grants: A handful of financial assistance programs help fund entrepreneurs. Visit Grants.gov to learn which might work for you.
• Friends and Family: Reach out to friends and family to provide a business loan or investment in your concept. It’s a good idea to have legal advice when doing so because SEC regulations apply.
• Crowdfunding: Websites like Kickstarter and Indiegogo offer an increasingly popular low-risk option, in which donors fund your vision. Entrepreneurial crowdfunding sites like Fundable and WeFunder enable multiple investors to fund your business.
• Personal: Self-fund your business via your savings or the sale of property or other assets.

Bank and SBA loans are probably the best option, other than friends and family, for funding a staffing company. You might also try crowdfunding if you have an innovative concept.  

Step 8: Apply for Staffing Agency Business Licenses and Permits

Starting a staffing agency requires obtaining a number of licenses and permits from local, state, and federal governments.

Federal regulations, licenses, and permits associated with starting your business include doing business as (DBA), health licenses and permits from the Occupational Safety and Health Administration ( OSHA ), trademarks, copyrights, patents, and other intellectual properties, as well as industry-specific licenses and permits. 

You may also need state-level and local county or city-based licenses and permits. The license requirements and how to obtain them vary, so check the websites of your state, city, and county governments or contact the appropriate person to learn more. 

You could also check this SBA guide for your state’s requirements, but we recommend using MyCorporation’s Business License Compliance Package . They will research the exact forms you need for your business and state and provide them to ensure you’re fully compliant.

This is not a step to be taken lightly, as failing to comply with legal requirements can result in hefty penalties.

If you feel overwhelmed by this step or don’t know how to begin, it might be a good idea to hire a professional to help you check all the legal boxes.

Step 9: Open a Business Bank Account

Before you start making money, you’ll need a place to keep it, and that requires opening a bank account .

Keeping your business finances separate from your personal account makes it easy to file taxes and track your company’s income, so it’s worth doing even if you’re running your staffing agency as a sole proprietorship. Opening a business bank account is quite simple, and similar to opening a personal one. Most major banks offer accounts tailored for businesses — just inquire at your preferred bank to learn about their rates and features.

Banks vary in terms of offerings, so it’s a good idea to examine your options and select the best plan for you. Once you choose your bank, bring in your EIN (or Social Security Number if you decide on a sole proprietorship), articles of incorporation, and other legal documents and open your new account. 

Step 10: Get Business Insurance

Business insurance is an area that often gets overlooked yet it can be vital to your success as an entrepreneur. Insurance protects you from unexpected events that can have a devastating impact on your business.

Here are some types of insurance to consider:

• General liability: The most comprehensive type of insurance, acting as a catch-all for many business elements that require coverage. If you get just one kind of insurance, this is it. It even protects against bodily injury and property damage.
• Business Property: Provides coverage for your equipment and supplies.
• Equipment Breakdown Insurance: Covers the cost of replacing or repairing equipment that has broken due to mechanical issues.
• Worker’s compensation: Provides compensation to employees injured on the job.
• Property: Covers your physical space, whether it is a cart, storefront, or office.
• Commercial auto: Protection for your company-owned vehicle.
• Professional liability: Protects against claims from a client who says they suffered a loss due to an error or omission in your work.
• Business owner’s policy (BOP): This is an insurance plan that acts as an all-in-one insurance policy, a combination of the above insurance types.

Step 11: Prepare to Launch

As opening day nears, prepare for launch by reviewing and improving some key elements of your business. 

Essential software and tools

Being an entrepreneur often means wearing many hats, from marketing to sales to accounting, which can be overwhelming. Fortunately, many websites and digital tools are available to help simplify many business tasks.  

You may want to use industry-specific software, such as Bullhorn , Recruiterflow , or Harver , to track candidates, schedule interviews, and post jobs. 

• Popular web-based accounting programs for smaller businesses include Quickbooks , Freshbooks , and Xero . 
• If you’re unfamiliar with basic accounting, you may want to hire a professional, especially as you begin. The consequences for filing incorrect tax documents can be harsh, so accuracy is crucial.

Develop your website

Developing a website is crucial for your staffing agency, as it serves as the digital storefront of your business, providing a first impression to potential clients and candidates. Utilizing website builders like Wix or Squarespace is a cost-effective and user-friendly option, especially if you’re starting with a tight budget or prefer a hands-on approach. Alternatively, hiring a professional web designer can provide a more customized and polished look.

Your website should be optimized for search engines (SEO) to increase visibility, incorporating relevant keywords related to staffing and your specific niche. Importantly, include strategic call-to-action (CTA) buttons, such as “Contact Us,” “Submit Resume,” or “Request Staff,” prompting visitors to engage directly and helping convert website traffic into tangible business leads.

Here are some powerful marketing strategies for your future business:

• Build a Strong Online Presence: Regularly update your site with industry-relevant content, like blog posts and case studies, to boost your visibility online.
• Leverage Social Media: Utilize platforms like LinkedIn, Twitter, and Facebook to network with potential clients and candidates. Share industry insights, job postings, and success stories to engage your audience.
• Email Marketing: Develop an email marketing campaign to regularly engage with your contacts. Share updates about your services, new job openings, and market trends. Personalize your emails to increase engagement.
• Networking and Partnerships: Attend industry events, job fairs, and seminars. Building relationships in person can be incredibly effective. Partner with local businesses, educational institutions, and professional associations to widen your reach.
• Referral Programs: Implement a referral program to encourage current clients and candidates to refer others to your agency. This can be a cost-effective way to generate new business.
• Targeted Advertising: Use targeted online advertising to reach specific demographics. Platforms like LinkedIn and Google Ads can help you target businesses and job seekers in your chosen industry or location.
• Content Marketing: Create valuable content like how-to guides, industry reports, and infographics. This establishes your agency as a thought leader and helps attract organic traffic to your website.
• Client and Candidate Testimonials: Showcase positive testimonials from clients and placed candidates. Real success stories can significantly enhance your credibility.
• Local SEO: If you’re focusing on a specific geographic area, optimize your online presence for local search. This includes having your agency listed in local business directories and Google My Business.
• Follow-Up Strategies: Develop a system for following up with both clients and candidates post-placement. This helps in building long-term relationships and encourages repeat business.

Focus on USPs

Unique selling propositions, or USPs, are the characteristics of a product or service that sets it apart from the competition. Customers today are inundated with buying options, so you’ll have a real advantage if they are able to quickly grasp how your staffing agency meets their needs or wishes. It’s wise to do all you can to ensure your USPs stand out on your website and in your marketing and promotional materials, stimulating buyer desire. 

Global pizza chain Domino’s is renowned for its USP: “Hot pizza in 30 minutes or less, guaranteed.” Signature USPs for your staffing agency could be:

• Hit your hiring goals with Five-Star Staffing
• Recruiting solutions for growing businesses
• Nobody finds top talent faster!

You may not like to network or use personal connections for business gain. But your personal and professional networks likely offer considerable untapped business potential. Maybe that Facebook friend you met in college is now running a staffing agency, or a LinkedIn contact of yours is connected to dozens of potential clients. Maybe your cousin or neighbor has been working in staffing for years and can offer invaluable insight and industry connections. 

The possibilities are endless, so it’s a good idea to review your personal and professional networks and reach out to those with possible links to or interest in recruiting. You’ll probably generate new customers or find companies with which you could establish a partnership. 

Step 12: Build Your Team

If you’re starting out small from a home office, you may not need any employees. But as your business grows, you will likely need workers to fill various roles. Potential positions for a staffing agency include:

• Recruiters – Source qualified candidates, manage client relationships
• Office Manager – Bookkeeping, schedule meetings
• Marketing Lead – Manage social media accounts, generate new business

At some point, you may need to hire all of these positions or simply a few, depending on the size and needs of your business. You might also hire multiple workers for a single role or a single worker for multiple roles, again depending on need. 

Free-of-charge methods to recruit employees include posting ads on popular platforms such as LinkedIn, Facebook, or Jobs.com. You might also consider a premium recruitment option, such as advertising on Indeed , Glassdoor , or ZipRecruiter . Further, if you have the resources, you could consider hiring a recruitment agency to help you find talent. 

Step 13: Run a Staffing Agency – Start Making Money!

With your own staffing agency you can build long-lasting relationships, help companies find the talent they need and help people carve out fulfilling careers. Staffing can be rewarding work, and you’ll make great money along the way!

After reading this guide you’ve got the requisite business know-how. It’s time to start your entrepreneurial future and launch the staffing agency of your dreams. 

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• Decide if the Business Is Right for You
• Hone Your Idea
• Brainstorm a Staffing Agency Name
• Create a Staffing Agency Business Plan
• Register Your Business
• Register for Taxes
• Fund your Business
• Apply for Staffing Agency Business Licenses and Permits
• Open a Business Bank Account
• Get Business Insurance
• Prepare to Launch
• Build Your Team
• Run a Staffing Agency - Start Making Money!

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• Sample Business Plans
• IT, Staffing & Customer Service

Staffing Agency Business Plan

As the job market becomes increasingly competitive, businesses are looking for innovative ways to attract and retain top talent. It is where your staffing agency will become profitable.

Are you looking to start writing a business plan for your staffing company? Creating a business plan is essential to starting, growing, and securing funding for your business. We have prepared a staffing agency business plan template for you to help in start writing yours.

Free Staffing Agency Business Plan Template

Download our free business plan template now and pave the way to success. Let’s turn your vision into an actionable strategy!

• Fill in the blanks – Outline
• Financial Tables

How To Write A Staffing Agency Business Plan?

Writing a staffing agency business plan is a crucial step toward the success of your business. Here are the key steps to consider when writing a business plan:

1. Executive Summary

An executive summary is the first section of the business plan intended to provide an overview of the whole business plan. Generally, it is written after the whole business plan is ready. Here are some components to add to your summary:

Start with a brief introduction:

Market opportunity:, mention your services:, management team:, financial highlights:, call to action:.

Ensure you keep your executive summary concise and clear, use simple language, and avoid jargon..

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2. Business Overview

Depending on what details of your business are important, you’ll need different elements in your business overview, But there are some foundational elements like business name, legal structure, location, history, and mission statement that every business overview should include:

About the business:

Provide all the basic information about your business in this section like:

• The name of the staffing agency and the type of agency you want for example are you writing it for a nurse staffing agency, medical staffing agency or any direct hiring firm.
• Company structure of your staffing agency whether it is LLC, partnership firm, or some other.
• Location of your staffing company and the reason why you selected that place.

Mission statement:

Business history:, future goals:.

This section should provide an in-depth understanding of your recruitment business. Also, the business overview section should be engaging and precise.

3. Market Analysis

Market analysis provides a clear understanding of the market in which your business will run along with the target market, competitors, and growth opportunities. Your market analysis should contain the following essential components:

Target market:

Market size and growth potential:, competitive analysis:, market trends:, regulatory environment:.

Some additional tips for writing the market analysis section of your Recruitment agency business plan:

• Use a variety of sources to gather data, including industry reports, market research studies, and surveys.
• Be specific and provide detailed information wherever possible.
• Include charts and graphs to help illustrate your key points.
• Keep your target audience in mind while writing the business plan

4. Products And Services

The product and services section of a staffing company business plan should describe the specific services and products that will be offered to customers. To write this section should include the following:

List the services:

• Create a list of the services that your staffing agency will offer, which may include all the services for example, will the agency offer temporary staffing, temp-to-perm staffing, direct hire placement, or a combination of these services?
• Describe each service: For each service, provide a detailed description of what it entails, the time required, and the qualifications of the professionals who will provide the service. For instance, do you need a full-time HR or some other personnel specific for interviews?

Screening and Placement Process:

Overall, the product and services section of a recruitment firm business plan should be detailed, informative, and customer-focused. By providing a clear and compelling description of your offerings, you can help potential investors and readers understand the value of your business.

5. Sales And Marketing Strategies

Writing the sales and marketing strategies section means a list of strategies you will use to attract and retain your clients. Here are some key points to include in your marketing plan:

The partnership is a blessing:

Have a competitive fee structure:, marketing strategies:, customer retention:.

Overall, the sales and marketing strategies section of your business plan should outline your plans to attract and retain customers and generate revenue. Be specific, realistic, and data-driven in your approach, and be prepared to adjust your strategies based on feedback and results.

6. Operations Plan

When writing the operations plan section, it’s important to consider the various aspects of your business operations. Here are the components to include in an operations plan:

Hiring plan:

Operational process:, client management:.

By including these key elements in your operations plan section, you can create a comprehensive plan that outlines how you will run your staffing business.

7. Management Team

The management team section provides an overview of the individuals responsible for running the staffing agency. This section should provide a detailed description of the experience and qualifications of each manager, as well as their responsibilities and roles.

Key managers:

Organizational structure:, compensation plan:, board of advisors:.

Describe the key personnel of your company and highlight why your business has the fittest team.

8. Financial Plan

When writing the financial plan section of a business plan , it’s important to provide a comprehensive overview of your financial projections for the first few years of your business.

Profit & loss statement:

Cash flow statement:, balance sheet:, break-even point:, financing needs:.

Remember to be realistic with your financial projections, and to provide supporting evidence for all of your estimates.

9. Appendix

When writing the appendix section, you should include any additional information that supports the main content of your plan. This may include financial statements, market research data, legal documents, and other relevant information.

• Include a table of contents for the appendix section to make it easy for readers to find specific information.
• Include financial statements such as income statements, balance sheets, and cash flow statements. These should be up-to-date and show your financial projections for at least the first three years of your business.
• Provide market research data, such as statistics on the size of the staffing industry, consumer demographics, and trends in the industry.
• Include any legal documents such as permits, licenses, and contracts.
• Provide any additional documentation related to your business plans, such as marketing materials, product brochures, and operational procedures.
• Use clear headings and labels for each section of the appendix so that readers can easily find the information they need.

Remember, the appendix section of your employment agency business should only include relevant and important information that supports the main content of your plan.

Download a sample staffing agency business plan

Need help writing your business plan from scratch? Here you go; download our free staffing agency business plan pdf to start.

It’s a modern business plan template specifically designed for your staffing agency business. Use the example business plan as a guide for writing your own.

The Quickest Way to turn a Business Idea into a Business Plan

Fill-in-the-blanks and automatic financials make it easy.

This staffing agency business plan sample will provide an idea for writing a successful staffing agency business plan, including all the essential components of your business.

After this, if you are still confused about how to write an investment-ready staffing business plan to impress your audience, then download our staffing agency business plan pdf.

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Frequently Asked Questions

Why do you need a staffing agency business plan.

A business plan is an essential tool for anyone looking to start or run a successful recruitment business. It helps to get clarity in your business, secures funding, and identifies potential challenges while starting and growing your staffing agency.

Overall, a well-written plan can help you make informed decisions, which can contribute to the long-term success of your agency.

How to get funding for your staffing agency business plan?

There are several ways to get funding for your staffing business, but one of the most efficient and speedy funding options is self-funding. Other options for funding are

• Bank loan – You may apply for a loan in government or private banks.
• Small Business Administration (SBA) loan – SBA loans and schemes are available at affordable interest rates, so check the eligibility criteria first before you can apply for it.
• Crowdfunding – The process of supporting a project or business by getting a lot of people to invest in your staffing agency, usually online.
• Angel investors – Getting funds from angel investors is one of the most sought options for startups.
• Venture capital – Venture capitalists will invest in your business in exchange for a percentage of shares, so this funding option is also viable.

Apart from all these options, there are small business grants available, check for the same in your location and you can apply for it.

Where to find business plan writers for your staffing agency business?

There are many business plan writers available, but no one knows your business and idea better than you, so we recommend you write your employment agency business plan and outline your vision as you have in your mind

What is the easiest way to write your staffing agency business plan?

A lot of research is necessary for writing a business plan, but you can write your plan most efficiently with the help of any staffing agency business example and edit it as per your need. You can also quickly finish your plan in just a few hours or less with the help of our business plan software.

About the Author

Upmetrics Team

Upmetrics is the #1 business planning software that helps entrepreneurs and business owners create investment-ready business plans using AI. We regularly share business planning insights on our blog. Check out the Upmetrics blog for such interesting reads. Read more

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How to Create a Recruitment Plan (with a Template You can Use)

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When it comes to hiring, even the most successful companies can get tripped up by the complexities of recruitment. Without a clear strategy, the process can feel like a maze of job ads, interviews, and unanswered emails. This is where a well-defined recruitment plan comes into play.

A recruitment plan acts as a roadmap, ensuring your hiring efforts are organized, targeted, and aligned with your company’s broader goals. Whether you’re a global enterprise navigating large-scale growth or a mid-sized business trying to make strategic hires, a recruitment plan helps streamline the process, saving you time and resources while enhancing the candidate experience.

The real beauty of a recruitment plan lies in its ability to be tailored. From defining hiring needs and timelines to budgeting and branding, the plan provides structure without stifling flexibility. In this guide, we’ll walk you through the steps of creating an effective recruitment plan—and provide you with a template you can customize to fit your organization’s needs.

Let’s dive in and take the guesswork out of your next hiring cycle.

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What is a recruitment plan?

A recruitment plan is a comprehensive strategy designed to manage the entire hiring process from start to finish. It outlines your organization’s hiring needs, timelines, budget, and the specific steps required to attract, interview, and onboard the right talent. Think of it as a blueprint that keeps your team organized and focused, ensuring you make the best hiring decisions without wasting time or resources.

At its core, a recruitment plan brings consistency and clarity to hiring. By documenting everything—from candidate sourcing strategies to interview processes—you create a repeatable framework that can be applied to any future hiring needs. This prevents common pitfalls like rushed decisions, unqualified hires, or overextending the recruitment budget.

The value of a recruitment plan becomes even more apparent as your company grows. Larger organizations, especially those with global operations, face unique challenges like high-volume hiring or navigating international talent pools. A structured recruitment plan keeps things running smoothly, ensuring every step aligns with both immediate and long-term business goals. For mid-sized businesses, it’s a game-changer, helping maximize resources and ensuring each hire brings real value to the team.

Whether you’re looking to fill one position or a hundred, having a recruitment plan allows you to maintain control and flexibility in an ever-changing hiring environment.

The importance of a recruitment plan for enterprises and mid-sized organizations

Whether you’re leading a global enterprise or running a mid-sized business, a recruitment plan is essential for navigating the complexities of hiring. Without a well-structured plan, the process can quickly become inefficient, leading to poor hiring decisions, extended timelines, and strained resources.

For enterprises , recruitment plans are crucial for maintaining consistency across large, often dispersed teams. With multiple departments and global offices, enterprises frequently deal with high-volume hiring, and a lack of coordination can result in bottlenecks, delays, and mismatched candidates. A recruitment plan not only provides a unified strategy but also ensures that each department follows the same protocols, maintaining quality across all hires.

On the other hand, mid-sized organizations might not deal with the same scale of hiring, but they face their own unique challenges. With leaner teams and often limited budgets, these companies need to be more strategic about how they allocate resources. A recruitment plan helps ensure that every hire is well-thought-out, aligned with business goals, and justified in terms of cost and value. It allows mid-sized businesses to stay competitive without overspending or rushing into poor hiring decisions.

Whether managing a handful of new hires or hundreds, having a recruitment plan in place empowers organizations to hire faster, smarter, and more efficiently. It creates a roadmap that enables both enterprises and mid-sized businesses to scale their teams in a way that’s sustainable and aligned with long-term growth.

Steps to create a recruitment plan

Creating an effective recruitment plan involves a series of deliberate actions that guide the hiring process from start to finish. Below, we outline the key steps to help you build a plan that ensures a smooth, structured, and successful hiring cycle.

Step 1: Assess hiring needs and define goals

The first step in creating a recruitment plan is to identify your organization’s hiring needs. Start by analyzing your current workforce and forecasting future requirements. Ask yourself:

• Which roles are critical for business growth?
• Are there any upcoming projects or expansions that will require additional staffing?
• Are you aiming to reduce turnover, increase diversity, or shorten time-to-hire?

Clearly defining your hiring goals helps ensure that recruitment efforts are aligned with the broader objectives of the company. This step also lays the foundation for setting benchmarks that will guide the rest of the recruitment process.

Step 2: Create a detailed budget

A solid recruitment plan must include a clear budget. This helps ensure that your resources are allocated efficiently across the different stages of the hiring process. Your recruitment budget should account for:

• Job board postings and advertising costs.
• Sourcing tools like Applicant Tracking Systems (ATS) or LinkedIn Recruiter.
• External recruiter or agency fees.
• Employer branding efforts, including any marketing or social media costs.

Allocating a budget early on prevents overspending and helps you identify the most cost-effective channels to attract top talent.

Step 3: Select your recruitment channels

Not all recruitment channels are created equal, and selecting the right ones is crucial to finding the best candidates. Depending on the role and your organization’s needs, you may choose from a mix of internal and external channels:

• Internal channels : Employee referrals, internal mobility, and succession planning.
• External channels : Job boards like Indeed and LinkedIn, niche job sites, recruitment agencies, or social media platforms.

For high-volume hiring, enterprises may focus on internal mobility or large-scale external job postings, while mid-sized companies may rely more heavily on external networks and specialized recruitment firms.

Step 4: Build a strong employer brand

Your employer brand plays a significant role in attracting the right talent. Candidates want to work for companies whose values resonate with their own, and a strong employer brand helps you stand out in a competitive hiring market. Ensure that your branding is consistent across all platforms—your careers page, job descriptions, social media, and even employee testimonials.

Employer branding efforts should emphasize what makes your organization unique: your culture, benefits, growth opportunities, and mission. This not only attracts high-quality candidates but also ensures they align with your company’s values and work style.

Step 5: Define your selection and interview process

Once candidates are sourced, a structured interview process is key to maintaining consistency and fairness. Develop a clear outline of each interview stage, from initial screening to final offers. This might include:

• Pre-screening questions to quickly narrow down applicants.
• Specific interview rounds focused on technical skills, culture fit, or leadership potential.
• Involvement of different team members, such as HR, hiring managers, and potential team leads.

Consistency in the interview process ensures that every candidate is evaluated on the same criteria, leading to more informed hiring decisions.

Step 6: Implement and track metrics

Tracking recruitment metrics is vital to understanding the success of your plan and identifying areas for improvement. Important metrics to monitor include:

• Time-to-hire and time-to-fill: The total time taken to fill a role, from job posting to acceptance.
• Cost-per-hire : The total recruitment costs divided by the number of hires.
• Quality of hire : A measure of how well new employees meet performance expectations.
• Offer acceptance rate : The percentage of candidates who accept job offers versus those who decline.

By monitoring these metrics, you can adjust your recruitment plan to improve efficiency, cut costs, and ensure a high standard of hiring.

Use this recruitment plan template

To make your recruitment process more streamlined and organized, here’s a customizable recruitment plan template. This template covers every crucial stage, from defining your hiring goals to tracking the effectiveness of your efforts. Feel free to adapt it based on your organization’s needs, whether you’re hiring for a single role or conducting a large-scale recruitment drive.

Recruitment Plan Template

Section 1: hiring needs and objectives.

• List the specific positions to be filled (e.g., Software Engineer, Marketing Director, etc.).
• Number of hires needed for each role.
• Are you expanding a department, replacing a role, or scaling up for growth?
• Focus on goals such as improving diversity in hiring , reducing time-to-hire, or hiring for critical skills.
• Essential skills, education, and experience for each position.
• Any additional traits or cultural fit requirements.

Section 2: Recruitment timeline

• Recruitment start date:
• Target hire date:
• Key milestones (e.g., job posted, initial interviews, final interviews):
• Sourcing window: _______ days.
• Interview process: _______ days.
• Offer and negotiation window: _______ days.

Section 3: Budget allocation

• Cost for job boards (LinkedIn, Indeed, etc.).
• Cost for recruitment marketing/ads.
• Cost for recruitment software (ATS, sourcing tools).
• Career fairs or recruitment events.
• Employer branding (social media, employee testimonials, etc.).

Section 4: Sourcing strategy

• Employee referral programs.
• Promotions or internal mobility.
• Job boards (e.g., LinkedIn, Indeed).
• Niche industry-specific job boards.
• Recruitment agencies.
• Social media platforms.
• Diversity hiring platforms, alumni networks, or specific industry associations.

Section 5: Interview and selection process

• HR team members.
• Department heads or team leads.
• Other stakeholders (technical experts, leadership, etc.).
• Number of interview rounds (e.g., screening call, technical interview, cultural fit).
• Key questions or assessments for each stage.
• Any technical or behavioral tests required.
• Candidate surveys or feedback requests.
• Hiring manager evaluations for each interview stage.

Section 6: Candidate experience and employer branding

• Messaging to be included in job descriptions and interview processes.
• Employee testimonials or case studies to share during recruitment.
• Regular communication touchpoints during the interview process.
• Timely feedback to candidates at each stage.
• Setting clear expectations and timelines for candidates.

Section 7: Metrics and tracking

• Time-to-hire : Average time from job posting to offer acceptance.
• Cost-per-hire : Total costs involved divided by the number of hires.
• Offer acceptance rate : Percentage of offers accepted vs. declined.
• Candidate satisfaction : Feedback on the recruitment experience.
• Quality of hire : Measure of how well new employees perform based on initial goals and expectations.

By filling out this template, you’ll be able to maintain control over every stage of your hiring process , ensuring that nothing is left to chance. Tailor it to fit your organization’s unique hiring needs and watch how it simplifies even the most complex recruitment campaigns.

Tailoring your recruitment plan for enterprises vs. mid-sized companies

While the core structure of a recruitment plan remains consistent, the approach can vary significantly between global enterprises and mid-sized companies. Each faces unique hiring challenges, and adapting the plan to suit your organization’s size and needs is crucial for success.

For global enterprises: Scaling and managing complexity

Enterprise recruitment often deals with large-scale efforts that span multiple regions, departments, and job functions. Here are key ways to tailor the recruitment plan to meet those needs:

• High-volume hiring : Enterprises may need to fill dozens or even hundreds of positions at a time. To manage this, leverage bulk recruitment strategies, such as internal talent pools, high-volume job boards, and recruitment automatio n tools. Having a dedicated hiring team or external agencies to handle high-volume roles can ease the burden on in-house recruiters.
• Geographical diversity : Recruiting for multiple locations requires different approaches based on local job markets, legal requirements, and cultural considerations. Enterprises should customize job ads and sourcing strategies for each region, taking into account factors like language, local salary norms, and compliance.
• Employer branding across regions : With such a large reach, it’s important to maintain a consistent employer brand while allowing for regional adaptations. The key is to balance your global brand identity with the local values and norms of each hiring market. Tailoring your employer brand messaging for specific markets ensures that it resonates with local talent.
• Data-driven decisions : With access to more resources, enterprises should regularly track recruitment metrics (time-to-hire, cost-per-hire, diversity ratios) and adjust strategies based on real-time data from different regions or departments. This helps pinpoint bottlenecks and inefficiencies in the hiring process.

For mid-sized businesses: Maximizing efficiency with limited resources

While mid-sized businesses might not face the same scale of recruitment as larger enterprises, their hiring challenges are often rooted in resource constraints. Here’s how to adapt the recruitment plan for more focused, cost-effective hiring:

• Prioritize quality over quantity : Mid-sized companies typically have fewer roles to fill but must ensure that each hire is impactful. Focus recruitment efforts on finding high-quality candidates who can add real value. This means targeting niche job boards, professional associations, or specialized recruitment agencies that cater to your industry.
• Leverage employee referrals : A cost-effective strategy for smaller companies is building a robust employee referral program. Employees can help source candidates who are already familiar with the company’s culture and values, speeding up the hiring process while saving on advertising costs.
• Streamline the interview process : With smaller teams, the interview process should be efficient and focused. Instead of long multi-round interviews, mid-sized companies can create a condensed but thorough process that assesses key skills and cultural fit without dragging on. Ensuring quick decision-making can prevent losing top talent to competitors.
• Employer branding on a budget : Mid-sized businesses might not have the resources for large-scale branding efforts, but they can still build a strong presence by using social media, employee testimonials, and engagement in local or industry-specific communities. Highlight the unique benefits of working for a smaller, more agile company, such as growth opportunities and a tight-knit culture.

Tailoring your recruitment plan ensures that your organization’s unique needs are met, whether you’re scaling globally or hiring strategically for a mid-sized business. By customizing your approach, you’ll not only attract better candidates but also create a smoother, more efficient hiring process.

Tools to support your recruitment plan

1. applicant tracking systems (ats).

An Applicant Tracking System (ATS) is a vital tool for managing your recruitment process efficiently. It handles everything from job postings to candidate tracking and interview management, all in one place. For companies that want to streamline the entire recruitment lifecycle — including interview scheduling — choosing an ATS that integrates with GoodTime adds another layer of efficiency. GoodTime’s integration with leading ATS platforms allows seamless scheduling and automation, reducing the administrative burden on your team.

ATS options that integrate with GoodTime include:

• Workday : A strong enterprise solution, Workday integrates with GoodTime to streamline hiring processes for large organizations, providing both applicant tracking and scheduling automation.
• iCIMS : A comprehensive ATS, iCIMS supports high-volume hiring and integrates well with GoodTime to automate and manage complex interview scheduling.
• SmartRecruiters : Known for its ease of use, SmartRecruiters combines recruitment marketing, sourcing, and applicant tracking with smooth GoodTime integration for interview scheduling.
• Greenhouse : Known for its scalability and robust reporting, Greenhouse is ideal for enterprises. It provides strong integration with GoodTime, making interview scheduling smoother and more automated.
• Lever : Lever is great for mid-sized companies that prioritize candidate relationship management and collaborative hiring. The GoodTime integration simplifies interview coordination and scheduling.
• Jobvite : A popular platform for mid-sized and enterprise companies, Jobvite integrates with GoodTime to help automate the interview process, reduce scheduling conflicts, and improve time-to-hire.
• SAP SuccessFactors : Known for its enterprise-level HR capabilities, SuccessFactors integrates with GoodTime to offer seamless interview scheduling, helping large organizations manage recruitment across global teams.

With the right ATS and GoodTime integration, you can automate tedious scheduling tasks, manage candidates more efficiently, and improve the overall recruitment experience.

AI for more human hiring

Interview scheduling is just the start. Use human-centric AI to elevate your hiring experience while automating 90% of interview scheduling tasks — for any role, in any place, at any scale.

Bringing it all together: Build your recruitment plan today

Creating a structured recruitment plan is essential for organizations looking to streamline their hiring processes, save time, and improve the quality of hires. Whether you’re managing the complexity of a global enterprise or navigating the more focused needs of a mid-sized company, a well-thought-out recruitment plan ensures that every stage of the hiring process is aligned with your goals.

By breaking down each phase—assessing hiring needs, budgeting, sourcing candidates, and measuring success—you’ll gain more control and visibility over your recruitment efforts. The customizable template provided in this guide allows you to tailor your approach, ensuring that no detail is overlooked. Additionally, the right tools, such as an ATS integrated with GoodTime, can further simplify and optimize your workflow, freeing your team to focus on building strong relationships with candidates.

With a solid plan in place, you can confidently tackle your next hiring cycle, knowing that you’re equipped to make strategic, data-driven decisions that benefit both your organization and the candidates you bring on board. Start building your recruitment plan today, and see the positive impact it will have on your hiring process and overall business growth.

About the Author

Jake Link is a business process automation expert and Director of Content for GoodTime. He draws on over 10 years of experience in research and writing to create best-in-class resources for recruitment professionals. Since 2018, Jake's focus has been on helping businesses leverage the right mix of expert advice, process optimization, and technology to hit their goals. He is particularly knowledgeable about the use of automation and AI in enterprise talent acquisition. He regularly engages with top-tier recruitment professionals, distilling the latest trends and crafting actionable advice for TA leaders. He has advised companies in the tech, legal, healthcare, biosciences, manufacturing, and professional services sectors. Outside of work, you can find Jake exploring the coastline of Massachusetts' North Shore with his dog, Charlie.

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Staffing Agency Business Plan [Sample Template]

By: Author Tony Martins Ajaero

Home » Business Plans » B2B Sector

Are you about starting a staffing agency ? If YES, here is a complete sample staffing agency business plan template & feasibility study you can use for FREE .

Staffing agencies are responsible for helping organization recruit staff to fill vacant position in their organization and also help applicants / those in between jobs secure employment; offer a wide range of recruitment -related services, largely temporary and contract staffing.

They also recruit employees for permanent placements. Some staffing agencies offer services beyond just recruiting employees for its clients, but also help in training and preparing the employees to fit into the role that they are being recruited for. Usually such staffing agencies charge more than those who just recruit employees for their clients.

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When it comes to getting paid, some staffing agencies charge their clients; applicant administrative fees so as to enable them process their application, match them with employers and successfully help in securing jobs. Processing the application of an applicant includes helping them restructure their CVs and cover letters so as to fit into the expectation of the recruiter (the organization they want to work for).

In essence, it is the practice for staffing agency to earn their money by charging their clients (employers of labor) for the amount of work the employee undertakes. In most cases, the staffing agency receives the same amount as the employee. Staffing agencies make more money when they help organizations recruit highly skilled staff on a permanent basis.

Although some recruitment agencies still enter into personal contract agreement with applicants -such that they will collect a percentage of their salary for a period of 3 months or more if they help the applicant secure a job; most states in the U.S. have outlawed this type of arrangement.

A Sample Staffing Agency Business Plan Template

1. industry overview.

It is on record that the staffing, recruiting, and workforce solutions industry makes a huge contribution to the economy of the United States of America, and they provide jobs and career opportunities for about 14 million employees annually. Despite the fact that staffing industry growth has outpaced the overall economic and employment growth in the U.S., it employs only about 2% of the U.S. non – farm workforce.

Statistics has it that in the united states of America, there are about 17,000 staffing and recruiting agencies and they operate around 35,000 offices scattered all around the U.S. Statistics also has it that the top 122 staffing agencies generates a combined sum of $69.4 billion in U.S. representing 55.9% of the market..

Records has it that 17 staffing agencies generated more than $1 billion in staffing revenue in 2014 and these staffing agencies represented over a third (36.4%) of the market. Each staffing agency on the list generated more than $100 million in U.S. staffing revenue in 2014.

No doubt, the $69 billion in staffing revenue generated by these staffing agencies give emphasis to the health of the staffing industry.

The staffing agency industry will continue to blossom because more and more organizations are beginning to realize that somehow they need the services of employment consulting firms to help them take aware the stress of recruiting workforce for their business which sometimes goes beyond recruiting to proving trainings and other Human Resources related services.

From all available statistics, it is safer to say the recruitment consulting industry is growing steadily despite the competitive nature of the industry. One thing is certain if you are well positioned, and have the required business skills, network.

Plus a robust CV bank, you may likely not have to struggle to compete favorable in the staffing industry. Another reason why people prefer to start a staffing consulting business is that, consultants have the monopoly to charge a fee as it suits them -especially if they are have been able to pay their dues in the industry over the years.

Other factors that encourage entrepreneurs to start their own staffing agencies or consulting firms could be that the business is easy to set up and the start – capital is indeed affordable; you can actually start your own staffing consulting business from the comfort of your house.

All you need to do is to create an office somewhere in your house. People usually pay you for the staff you can help them recruit and train.

2. Executive Summary

Brick House Staffing and Training Company, LCC is a Human Resource firm cum staffing agency that will be located in New York City, New York. The company will operate as a standard human resources consulting firm with bias in recruitment and trainings.

Our services will cover areas such as; Recruitment and Training Consulting, Highly Skilled Staffing Consulting, Unskilled Staffing (Maid supply, Nannies, Gardeners, Security Guards and Drivers et al), Permanent Staffing Consulting, Temporary / Contract Staffing and any other related human resources services.

We are aware that businesses these days require diverse and sophisticated approaches. This is why we will position our staffing agency to offer a wide range of related consulting services as requested by our clients. Brick House Staffing and Training Company, LLC is a client-focused and result driven staffing agency that provides broad-based experience at an affordable fee that won’t in any way put a hole in the pocket of our clients.

We will offer a complete range of human resources consulting services to our local, state, national, and multi-national clients and we will ensure that we work hard to provide the required consulting services and staffing solutions needed by our clients to accomplish their business goals and objectives.

At Brick House Staffing and Training Company, LLC, our client’s best interest come first, and everything we do is guided by our values and professional ethics. We will ensure that we hire consultants cum recruiters who are well experienced in a wide variety of human resources consulting and trainings et al.

We will ensure that we hold ourselves accountable to the highest standards by meeting our client’s needs precisely and completely. We will cultivate a working environment that provides a human, sustainable approach to earning a living, and living in our world, for our partners, employees and for our clients.

Brick House Staffing and Training Company, LCC will at all times demonstrate her commitment to sustainability, both individually and as a firm, by actively participating in our communities and integrating sustainable business practices wherever possible.

Brick House Staffing and Training Company, LLC is founded by Dr. John Powel and his son Blaise Powel. The organization will be managed by Dr. John Powel; he graduated from University of California – Berkley (First Degree in Personnel Management), Brock School of Business at Stamford University (MBA), and University of Harvard (PhD.).

Dr. Powel is a Certified Recruiting Specialist (CRS), a Certified Personnel Consultant (CPC) amongst other certifications in Human Resources.

Aside from his core area of strength i.e. recruiting and trainings, Dr. Powel has extensive experience in a diverse range of business consulting, and his consulting practice is concentrated in the areas of helping both big corporations and start – ups position their business for growth, sustainability and expansion.

3. Our Products and Services

Brick House Staffing and Training Company, LCC is going to offer varieties of related staffing and training services within the scope of the consulting industry in the United States of America. Our intention of starting our staffing agency is to make profits from the industry and we will do all that is permitted by the law in the US to achieve our aim and ambition.

Our business offering are listed below;

• Recruitment and Training Consulting
• Staffing for the IT industry
• Staffing for the Oil and Gas Industry
• Staffing for the Health Sector (Nurses, Doctors et al)
• Staffing for the Banking, Insurance and the Financial Sector
• Recruitment, Human Resource and Capital Development Consulting
• Highly Skilled Staffing Consulting
• Unskilled Staffing (Maid supply, Nannies, Gardeners, Security Guards and Drivers et al)
• Permanent Staffing Consulting
• Temporary / Contract Staffing

4. Our Mission and Vision Statement

• Our vision is to provide our clients with skilled staffing consulting and training solutions in a timely and efficient manner.
• We strive to handle each client with accountability and responsiveness, as if we were recruiting and training staff for our own business.
• We focus our attention on the providing workable business solutions as it relates to staffing for our clients so that our clients can focus their attention on the success of their business.
• Our vision reflects our values: integrity, service, excellence and teamwork.
• Our mission is to provide professional and trusted staffing and training consulting services that assist businesses and non-profit organizations in operating sustainably.
• We provide workable staffing and training solutions in combination with our own business backgrounds, and deliver valuable services in a timely and cost-effective way.

Our Business Structure

Ordinarily we would have settled for two or three staff members, but as part of our plans to build a standard staffing agency business in New York City – New York, we have perfected plans to get it right from the beginning which is why we are going the extra mile to ensure that we have competent, qualified, honest and hardworking employees to occupy all the available positions in our firm.

The picture of the kind of staffing agency business we intend building and the business goals we want to achieve is what informed the amount we are ready to pay for the best hands available in and around New York City – New York as long as they are willing and ready to work with us to achieve our business goals and objectives.

Below is the business structure that we will build Brick House Staffing and Training Company, LCC;

• Chief Executive Officer / Lead Consultant

Recruitment Specialist

• Training and Development Executive

Legal Secretary

Admin and HR Manager

• Business Developer (Marketing and Sales Executive
• Customer Service Executive

Front Desk Officer

5. Job Roles and Responsibilities

Chief Executive Office / Lead Consultant:

• Increases management’s effectiveness by recruiting, selecting, orienting, training, coaching, counseling, and disciplining managers; communicating values, strategies, and objectives; assigning accountabilities; planning, monitoring, and appraising job results; developing incentives; developing a climate for offering information and opinions; providing educational opportunities.
• Creating, communicating, and implementing the organization’s vision, mission, and overall direction – i.e. leading the development and implementation of the overall organization’s strategy.
• Responsible for fixing prices and signing business deals
• Responsible for providing direction for the business
• Creates, communicates, and implements the organization’s vision, mission, and overall direction – i.e. leading the development and implementation of the overall organization’s strategy.
• Responsible for signing checks and documents on behalf of the company
• Evaluates the success of the organization
• Responsible for drawing up contracts and other legal documents for the company
• Welcomes guests and clients by greeting them in person or on the telephone; answering or directing inquiries.
• Produces information by transcribing, formatting, inputting, editing, retrieving, copying, and transmitting text, data, and graphics; coordinating case preparation.
• Provides historical reference by developing and utilizing filing and retrieval systems; recording meeting discussions; maintaining transcripts; documenting and maintaining evidence.
• Responsible for handling staffing contracts for the IT industry
• Responsible for handling staffing contracts for the Oil and Gas Industry
• Responsible for handling staffing contracts for the Health Sector (Nurses, Doctors et al)
• Responsible for handling staffing contracts for the Banking, Insurance and the Financial Sector
• Handles Recruitment, Human Resource and Capital Development Contract for our clients
• Handles Highly Skilled Staffing Contracts
• Supervise unskilled staffing contracts (Maid supply, Nannies, Gardeners, Security Guards and Drivers et al)
• Handles Permanent Staffing contracts for our clients
• Supervise temporary / contract staffing contracts
• Work with the Training and Development Consultant to develop training solutions for clients
• Track hours and bill to clients.
• Handle any other responsibility as assigned by the Lead Consultant

Training and Development Consultant

• Coordinates training programs facilitated by Brick House Staffing and Training Company, LCC
• Writes winning proposal documents, negotiate fees and rates in line with company policy
• Identifies training and development needs for staff through job analysis, appraisals and consultation
• Collects briefs from clients in respect of Recruitment exercise, Learning and Development and Advisory services
• Designs job descriptions with KPI to drive performance management for clients
• Regularly hold meetings with key stakeholders to review the effectiveness of HR Policies, Procedures and Processes
• Facilitates and coordinates strategic sessions.
• Works directly with clients in a non-advising capacity, such as answering questions, scheduling appointments and making sure all training concerns are properly taken care off
• Responsible for handling all trainings both internal and external trainings
• Responsible for overseeing the smooth running of HR and administrative tasks for the organization
• Design job descriptions with KPI to drive performance management for clients
• Maintains office supplies by checking stocks; placing and expediting orders; evaluating new products.
• Ensures operation of equipment by completing preventive maintenance requirements; calling for repairs.
• Defines job positions for recruitment and managing interviewing process
• Carries out staff induction for new team members
• Responsible for training, evaluation and assessment of employees
• Responsible for arranging travel, meetings and appointments
• Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
• Oversees the smooth running of the daily office activities.

Business Developer (Marketing and Sales Executive)

• Identifies, prioritizes, and reaches out to new partners, and business opportunities et al
• Identifies development opportunities; follows up on development leads and contacts; participates in the structuring and financing of projects; assures the completion of development projects.
• Responsible for supervising implementation, advocate for the customer’s needs, and communicate with clients
• Develops, executes and evaluates new plans for expanding increase sales
• Documents all customer contact and information
• Represents the company in strategic meetings
• Helps increase sales and growth for the company
• Responsible for preparing financial reports, budgets, and financial statements for the organization
• Provides managements with financial analyses, development budgets, and accounting reports; analyzes financial feasibility for the most complex proposed projects; conducts market research to forecast trends and business conditions.
• Responsible for financial forecasting and risks analysis.
• Performs cash management, general ledger accounting, and financial reporting for one or more properties.
• Responsible for developing and managing financial systems and policies
• Responsible for administering payrolls
• Ensures compliance with taxation legislation
• Handles all financial transactions for the company
• Serves as internal auditor for the company

Client Service Executive

• Ensures that all contacts with clients (e-mail, walk-In center, SMS or phone) provides the client with a personalized customer service experience of the highest level
• Through interaction with clients on the phone, uses every opportunity to build client’s interest in the company’s products and services
• Manages administrative duties assigned by the manager in an effective and timely manner
• Consistently stays abreast of any new information on the company’s products, promotional campaigns etc. to ensure accurate and helpful information is supplied to clients when they make enquiries
• Receives Visitors / clients on behalf of the organization
• Receives parcels / documents for the company
• Handles enquiries via e-mail and phone calls for the organization
• Distribute mails in the organization
• Handles any other duties as assigned my the line manager

6. SWOT Analysis

Brick House Staffing and Training Company, LLC engaged the services of a core professional in the area of business consulting and structuring to assist the firm in building a solid consulting firm that can favorably compete in the highly competitive consulting industry.

Part of what the team of business consultant did was to work with the management of the firm in conducting a SWOT analysis for Brick House Staffing and Training Company, LLC. Here is a summary from the result of the SWOT analysis that was conducted on behalf of Brick House Staffing and Training Company, LLC;

Our core strength lies in the power of our team; our workforce. We have a team that are considered experts in the industry, a team with excellent qualifications and experience in recruiting and training.

Aside from the synergy that exist in our carefully selected workforce and our strong online presence, Brick House Staffing and Training Company, LLC is well positioned in a business district with the right demography and we know we will attract loads of corporate clients from the first day we open our doors for business.

As a new business consulting firm, it might take some time for our organization to break into the market; that is perhaps our major weakness.

• Opportunities:

No doubt, the opportunities in the consulting industry of which recruiting and training is a part of is indeed massive and we are ready to take advantage of any opportunity that comes our way.

Every business faces a threat or challenge at any part of the life cycle of the business. These threats can be external or internal. This shows the importance of a business plan, because most threats or challenges are to be anticipated and plans put in place to cushion what effect they might bring to the business.

Some of the threats that we are likely going to face as a staffing operating in the United States are unfavorable government policies, the arrival of a competitor within our location of operations and global economic downturn which usually affects spending / purchasing power.

There is hardly anything we could do as regards these threats other than to be optimistic that things will continue to work for our good.

7. MARKET ANALYSIS

• Market Trends

Quite a number of distinct trends have emerged in recent time in the consulting industry which is why staffing agencies and consulting firms alike are positioning their organizations to survive the peaks and troughs of an ailing economy.

As a matter of fact, most of these trends aid staffing agencies cum consulting firms and organizations to become more creative, competitive, efficient, and productive in a global market. Some other trends in the consulting industry could be attributed to changing demographics, attitudes and work styles.

No doubt, as the cost of consulting services continues to increase and as corporate spending falls, new consulting delivery methods will continue to emerge and gain momentum going forward. In addition, the market for consulting services has shifted from a sellers’ market to a buyers’ market. A market where consultants provide software solutions that will make it easier for their clients to run their businesses.

Lastly, it is now becoming trendy in the consulting industry for smaller staffing agencies or consulting firms to merge with bigger consulting firms and for bigger consulting firms to acquire smaller consulting firms / staffing agencies; mergers and acquisitions. Many consulting firms all over the United States are coming to the conclusion that the bigger the better for them.

8. Our Target Market

We do not want to leave any stone unturned in seeing that we attract all those who may be in need of our business. Although Brick House Staffing and Training Company, LLC will initially serve small to medium sized business, from new ventures to well established businesses.

But that does not in any way stop us from growing to be able to compete with the leading consulting firms cum staffing agencies in the United States. We hope to someday merge or acquire other smaller consulting firms and expand our staffing agency cum consulting services beyond the shores of the United States of America.

As a full service and standard staffing agency cum consulting firm, Brick House Staffing and Training Company, LLC have a variety of practice areas to help startups grow especially as it relates to staffing and training.

While we works with a variety of organizations and industries, Brick House Staffing and Training Company, LLC will also specialize in working with startups, real estate investors, and contractors, manufacturers and distributors, banks, lending and financial institutions.

Our target market cuts across people of different class and people from all walks of life, local and international organizations as well. We are coming into the industry with a business concept that will enable us work with the highly placed people and companies in the country and at the same with the lowly placed people and smaller businesses.

In other words, our target market is the whole of the United States of America and subsequently other parts of the world. Below is a list of the people and organizations that we have specifically design our products and services for;

• Banks, Insurance Companies and other related Financial Institutions
• Businesses and Entrepreneurs
• Blue Chips Companies
• Corporate Organizations
• Manufacturers and Distributors
• Real Estate Owners, Developers, and Contractors
• Research and Development Companies
• The Government (Public Sector)
• Households and families
• Schools (High Schools, Colleges and Universities)
• Sport Organizations
• Entrepreneurs and Start – Ups

Our Competitive Advantage

One of the things that make one sit up in business is competition. The level of competitions in the staffing consulting industry depends largely on the location of the business and of course the niche of your staffing consulting business. If you can successfully create a unique niche for your staffing consulting agency, you are likely going to experience little or no competition.

For instance; if you are the only staffing agency that recruits nurses for organizations and homes in your location, you are sure of monopolizing that aspect of staffing. Brick House Staffing and Training Company, LLC might be a new entrant into the staffing and training consulting industry in the United States of America, but the management staffs and board members are considered gurus.

They are people who are core professionals and licensed and highly qualified consultants in the United States. These are part of what will count as a competitive advantage for us.

Lastly, our employees will be well taken care of, and their welfare package will be among the best within our category (startups staffing agencies) in the industry meaning that they will be more than willing to build the business with us and help deliver our set goals and achieve all our aims and objectives.

9. SALES AND MARKETING STRATEGY

• Sources of Income

We are very aware of the role that money plays in every business and that is why we are doing all we can to see that we source for income in the right places.

Brick House Staffing and Training Company, LCC is established with the aim of maximizing profits in the consulting industry and we are going to go all the way to ensure that we do all it takes to attract clients on a regular basis and sign ‘ retainer – ship’ contract with most of our clients.

Brick House Staffing and Training Company, LCC will generate income by offering the following staffing and training consulting services for individuals and for organizations;

10. Sales Forecast

As long as there are people living in the United States of America and business starting and growing in the U.S., the services of staffing agencies will always be needed.

We are well positioned to take on the available market in the U.S. and we are quite optimistic that we will meet our set target of generating enough income / profits from the first six month of operations and grow the business and our clientele base beyond New York City, New York to other states in the U.S. and even the global market.

We have been able to critically examine the staffing agency market and we have analyzed our chances in the industry and we have been able to come up with the following sales forecast. The sales projection is based on information gathered on the field and some assumptions that are peculiar to startups in New York.

Below is the sales projection for Brick House Staffing and Training Company, LCC, it is based on the location of our business and the wide range of recruiting cum consulting services that we will be offering;

• First Year-: $100,000
• Second Year-: $500,000
• Third Year-: $1,000,000

N.B : This projection is done based on what is obtainable in the industry and with the assumption that there won’t be any major economic meltdown and there won’t be any major competitor offering same additional services as we do within same location. Please note that the above projection might be lower and at the same time it might be higher.

• Marketing Strategy and Sales Strategy

We are mindful of the fact that there is stiffer competition amongst staffing agencies in the United States of America; hence we have been able to hire some of the best business developer to handle our sales and marketing. Our sales and marketing team will be recruited base on their vast experience in the industry and they will be trained on a regular basis so as to be well equipped to meet their targets and the overall goal of the organization.

We will also ensure that our excellent job deliveries speaks for us in the marketplace; we want to build a standard staffing agency cum consulting business that will leverage on word of mouth advertisement from satisfied clients (both individuals and organizations).

Our goal is to grow our staffing agency to become one of the top 20 staffing agencies in the United States of America which is why we have mapped out strategy that will help us take advantage of the available market and grow to become a major force to reckon with not only in the U.S but in the world stage as well.

Brick House Staffing and Training Company, LLC is set to make use of the following marketing and sales strategies to attract clients;

• Introduce our business by sending introductory letters alongside our brochure to organizations and key stake holders in New York and other parts of the U.S.
• Promptness in bidding for staffing and training consulting contracts from the government and other cooperate organizations
• Advertise our business in relevant business magazines, newspapers, TV stations, and radio station.
• List our business on yellow pages ads (local directories)
• Attend relevant international and local expos, seminars, and business fairs et al
• Create different packages for different category of clients in order to work with their budgets and still deliver quality staffing and training consulting services to them
• Leverage on the internet to promote our business
• Engage in direct marketing approach
• Encourage word of mouth marketing from loyal and satisfied clients

11. Publicity and Advertising Strategy

We have been able to work with our in house consultants and other brand and publicity specialist to help us map out publicity and advertising strategies that will help us walk our way into the heart of our target market. We are set to take the consulting industry by storm which is why we have made provisions for effective publicity and advertisement of our consulting firm.

Below are the platforms we intend to leverage on to promote and advertise our staffing agency business;

• Place adverts on both print (community based newspapers and magazines) and electronic media platforms
• Sponsor relevant community programs
• Leverage on the internet and social media platforms like; Instagram, Facebook , twitter, et al to promote our brand
• Install our Bill Boards on strategic locations all around New York and major cities in the United States of America
• Engage in road show from time to time in targeted communities
• Distribute our fliers and handbills in target areas
• Position our Flexi Banners at strategic positions in the location where we intend getting clients to start patronizing our services.
• Ensure that all our staff members wear our customized clothes, and all our official cars are customized and well branded.

12. Our Pricing Strategy

Hourly billing for consulting services is a long – time tradition in the industry. However, for some types of consultancy services especially staffing and training services, flat fees or per head billings make more sense because they allow clients to better predict consultancy costs.

As a result of this, Brick House Staffing and Training Company, LLC will charge our clients a flat fee or per head for many basic services such as staffing and trainings et al.

At Brick House Staffing and Training Company, LLC we will keep our fees below the average market rate for all of our clients by keeping our overhead low and by collecting payment in advance. In addition, we will also offer special discounted rates to start – ups, nonprofits, cooperatives, and small social enterprises.

We are aware that there are some clients that would need regular access to consultancy and advisory services as it relates to staffing and performance management, we will offer flat rate (commission / percentage) for such services that will be tailored to take care of such clients’ needs.

• Payment Options

Brick House Staffing and Training Company, LLC, our payment policy will be all inclusive because we are quite aware that different people prefer different payment options as it suits them. Here are the payment options that we will make available to our clients;

• Payment by via bank transfer
• Payment via online bank transfer
• Payment via check
• Payment via bank draft
• Payment with cash

In view of the above, we have chosen banking platforms that will help us achieve our plans with little or no itches.

13. Startup Expenditure (Budget)

Starting a staffing agency cum consulting firm can be cost effective; this is so because on the average, you are not expected to acquire expensive machines and equipment.

Basically what you should be concerned about is the amount needed to secure a standard office facility in a good and busy business district, the amount needed to furniture and equip the office, the amount needed to pay bills, promote the business and obtain the appropriate business license and certifications.

Basically, these are the area we are looking towards spending our start – up capital on;

• The Total Fee for incorporating the Business in New York – $750.
• The budget for Liability insurance, permits and license – $2,500
• The Amount needed to acquire a suitable Office facility in a business district 6 months (Re – Construction of the facility inclusive) – $40,000.
• The Cost for equipping the office (computers, printers, fax machines, furniture, telephones, filing cabins, safety gadgets and electronics et al) – $2,000
• The Cost of launching our official Website – $600
• Budget for paying at least two employees for 3 months and utility bills – $30,000
• Additional Expenditure (Business cards, Signage, Adverts and Promotions et al) – $2,500
• Miscellaneous – $1,000

Going by the report from the research and feasibility studies, we will need about $150,000 to set up a small scale but standard staffing agency business in the United States of America.

Generating Funding / Startup Capital for Brick House Staffing and Training Company, LLC

Brick House Staffing and Training Company, LLC is going to start as a private business that will be solely owned by Dr. John Powel and family. The family will be the sole financial of the firm, but may likely welcome partners later which is why they have decided to restrict the sourcing of his start – up capital to 3 major sources.

These are the areas we intend generating our start – up capital;

• Generate part of the start – up capital from personal savings
• Source for soft loans from family members and friends
• Apply for loan from my Bank

N.B: We have been able to generate about $50,000 (Personal savings $40,000 and soft loan from family members $10,000) and we are at the final stages of obtaining a loan facility of $100,000 from our bank. All the papers and document has been duly signed and submitted, the loan has been approved and any moment from now our account will be credited.

14. Sustainability and Expansion Strategy

The future of a business lies in the numbers of loyal customers that they have the capacity and competence of the employees, their investment strategy and the business structure. If all of these factors are missing from a business (company), then it won’t be too long before the business close shop.

One of our major goals of starting Brick House Staffing and Training Company, LLC is to build a business that will survive off its own cash flow without the need for injecting finance from external sources once the business is officially running.

We know that one of the ways of gaining approval and winning customers over is to offer nothing short of excellent services.

Brick House Staffing and Training Company, LLC will make sure that the right foundation, structures and processes are put in place to ensure that our staff welfare are well taken of. Our company’s corporate culture is designed to drive our business to greater heights and training and retraining of our workforce is at the top burner.

As a matter of fact, profit-sharing arrangement will be made available to all our management staff and it will be based on their performance for a period of ten years or more. We know that if that is put in place, we will be able to successfully hire and retain the best hands we can get in the industry; they will be more committed to help us build the business of our dreams.

Check List / Milestone

• Business Name Availability Check:>Completed
• Business Incorporation: Completed
• Opening of Corporate Bank Accounts various banks in the United States: Completed
• Opening Online Payment Platforms: Completed
• Application and Obtaining Tax Payer’s ID: In Progress
• Application for business license and permit: Completed
• Purchase of All form of Insurance for the Business: Completed
• Conducting Feasibility Studies: Completed
• Generating part of the start – up capital from the founder: Completed
• Applications for Loan from our Bankers: In Progress
• Writing of Business Plan: Completed
• Drafting of Employee’s Handbook: Completed
• Drafting of Contract Documents: In Progress
• Design of The Company’s Logo: Completed
• Graphic Designs and Printing of Packaging Marketing / Promotional Materials: Completed
• Recruitment of employees: In Progress
• Purchase of the Needed furniture, office equipment, electronic appliances and facility facelift: In progress
• Creating Official Website for the Company: In progress
• Creating Awareness for the business (Business PR): In progress
• Health and Safety and Fire Safety Arrangement: In progress
• Establishing business relationship with key players in the industry: In progress

Frequently Asked Questions

What are the responsibilities of a staffing agency.

The responsibilities of a staffing agency are as follows;

• A staffing agency can provide end-to-end staffing solutions to a business
• Understanding the workload needs of the company
• Determining the workforce required to meet the same
• Conducting interviews and shortlisting candidates
• Vetting potential candidates through background checks and employment history
• Drawing contracts and looking at legal issues
• Imparting training in case of gaps
• Follow-ups on the performance of the temp workers to see if the requirements are met
• So also, if the worker is not the right fit, then it’s the responsibility of the staffing agency to terminate the hire and compensate, as needed.

What Is A Staffing Agency And What Does It Do?

A staffing agency is an agency that is responsible for helping organization recruit staff to fill vacant position in their organization and also help applicants/those in between jobs secure employment. They also offer a wide range of recruitment-related services, largely temporary and contract staffing.

Some staffing agencies offer services beyond just recruiting employees for its clients, but also help in training and preparing the employees to fit into the role that they are being recruited for. Usually, such staffing agencies charge more than those who just recruit employees for their clients.

How Does A Staffing Agency Get Paid?

When it comes to getting paid, some staffing agencies charge their clients administrative fees so as to enable them process their application, match them with employers and successfully help in securing jobs.

In essence, staffing agencies make more money when they help organizations recruit highly skilled staff on a permanent basis.

What Are The Benefits Of A Staffing Agency?

Here are some of the benefits of a staffing agency;

• Staffing agencies have specialists to identify the right talent.
• Staffing agencies maintain a talent pool.
• Staffing agencies can hire faster and more accurately.
• Staffing agencies offer tailor-made solutions.
• Staffing agencies let you focus solely on your growth.

When Should You Opt For A Staffing Agency?

• You should opt for a staffing agency when you want to quickly fill a position in your organization
• You should opt for a staffing agency when you need tailor made solutions to your recruitment process in your organization.
• You should opt for a staffing agency when you are finding it difficult to access pool of talents to fit into your organization.

What Can A Staffing Company Do For You?

A staffing agency is an organization that matches companies and job candidates. By registering with a staffing agency, you have the potential to make connections with multiple hiring managers looking to find the right people for their job openings.

What Is It Like To Work For A Staffing Agency?

Working for a staffing agency can be exciting, challenging and of course rewarding.

What Are The Different Types Of Staffing Agencies?

These agencies are divided into three categories namely (I) Line Agencies (II) Staff Agencies, and (III) Auxiliary Agencies, depending on the nature of work performed by them.

What Are The Benefits Of Working With A Staffing Agency?

The benefits of working for a staffing agency are enormous and some of them are;

• You will be in a position of influence
• You will earn an above-average salary
• You will have the chance to change lives
• You will have the opportunity to meet with different people
• You can help develop the people around you.
• You will feel gratification from solving problems.

What’s The Difference Between A Staffing Agency And A Temp Agency?

Even though temp agencies and staffing agencies offer temporary workers to their clients, but temp agencies only offer temporary work, staffing agencies focus on the long term needs of their clients as well as placing candidates in what can turn out to be full time employment with major corporations.

How Much Does A Staffing Agency Charge?

Staffing agencies typically charge 25 percent to 100 percent of the hired employee’s wages. So, for example, if you and the staffing agency have agreed on a markup of 50 percent, and the new employee earns an hourly wage of $10, you will pay the agency $15 per hour for their work.

What Kind Of Roles Do Staffing Or Placement Agencies Offer?

Staffing agencies help fill temporary positions, temp-to-hire positions and direct-hire positions.

How Can A PEO Assist With Employee Training?

A PEO can assist you with employee training in a variety of ways. This might include giving your employees access to internet-based learning sites, offering custom training with an outside expert, or even creating new seminars just for your employees.

What Is Contract Staffing And Permanent Staffing?

Contractual staffing refers to the recruitment of employees for short-term employment contracts as opposed to full-time permanent workers, while permanent staffing is the process of providing required candidates for long-term employment based on specified candidate factors.

Should I Use A Temp Agency To Find A Job?

Working with a staffing agency to find your next career will only help you expand your options. Employers are using staffing agencies and you should be too.

What Are PEO Companies And What Do You Do?

PEO stands for professional employer organization. This is how PEO works; once a client company contracts with a PEO, the PEO will then co-employ the client’s worksite employees. The PEO typically remits wages and withholdings of the worksite employees and reports, collects and deposits employment taxes with local, state and federal authorities.

How Do Employees Benefit From A PEO Arrangement?

Through a PEO, the employees of small businesses gain access to big-business employee benefits such as: 401(k) plans; health, dental, life, and other insurance; dependent care; and other benefits they might not typically receive as employees of a small company.

What Are The Benefits Of Using A Temp Agency?

• Reduced overhead costs.
• Reduced overtime pay.
• Save on training, time, and reduce hiring risks.
• Saves time and increases ROI.
• Access to talent networks.
• The ability to hire quickly
• Industry market knowledge
• The ability to try out an employee before extending a full-time offer

How Long Can You Hire A Temporary Employee For?

A period of temporary employment should last no longer than one year and have a clearly specified end date. Federal law also dictates that you cannot hire the same temp employee for more than two consecutive years.

Do You Have To Offer A Temporary Employee Benefits?

You don’t have to offer a temporary employee benefit. Please note that while it may not be a requirement to provide health insurance to your temporary and seasonal workers, you are still obligated to provide a safe and healthy work environment. You can offer them voluntary benefits which they can pay for at low group rates.

What Is The Difference Between PEO And ASO?

PEO – stands for Professional Employer Organization. ASO – stands for Administrative Services Organization and the most important difference between an ASO and a PEO is that the service provided through an ASO does not establish a co-employer relationship.

What Is The Difference Between A PEO And A Staffing Company?

Both staffing agencies and PEOs are focused on workforce HR tasks, but with a staffing agency you are outsourcing your hiring process and the associated tasks. With a PEO, you are doing the hiring on your own and only outsourcing the administrative tasks, payroll, and compliance associated with your workforce.

How Much Do Agencies Take Off Your Wage?

Standard recruitment costs tend to range between 15 percent and 20 percent of a candidate’s first annual salary, but this can go as high as 30 percent for hard to fill positions.

Can You Just Leave A Temp Job?

Some contracts stipulate a mandatory notice period you may have to work through before leaving your job. The temp agency representative may want to inform your current employer of your intention to leave, since you are still technically an employee of the agency.

Is It Bad To Get A Job Through A Staffing Agency?

Staffing firms play a critical role in helping companies find talent. Unlike corporate recruiters, recruiters at staffing agencies have access to jobs at multiple companies covering a wide spectrum of industries and positions. If companies and your competition are using them, you should be too.

What Are The Differences Between A PEO And A Broker?

Generally speaking, a health insurance broker is an expert at insurance, whereas a PEO can provide expertise and assistance in a number of HR and compliance issues, in addition to providing access to health coverage

Should You Outsource HR Or Keep It Inside Your Business?

In my opinion, I will advise that you outsource HR as against keeping it inside, especially if you are just starting out. As a matter of fact, even the smallest companies can benefit from small business HR outsourcing. In reality, the smaller your business is, the more beneficial it is to outsource human resources.

What Are Common Misconceptions About Staffing Agencies?

Here are the top five common misconceptions of staffing agencies.

• Temporary Work Only (With No Stability)
• Take a Cut From Your Pay
• Don’t Pay Well
• Low-Level Jobs
• Only Offer Jobs at Small Companies

How Can You Get Out Of Temp Agency Contract?

If you found your current job through a temp agency, the first step you should take is to contact your agency representative and inform them of your decision to leave, especially if it is prior to the agreed date.

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Russian Offensive Campaign Assessment, September 11, 2024

September 11, 2024, 8:25 pm ET

Click here to see ISW’s interactive map of the Russian invasion of Ukraine. This map is updated daily alongside the static maps present in this report.

Click here to see ISW's interactive map of Ukraine's offensive in Kursk Oblast.

Click here to see ISW’s 3D control of terrain topographic map of Ukraine. Use of a computer (not a mobile device) is strongly recommended for using this data-heavy tool.

Click here to access ISW’s archive of interactive time-lapse maps of the Russian invasion of Ukraine. These maps complement the static control-of-terrain map that ISW produces daily by showing a dynamic frontline. ISW will update this time-lapse map archive monthly.

Note: The data cut-off for this product was 12:30pm ET on September 11. ISW will cover subsequent reports in the September 12 Russian Offensive Campaign Assessment.

Russian forces began counterattacks along the western edge of the Ukrainian salient in Kursk Oblast and reportedly seized several settlements northeast and south of Korenevo on September 10 and 11. The size, scale, and potential prospects of the September 11 Russian counterattacks in Kursk Oblast are unclear and the situation remains fluid as of this report. It is premature to draw conclusions about Russia’s new counterattacks and ISW will continue following the situation. Geolocated footage published on September 11 indicates that Russian forces retook positions east of Zhuravli (northeast of Korenevo). [1] Additional geolocated footage published on September 10 indicates that elements of the Russian 51st Airborne (VDV) Regiment (106th VDV Division) advanced north and northeast of Snagost (south of Korenevo) during a company-sized mechanized assault. [2] Russian milbloggers claimed that Russian forces launched the mechanized counterattack from the north near Korenevo and that Russian forces quickly advanced into Snagost. [3] Several Russian sources claimed that Russian forces fully seized Snagost, but ISW has not observed visual confirmation of these claims. [4] Russian sources claimed that elements of the Russian 51st VDV Regiment and 155th Naval Infantry Brigade (Pacific Fleet, Eastern Military District [EMD]) advanced northwest of Snagost and seized Krasnooktyabrskoye; advanced west of Snagost and seized Komarovka and Vishnevka; advanced southwest of Snagost and seized Apanasovka and 10-y Oktyabr; advanced southeast of Snagost and seized Obukhovka; and advanced south of Snagost and seized Byakhovo, Vnezapnoye, and Gordeevka. [5] A Russian milblogger claimed that elements of the Russian 200th Motorized Rifle Brigade (14th Army Corps [AC], Leningrad Military District [LMD]) seized Olgovka (just east of Korenevo). [6]

Ukrainian forces reportedly began new attacks against the Russian counterattack west of Snagost and throughout the Ukrainian salient in Kursk Oblast. A Ukrainian brigade reportedly operating in Kursk Oblast reported on September 11 that Ukrainian forces began attacking Russian forces' flank west of Snagost after the initial Russian counterattack into Snagost. [7] An open-source X (formerly Twitter) user claimed that Ukrainian forces are operating near Kulbaki (southwest of Snagost and roughly five kilometers from the international border), suggesting that Ukrainian forces recently advanced near the settlement, reportedly after crossing the international border. [8] Russian milbloggers also claimed that Ukrainian forces are conducting small mechanized cross-border assaults into Glushkovo Raion near Medvezhye (southwest of Snagost and along the international border) and in another unspecified area along the international border. [9] The Russian Ministry of Defense (MoD) and Russian milbloggers claimed that Russian forces repelled Ukrainian attacks south of Snagost near Apanasovka; east of Korenevo near Kremyanoye; and southeast of Sudzha near Cherkasskaya Konopelka, Fanaseyevka, and Borki. [10] It remains unclear how much force Ukraine has committed to the reported Ukrainian counterattack.

Available visual evidence suggests that Russian forces counterattacking in Kursk Oblast are operating in company-sized units and may be using elements of more combat-experienced units to conduct counterattacks. Geolocated footage published on September 10 shows elements of the Russian 51st Airborne (VDV) Regiment (106th VDV Division) conducting a company-seized mechanized assault north of Snagost. [11] A Russian milblogger claimed that Russian naval infantry and airborne "battalion tactical groups" (BTGs) are conducting offensive operations in Kursk Oblast, although ISW has only observed geolocated footage of a company-sized mechanized assault. [12] The milblogger could be referring to a BTG-sized force (roughly a unit with the strength of a reinforced battalion but not necessarily operating in the structure of a traditional BTG), and Russian forces could theoretically deploy a detached company from a BTG. Russian forces notably have not utilized BTGs at scale on the battlefield since mid-2022, following the widespread failure of BTGs to accomplish Russian offensive objectives in the early stages of the war, as well as damage accrued to BTGs during costly Russian offensive operations on Kyiv, Severodonetsk, Mariupol, and Lysychansk. [13] The Russian military has transitioned away from using BTGs in the past two years as a task-organized unit and their re-emergence in Kursk Oblast, if confirmed, would be a noteworthy inflection. [14] ISW has not observed any confirmation that Russian forces in Kursk Oblast are operating BTG as of this publication. Russian milbloggers claimed that elements of the Russian 56th VDV Regiment (7th VDV Division) and 155th Naval Infantry Brigade (Pacific Fleet, Eastern Military District [EMD]) are operating in Kursk Oblast and involved in the counterattacks. [15] The Russian 155th Naval Infantry Brigade most notably participated in the failed Russian push for Vuhledar in late 2022 to early 2023, then fought southwest of Donetsk City near Marinka, and deployed to participate in the Russian offensive north of Kharkiv City in May 2024 — largely without significant rest, and the 155th Naval Infantry Brigade has been degraded to the point of being reconstituted several times. [16] Elements of the 56th VDV Regiment participated in repelling Ukrainian counteroffensive operations near Verbove in Summer 2023 and were reportedly still operating in the area as of July 2024. [17] The Russian military may be relying on relatively combat-experienced units to conduct assault operations in Kursk Oblast, although it is unclear how effective these operations will be since these units, especially units which have been heavily degraded and reconstituted many times, like the 155th Naval Infantry Brigade. It is also unclear if Russian forces have enough forces necessary to fully repel Ukrainian forces — or defend against reported Ukrainian counterattacks — from Kursk Oblast since the Russian military command likely deployed elements of these units, instead of the entire formations, to Kursk Oblast, making it premature to assess the longer-term strategic-level effects of the Ukrainian incursion.

Russian forces may intend to temporarily bisect the Ukrainian salient in Kursk Oblast before beginning a more organized and well-equipped effort to push Ukrainian forces out of Russian territory. Russian forces are currently conducting counterattacks along the western edge of the Ukrainian salient in Kursk Oblast, in an area that is largely comprised of fields and small settlements. Russian forces may be working to establish more tactically favorable positions during these initial counterattacks before beginning a wider counteroffensive operation against Ukrainian forces operating northeast of Korenevo and near Sudzha. Russian forces may intend to cut the Ukrainian salient and advance to the international border southeast of Snagost to complicate existing Ukrainian logistics routes and fire support positions closer to the international border before beginning a larger-scale counteroffensive operation. The Russian military command appears to be relying on elements of the 155th Naval Infantry Brigade and 56th and 51st VDV regiments for these initial counterattacks but will likely introduce other elements of the Russian force grouping in this area in future counterattacks. It remains unclear if the Russian authorities responding to the Kursk incursion assess that the current Russian force grouping in Kursk Oblast — largely comprised of conscripts, irregular Russian forces, and smaller elements of regular and more elite Russian units — can successfully push Ukrainian forces from the area. Russian authorities may also plan to transfer additional, more combat-capable Russian units from Ukraine to address the Ukrainian incursion into Kursk Oblast, although it is unclear when Russian authorities may conduct such redeployments. It would be premature to assess the impact of two days of Russian counterattacks on the month-long Ukrainian incursion into Kursk Oblast, particularly amid ongoing Ukrainian cross-border assaults, and ISW will continue to evaluate the impact of the Russian counterattacks in the coming days.  

US Secretary of State Antony Blinken and UK Foreign Secretary Davit Lammy arrived in Kyiv on September 11 and reiterated support for Ukraine but did not clarify current Western policy on Ukraine’s ability to strike military objects in Russia with Western-provided weapons. [18] Ukrainian Prime Minister Denys Shmyhal met with Lammy on September 11 and emphasized that Ukraine is still waiting for permission from the UK to use UK-provided long-range weapons to strike military objects in Russia. Two unspecified US officials told CNN on September 11 that the Biden administration has not changed its policy of prohibiting Ukrainian forces from using US-provided ATACMS missiles to strike within Russia despite discussing the issue regularly. One unnamed senior administration official said that there is "no openness" to lifting these restrictions. [19] US President Joe Biden stated on September 10 that his administration was “working that out,” when asked about potential plans to lift US restrictions on Ukraine’s use of long-range weapons in Russia. [20]

The People's Republic of China (PRC) continues to promote its alternative peace plan for the war in Ukraine. PRC Foreign Minister Wang Yi met with Russian Security Council Secretary Sergei Shoigu in St. Petersburg on September 11 and reiterated that the PRC will continue to promote its own vision to end Russia's war in Ukraine and will aim to convince other countries to support the PRC's peace plan. [21] Shoigu reiterated Russia's support for the joint PRC-Brazilian peace plan during the meeting. [22] PRC officials have routinely promoted the PRC-Brazilian peace plan and allowed Russian officials to posture themselves as willing to negotiate with Ukraine in good faith despite consistent Kremlin statements outright rejecting negotiations or otherwise indicating that Russia will only negotiate on terms that amount to complete Ukrainian capitulation. [23]

Turkish President Recep Tayyip Erdogan reiterated his support for Ukraine on September 11. Erdogan gave a virtual speech to the Fourth Summit of the International Crimea Platform on September 11 in which he reiterated support for Ukraine's territorial sovereignty, independence, and autonomy and asserted that Crimea "must be returned" to Ukraine under international law. [24]

Key Takeaways:

• Russian forces began counterattacks along the western edge of the Ukrainian salient in Kursk Oblast and reportedly seized several settlements northeast and south of Korenevo on September 10 and 11.
• Available visual evidence suggests that Russian forces counterattacking in Kursk Oblast are operating in company-sized units and may be using elements of more combat-experienced units to conduct counterattacks.
• Russian forces may intend to temporarily bisect the Ukrainian salient in Kursk Oblast before beginning a more organized and well-equipped effort to push Ukrainian forces out of Russian territory.
• US Secretary of State Antony Blinken and UK Foreign Secretary Davit Lammy arrived in Kyiv on September 11 and reiterated support for Ukraine but did not clarify current Western policy on Ukraine’s ability to strike military objects in Russia with Western-provided weapons
• The People's Republic of China (PRC) continues to promote its alternative peace plan for the war in Ukraine.
• Turkish President Recep Tayyip Erdogan reiterated his support for Ukraine on September 11.
• Russian forces recently advanced southeast of Kupyansk, near Toretsk, and near Pokrovsk.
• Ukrainian Kharkiv Group of Forces Spokesperson Colonel Vitaly Sarantsev reported on September 11 that Russian forces are replenishing their tactical, operational, and strategic reserves.
• Russian occupation authorities illegally held regional elections in occupied Crimea on September 6 to 8 and likely fabricated increased voter turnout numbers to claim that residents broadly support Russia's illegal occupation of Crimea.

We do not report in detail on Russian war crimes because these activities are well-covered in Western media and do not directly affect the military operations we are assessing and forecasting. We will continue to evaluate and report on the effects of these criminal activities on the Ukrainian military and the Ukrainian population and specifically on combat in Ukrainian urban areas. We utterly condemn Russian violations of the laws of armed conflict and the Geneva Conventions and crimes against humanity even though we do not describe them in these reports.

Ukrainian Operations in the Russian Federation

• Russian Main Effort – Eastern Ukraine (comprised of three subordinate main efforts)
• Russian Subordinate Main Effort #1 – Push Ukrainian forces back from the international border with Belgorod Oblast and approach to within tube artillery range of Kharkiv City
• Russian Subordinate Main Effort #2 – Capture the remainder of Luhansk Oblast and push westward into eastern Kharkiv Oblast and encircle northern Donetsk Oblast
• Russian Subordinate Main Effort #3 – Capture the entirety of Donetsk Oblast
• Russian Supporting Effort – Southern Axis
• Russian Air, Missile, and Drone Campaign
• Russian Mobilization and Force Generation Efforts
• Russian Technological Adaptations
• Activities in Russian-occupied areas
• Ukrainian Defense Industrial Base Efforts

Russian Information Operations and Narratives

• Significant Activity in Belarus

See topline text for updates on the Ukrainian incursion into Kursk Oblast.

Ukrainian forces reportedly conducted a series of drone and missile strikes against Russia on the night of September 10 to 11 and on September 11. Murmansk Oblast Governor Andrei Chibis claimed that Russian authorities closed two airports in Murmansk Oblast due to Ukrainian drone activity and later claimed that Russian forces downed three Ukrainian drones over Murmansk Oblast. [25] Russian media stated that Russian forces downed a likely modified Ukrainian S-200 air defense missile near a gas distribution station in Yefremovsky Raion, Tula Oblast. [26] The Russian Ministry of Defense (MoD) claimed that Russian forces downed several drones over Belgorod, Kursk, and Oryol oblasts throughout the day on September 11. [27]

Russian Main Effort – Eastern Ukraine

Russian Subordinate Main Effort #1 – Kharkiv Oblast ( Russian objective: Push Ukrainian forces back from the international border with Belgorod Oblast and approach to within tube artillery range of Kharkiv City)

Russian forces continued limited offensive operations in northern Kharkiv Oblast on September 11 but did not advance. Ukrainian Kharkiv Group of Forces Spokesperson Colonel Vitaly Sarantsev noted that while Russian forces in northern Kharkiv Oblast have typically operated in small assault groups with light (non-armored) vehicles, Russian forces recently conducted a mechanized attack with armored vehicles and tanks in the direction of Hlyboke from Strilecha (north of Kharkiv City). [28] Ukraine's Kharkiv Group of Forces published footage on September 10 of a Russian platoon-sized mechanized assault in an unspecified location of northern Kharkiv Oblast, which is likely the assault to which Sarantsev referred on September 11. [29] Sarantsev also reiterated that Russian forces are exclusively using lighter vehicles such as motorcycles and all-terrain vehicles (ATVs) to move infantry forces and support attacks within Vovchansk (northeast of Kharkiv City). [30] The Ukrainian General Staff reported that Russian forces conducted ground attacks near Hlyboke, Vovchansk, Hatyshche (west of Vovchansk), and Tykhe (east of Vovchansk). [31] Elements of the Russian 11th Tank Regiment (18th Motorized Rifle Division, 11th Army Corps [AC], Leningrad Military District [LMD]) and 7th Motorized Rifle Regiment (11th AC, LMD) are reportedly operating in the Hlyboke-Lyptsi area (north of Kharkiv City), while elements of the 136th Motorized Rifle Brigade (58th Combined Arms Army [CAA], Southern Military District [SMD]) are operating near Tykhe. [32] ISW recently assessed that the 136th Motorized Rifle Brigade transferred from western Zaporizhia Oblast to northern Kharkiv Oblast to conduct a relief in place for elements of the 83rd Airborne (VDV) Brigade in Tykhe. [33]

Russian Subordinate Main Effort #2 – Luhansk Oblast (Russian objective: Capture the remainder of Luhansk Oblast and push westward into eastern Kharkiv Oblast and northern Donetsk Oblast)

Russian forces recently advanced southeast of Kupyansk amid continued fighting along the Kupyansk-Svatove-Kreminna line on September 10. Geolocated footage published on September 10 indicates that Russian forces advanced marginally north of Stelmakhivka (southeast of Kupyansk). [34] Additional geolocated footage published on September 11 shows that Russian forces advanced along a windbreak north of Pishchane (southeast of Kupyansk and northwest of Stelmakhivka). [35] Russian milbloggers claimed that Russian forces crossed the Zherebets River in Makiivka (northwest of Kreminna) and are fighting on the other bank of the river, which is consistent with the assessed Russian advances in the settlement. [36] Russian forces continued offensive operations northeast of Kupyansk near Synkivka; east of Kupyansk near Petropavlivka; southeast of Kupyansk near Lozova and Hlushkivka; northwest of Kreminna near Tverdokhlibove, Makiivka, Druzhelyubivka, Hrekivka, Novosadove, Terny, and Nevske; and west of Kreminna near Torske. [37]

Russian Subordinate Main Effort #3 – Donetsk Oblast (Russian objective: Capture the entirety of Donetsk Oblast, the claimed territory of Russia’s proxies in Donbas)

Fighting continued northeast of Siversk near Hryhorivka; east of Siversk near Verkhnokamyanske; and southeast of Siversk near Spirne, Vyimka, and Ivano-Darivka on September 10 and 11, but there were no confirmed changes to the frontline. [38]

Russian forces continued offensive operations near Chasiv Yar; north of Chasiv Yar near Kalynivka; and east of Chasiv Yar near Ivanivske on September 10 and 11, but there were no confirmed changes to the frontline. [39]

Both Russian and Ukrainian forces recently marginally advanced near Toretsk amid continued fighting in the area on September 11. Geolocated footage published on September 10 indicates that Ukrainian forces recently marginally advanced within northeastern Toretsk. [40] Additional geolocated footage published on September 11 indicates that Russian forces advanced along Tsentralna Street in eastern Toretsk, and a Russian milblogger claimed that Russian forces advanced further along this street and in the fields southeast of Toretsk. [41] ISW has not observed visual confirmation of these more expansive claims, however. Russian forces also continued ground attacks near Dachne (northeast of Toretsk), Pivnichne (east of Toretsk), and Nelipivka (south of Toretsk) on September 10 and 11. [42]

Russian forces have likely seized Lysivka (southeast of Pokrovsk) and made further advances southeast of Pokrovsk amid continued offensive operations in this direction on September 11. Geolocated footage published on September 11 shows Russian forces raising a flag in central Lysivka, and Russian milbloggers claimed that elements of the Russian 114th Motorized Rifle Brigade (51st Combined Arms Army [CAA], formerly 1st Donetsk People's Republic [DNR] Army Corps [AC]) seized the settlement. [43] Additional geolocated footage published on September 10 indicates that Russian forces also advanced in the fields west of Marynivka (southeast of Pokrovsk) and that Russian forces have likely seized Marynivka. [44] Ukrainian military observer Kostyantyn Mashovets acknowledged that Russian forces recently advanced northeast and east of Selydove and west of Novohrodivka (both southeast of Pokrovsk). [45] Russian milbloggers claimed that Russian forces also advanced into eastern Ukrainsk (southeast of Pokrovsk) and in fields north and southeast of Ukrainsk, and that Russian forces are attempting to encircle Ukrainian forces within the settlement. [46] ISW has not observed any indication that Ukrainian forces in the settlement are at risk of encirclement, however. A Russian milblogger and former Storm-Z instructor expressed concern on September 11 that exhaustion among attacking Russian units may force Russian offensive operations in the Pokrovsk direction to prematurely culminate. [47] The milblogger claimed that Russian forces are conducting constant assaults in many sectors of the Pokrovsk direction and that Russian forces are attacking with fewer people and armored vehicles than during previous weeks, possibly due to manpower and materiel constraints. Russian forces also continued offensive operations east of Pokrovsk near Novooleksandrivka, Vozdvyzhenka, Svyrydonivka, Hrodivka, Ivanivka, and Mykhailivka and southeast of Pokrovsk near Novohrodivka, Marynivka, Selydove, Ukrainsk, and Hyrnik on September 10 and 11. [48] Elements of the "Brosok Cobra" unit of the Russian 55th Motorized Rifle Brigade (41st CAA, Central Military District [CMD]) are reportedly fighting in Hrodivka, and elements of the "Black Hussars" detachment of the Russian 15th Motorized Rifle Brigade (2nd CAA, CMD) are reportedly fighting in the Pokrovsk direction. [49] ISW has recently observed reports of at least a company of the Russian 15th Motorized Rifle Brigade operating in the Kursk direction, indicating that elements of the brigade are split across at least two operational axes. [50]

Russian forces continued offensive operations west of Donetsk City on September 11 but did not make any confirmed advances. A Russian milblogger claimed that Russian forces marginally advanced northeast of Krasnohorivka, although ISW has not observed visual confirmation of this claim. [51] Russian forces continued attacking near Krasnohorivka and Heorhiivka on September 10 and 11. [52] Russian Defense Minister Andrei Belousov credited elements of the Russian 5th and 110th motorized rifle brigades (51st CAA, formerly 1st DNR AC) for the recent seizure of Krasnohorivka. [53]

Russian forces continued offensive operations southwest of Donetsk City on September 11 but did not make any confirmed advances. Russian forces continued attacking northeast of Vuhledar near Kostyantynivka and Vodyane; near Vuhledar itself; and southwest of Vuhledar near Pavlivka on September 10 and 11. [54] Russian Defense Minister Andrei Belousov credited elements of the 57th Motorized Rifle Brigade (5th CAA, EMD) for the recent seizure of Vodyane. [55]

Neither Russian nor Ukrainian sources reported fighting in the Donetsk-Zaporizhia Oblast border area on September 11.

Russian Supporting Effort – Southern Axis (Russian objective: Maintain frontline positions and secure rear areas against Ukrainian strikes)

Russian forces continued assaults in western Zaporizhia Oblast, including northwest of Robotyne near Mali Shcherbaky and northeast of Robotyne near Mala Tokmachka, on September 10 and 11, but there were no changes to the frontline. [56]

Russian forces continued ground attacks in the Kherson direction, including in east (left) bank Kherson Oblast, on September 10 and 11, but there were no confirmed changes to the frontline. [57] Elements of the Russian 31st Airborne (VDV) Brigade are reportedly operating in the Kherson direction. [58]

The Russian Ministry of Defense (MoD) claimed on September 11 that Russian forces repelled a Ukrainian attack against a Russian-controlled drilling rig in the Black Sea on the night of September 10 to 11. [59] The Russian MoD claimed that elements of the Russian Black Sea Fleet (BSF) repelled an attempt by Ukrainian naval forces and elements of Ukraine's Main Military Intelligence Directorate (GUR) to seize the "Krym-2" drilling rig in the Black Sea and that Russian forces sunk at least eight Ukrainian inflatable speed boats during the assault.

Russian Air, Missile, and Drone Campaign (Russian Objective: Target Ukrainian military and civilian infrastructure in the rear and on the frontline)

Russian forces conducted a series of drone and missile strikes against Ukraine on the night of September 10 to 11. The Ukrainian Air Force reported that Russian forces launched 34 projectiles between September 10 and 11, including one Iskander-M ballistic missile from Krasnodar Krai; two S-300 air defense missiles from occupied Donetsk Oblast; six Kh-31P anti-radar missiles from airspace over the Black Sea in the direction of Snake Island, and 25 Shahed-136/131 drones from Kursk Oblast, Yeysk, Krasnodar Krai, and occupied Cape Chauda, Crimea. [60] The Ukrainian Air Force reported that Ukrainian forces downed 20 drones over Kyiv, Kherson, Cherkasy, Sumy, Dnipropetrovsk, and Poltava Oblasts, and that five drones were "lost," likely meaning they did not reach their intended targets due to Ukranian electronic warfare (EW) suppression or technical issues. Dnipropetrovsk Oblast Military Administration Head Serhii Lysak reported that Russian forces destroyed an unspecified enterprise Kamyanskyi Raion, causing a fire and an unspecified number of casualties. [61]

Ukrainian First Deputy Prosecutor General Oleksiy Khomenko stated that Russian forces launched over 1,000 strikes on 200 energy infrastructure facilities since the beginning of the full-scale invasion in February 2022. [62]

Russian Mobilization and Force Generation Efforts (Russian objective: Expand combat power without conducting general mobilization)

Ukrainian Kharkiv Group of Forces Spokesperson Colonel Vitaly Sarantsev reported on September 11 that Russian forces are replenishing their tactical, operational, and strategic reserves. [63] Sarantsev did not provide details about the size of these reserves but stated that the Russian military is emphasizing providing comprehensive training to new military personnel. ISW previously observed reports that Russian forces had accumulated at most 60,000 personnel in operational and strategic reserves from October 2023 to June 2024 — enough to only establish limited operational and strategic reserves. [64] ISW continues to assess that the Russian military is likely using these reserves as manpower pools for restaffing and reinforcing committed frontline units which are conducting attritional, infantry-heavy assaults with occasional limited mechanized assaults, and is holding back its remaining operational reserves for the effort to seize the city of Pokrovsk itself. [65]

The Russia-led "Okean-2024" international naval exercises — which include the People's Republic of China's (PRC) People's Liberation Army (PLA) Navy — continued on September 11 in the Pacific and Arctic oceans and Mediterranean, Caspian, and Baltic seas, and will run until September 16. [66]

Russian Technological Adaptations (Russian objective: Introduce technological innovations to optimize systems for use in Ukraine)

Nothing significant to report.

Ukrainian Defense Industrial Efforts (Ukrainian objective: Develop its defense industrial base to become more self-sufficient in cooperation with US, European, and international partners)

ISW is suspending publishing coverage of Ukrainian defense industrial efforts until further notice.

Activities in Russian-occupied areas (Russian objective: Consolidate administrative control of annexed areas; forcibly integrate Ukrainian citizens into Russian sociocultural, economic, military, and governance systems)

Russian occupation authorities illegally held regional elections in occupied Crimea on September 6 to 8 and likely fabricated increased voter turnout numbers to claim that residents broadly support Russia's illegal occupation of Crimea. Crimea occupation head Sergei Aksyonov announced the conclusion of the regional election on September 8 and claimed that the election was "maximally open and democratic." [67] Sevastopol occupation governor Mikhail Razvozhaev claimed that Sevastopol's voter turnout was 54 percent, which he claimed was twice the turnout for the regional election in 2019. [68] This increased voter turnout figure is likely fabricated to create the false impression that Crimeans are increasingly supporting the Russian occupation of Crimea. Deputy Permanent Representative of the Ukrainian President in Crimea Denis Chistikov noted that Russian authorities have historically falsified voter turnout statistics and election results since Russia's illegal occupation of Crimea in 2014 but stated that occupation authorities attempted to pre-empt the informational effects of the anticipated low turnout by warning about low voter turnout before the elections even began. [69] Chistikov emphasized that Russia's use of residents of occupied Crimea in its war effort - likely referring to military service, compensating for labor shortages, and staffing the occupation administration - is degrading the already-low regard for the occupation government among residents. The Ukrainian Resistance Center reported that occupation authorities are using "early voting" in order to obfuscate voter turnout rates and noted that the majority of the electorate in occupied Sevastopol are Russians citizens who are either employed by the occupation administration, Russian government, Russian Armed Forces, Rosgvardia, or Federal Security Service (FSB). [70] ISW has previously assessed that Russian occupation officials have long used elections and other similar efforts to cloak their inherently illegal actions in a "legal"-sounding veneer in an attempt to legitimize their illegal occupation of Ukraine. [71] This is a false and fabricated premise, as ISW has repeatedly argued, just as the results of such elections are false and fabricated. [72] Elections in occupied Ukraine are also a clear violation of international law and have been widely condemned by Kyiv, the international community, and numerous international organizations. [73]

The Kremlin continues efforts to discredit pro-Western political actors in neighboring, former Soviet countries by portraying them as destabilizing in order to advance the Kremlin's own destabilization efforts in these countries. The Russian Foreign Intelligence Service (SVR) claimed on September 11 that the US State Department intends to foment mass protests to interfere with the October 2024 Georgian parliamentary elections. [74] The SVR claimed that the Organization for Security and Cooperation in Europe's (OSCE) Office for Democratic Institutions and Human Rights also plans to interfere in the parliamentary elections. The Kremlin routinely portrays pro-Western political sentiment and Western integration efforts in post-Soviet countries as Western-manufactured and not endogenously generated. ISW has previously assessed that the Kremlin is attempting to derail Georgia's long-term efforts for Euro-Atlantic integration and advance Russian hybrid operations to divide, destabilize, and weaken Georgia. [75]

Significant activity in Belarus (Russian efforts to increase its military presence in Belarus and further integrate Belarus into Russian-favorable frameworks and Wagner Group activity in Belarus)

Note: ISW does not receive any classified material from any source, uses only publicly available information, and draws extensively on Russian, Ukrainian, and Western reporting and social media as well as commercially available satellite imagery and other geospatial data as the basis for these reports. References to all sources used are provided in the endnotes of each update.

[1] https://t.me/WarArchive_ua/19892 ; https://t.me/khornegroup/2665

[2] https://x.com/EerikMatero/status/1833612140059537497 ; https://x.com/NOELreports/status/1833608430306603458 ; https://x.com/NOELreports/status/1833612976794046968 ; https://t.me/creamy_caprice/6751?single ; https://x.com/TuiteroMartin/status/1833745770278756736 ; https://x.com/TuiteroMartin/status/1833746896722026718 ; https://x.com/seanders_geo/status/1833884893169737860; https://x.com/seanders_geo/status/1833884897737408961 ; https://t.me/UkropHunter/161 ; https://t.me/UkropHunter/139 ; https://t.me/creamy_caprice/6754?single

[3] https://t.me/dva_majors/52190 ; https://t.me/motopatriot/27310

[4] https://t.me/RVvoenkor/76770 ; https://t.me/Mestb_Dobroj_Voli/12495 ; https://t.me/z_arhiv/28049 ; https://t.me/voenkorKotenok/58949 ; https://www.vedomosti dot ru/politics/news/2024/09/11/1061527-vs-rf-osvobodili ; https://t.me/tass_agency/271943

[5] https://www.vedomosti dot ru/politics/news/2024/09/11/1061527-vs-rf-osvobodili ; https://t.me/tass_agency/271943 ; https://t.me/rybar/63411 ; https://t.me/rybar/63420 ; https://t.me/RVvoenkor/76764 ; https://t.me/RVvoenkor/76776; https://t.me/RVvoenkor/76788 ; https://t.me/boris_rozhin/136895 ; https://t.me/milinfolive/130321 ; https://t.me/boris_rozhin/136893 ; https://t.me/zovpobedy/13046 ; https://t.me/yurasumy/17883 ; https://t.me/z_arhiv/28048 ; https://t.me/z_arhiv/28055 ; https://t.me/motopatriot/27321 ; https://t.me/boris_rozhin/136918 https://t.me/voenkorKotenok/58957; https://t.me/notes_veterans/19435 ; https://t.me/NgP_raZVedka/19008 ; https://t.me/warhistoryalconafter/183960 ; https://t.me/dva_majors/52175

[6] https://t.me/motopatriot/27341

[7] https://t.me/odshbr46/1848

[8] https://x.com/PStyle0ne1/status/1833944501938749649

[9] https://t.me/yurasumy/17869 ; https://t.me/dva_majors/52255 ; https://t.me/dva_majors/52265 ; https://t.me/RVvoenkor/76805 ; https://t.me/wargonzo/22052 ; https://t.me/dva_majors/52212

[10] https://t.me/warhistoryalconafter/183960 ; https://t.me/dva_majors/52175 ; https://t.me/mod_russia/43245

[11] https://x.com/RALee85/status/1833619139501375776; https://t.me/infomil_live/9979 ; https://t.me/DniproOfficial/4652 ; https://t.me/DeepStateUA/20316 ; https://t.me/milinfolive/130301 ; https://x.com/EerikMatero/status/1833612140059537497; https://x.com/NOELreports/status/1833608430306603458; https://x.com/NOELreports/status/1833612976794046968; https://t.me/creamy_caprice/6751?single; https://x.com/TuiteroMartin/status/1833745770278756736; https://x.com/TuiteroMartin/status/1833746896722026718

[12] https://t.me/voenkorKotenok/58950

[13] https://isw.pub/UkrWar112922; https://twitter.com/DefenceHQ/status/1597482502200983552?s=20&t=sml5agnp4lHB0LVUWJNTPg; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-april-2; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-may-19; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-august-4

[14] https://rusi.org/news-and-comment/in-the-news/intelligence-report-reveals-3-intrinsic-russian-tactical-unit-weaknesses

[15] https://t.me/RVvoenkor/76776; https://t.me/RVvoenkor/76788 ; https://t.me/boris_rozhin/136895 ; https://t.me/rusich_army/17069 ; https://t.me/rusich_army/17061 ; https://t.me/rybar/63411 ; https://t.me/RVvoenkor/76764 ; https://t.me/yurasumy/17872

[16] https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-august-10-2024

[17] https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-august-14-2023 ; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-august-22-2023 ; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-july-10-2024 ; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-july-5-2024

[18] https://www.state.gov/secretary-blinkens-meeting-with-ukrainian-president-zelenskyy-and-uk-foreign-secretary-lammy/; https://t.me/Denys_Smyhal/8445 ; https://suspilne dot media/833487-krimska-platforma-blinken-ta-glava-mzs-britanii-idut-v-kiiv-sankcii-proti-iranu-ta-rosii-931-den-vijni-onlajn/?anchor=live_1726054259&utm_source=copylink&utm_medium=ps

[19] https://t.me/Denys_Smyhal/8445 ; https://suspilne dot media/833487-krimska-platforma-blinken-ta-glava-mzs-britanii-idut-v-kiiv-sankcii-proti-iranu-ta-rosii-931-den-vijni-onlajn/?anchor=live_1726054259&utm_source=copylink&utm_medium=ps

[20] https://www.reuters.com/world/biden-says-administration-working-potentially-lifting-ban-ukraine-long-range-2024-09-10/

[21] https://www.scmp dot com/news/china/diplomacy/article/3278062/china-promotes-rational-voices-towards-ukraine-ceasefire-wang-yi-tells-russian-official; https://finance.yahoo.com/news/china-promotes-rational-voices-ukraine-093000119.html ; https://suspilne dot media/833815-kitaj-prodovzit-prosuvati-svij-mirnij-plan-dla-ukraini-mzs/

[22] https://www.gov dot br/planalto/en/latest-news/2024/05/brazil-and-china-present-joint-proposal-for-peace-negotiations-with-the-participation-of-russia-and-ukraine ; https://isw.pub/UkrWar090324

[23] https://isw.pub/UkrWar072424 ; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-september-3-2024 ; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-june-26-2024

[24] https://www.aa.com dot tr/en/politics/turkish-president-erdogan-reaffirms-support-for-kyiv-calls-for-crimeas-return-to-ukraine/3327489

[25] https://t.me/andrey_chibis/5046 ; https://t.me/tass_agency/271951 ; https://t.me/tass_agency/271958 ; https://suspilne dot media/833487-krimska-platforma-blinken-ta-glava-mzs-britanii-idut-v-kiiv-sankcii-proti-iranu-ta-rosii-931-den-vijni-onlajn/?anchor=live_1726052679&utm_source=copylink&utm_medium=ps

[26] https://t.me/istories_media/7527 ; https://newstula dot ru/fn_1370635.html ; https://www.tsn24 dot ru/2024/09/11/315884-v-noch-na-11-sentyabrya-v-efremovskom-rayone-sbita-raketa-vsu/ ; https://t.me/shot_shot/71410 ; https://t.me/bazabazon/31148

[27] https://t.me/mod_russia/43227 ; https://t.me/mod_russia/43243 ; https://t.me/mod_russia/43234 ; https://t.me/mod_russia/43253 ;

[28] https://armyinform.com dot ua/2024/09/11/pomichena-ta-ponivechena-vazhka-bronetehnika-syly-oborony-spalyly-try-vorozhyh-panczernyka/

[29] https://t.me/otukharkiv/1244

[30] https://youtu.be/aDXWlQ2K0dM ; https://armyinform.com dot ua/2024/09/11/taktyku-poodynokogo-prosochuvannya-zastosovuyut-okupanty-u-vovchansku/

[31] https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l

[32] https://t.me/otukharkiv/1253; https://youtu.be/aDXWlQ2K0dM ; https://armyinform.com dot ua/2024/09/11/vid-kontraktu-do-peredovoyi-20-dniv-kogo-rosiyany-kydayut-u-bij-eksternom/

[33] https://understandingwar.org/backgrounder/russian-offensive-campaign-assessment-august-28-2024 ; https://understandingwar.org/backgrounder/russian-offensive-campaign-assessment-september-1-2024

[34] https://x.com/99Dominik_/status/1833858394630811859 ; https://t.me/ceroki24/784

[35] https://t.me/creamy_caprice/6765; https://t.me/oaembr77/553

[36] https://t.me/boris_rozhin/136873

[37] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl; https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l

[38] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl

[39] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l

[40] t.me/kiber_boroshno/9950?single; https://t.me/skalabatalion/261

[41] https://t.me/creamy_caprice/6756; https://t.me/OBiloshytskiy/882 ; https://t.me/motopatriot/27329

[42] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l ; https://t.me/rybar/63416; https://t.me/dva_majors/52193

[43] https://x.com/TuiteroMartin/status/1833820385810243712; https://x.com/TuiteroMartin/status/1833821115749138872; https://t.me/motopatriot/27328 ; https://t.me/RVvoenkor/76794 https://t.me/motopatriot/27327 ; https://t.me/boris_rozhin/136930 ;

[44] https://tme/WarArchive_ua/19890; https://tme/jagers68/163; https://tme/creamy_caprice/6748

[45] https://t.me/zvizdecmanhustu/2174 ; https://www.facebook.com/pashtetof/posts/pfbid02kS2XPPaHvxDMA8Z9R7AKq6wSWSmZaUPYXin8pVvv4ErTEFQ2EwsPDehToWcnkRCDl

[46] https://t.me/rusich_army/17078 ; https://t.me/voenkorKotenok/58958 ; https://t.me/RVvoenkor/76809 ; https://t.me/boris_rozhin/136864 ; https://t.me/dva_majors/52204 ; https://t.me/z_arhiv/28053

[47] https://t.me/philologist_zov/1369

[48] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l

[49] https://t.me/RVvoenkor/76801 ; https://t.me/blackhussars/2638 ; https://t.me/boris_rozhin/136850

[50] https://understandingwar.org/backgrounder/russian-offensive-campaign-assessment-august-31-2024

[51] https://t.me/z_arhiv/28059

[52] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l

[53] https://t.me/mod_russia/43222

[54] https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://t.me/dva_majors/52175 ; https://t.me/warhistoryalconafter/183960 ; https://t.me/rybar/63426

[55] https://t.me/mod_russia/43223

[56] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l

[57] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l

[58] https://t.me/mod_russia/43247

[59] https://t.me/mod_russia/43251 ; https://t.me/tass_agency/272008 ; https://t.me/tass_agency/272010

[60] https://t.me/kpszsu/19163 ; https://armyinform.com dot ua/2024/09/11/vorog-zastosuvav-iskander-m-i-s-300-dlya-udariv-po-ukrayini-detali-nichnoyi-ataky/ ; https://suspilne dot media/833577-povitrani-sili-vnoci-zbili-20-sahediv-2/

[61] https://t.me/dnipropetrovskaODA/15973 ; https://t.me/dnipropetrovskaODA/15974 ; https://t.me/dnipropetrovskaODA/15976 ; https://armyinform.com dot ua/2024/09/11/na-dnipropetrovshhyni-zbilshylas-kilkist-postrazhdalyh-tryvaye-likvidacziya-pozhezhi/

[62] https://suspilne dot media/834061-rosia-zavdala-ponad-tisacu-udariv-po-200-energoobektah-ogpu/

[63] https://armyinform.com dot ua/2024/09/11/vid-kontraktu-do-peredovoyi-20-dniv-kogo-rosiyany-kydayut-u-bij-eksternom/

[64] https://isw.pub/UkrWar060824

[65] https://isw.pub/UkrWar060824 ; https://isw.pub/UkrWar090524

[66] https://t.me/mod_russia/43248 ; https://t.me/MID_Russia/45131 ; https://t.me/mod_russia/43244 ; https://t.me/mod_russia/43237 ; https://t.me/mod_russia/43231 ; https://t.me/mod_russia/43229

[67] https://t.me/Aksenov82/5733

[68] https://t.me/razvozhaev/8021

[69] https://suspilne dot media/crimea/831665-filsifikacia-nizka-avka-ta-zalucenna-adminresursu-so-vidomo-pro-psevdovibori-v-okupovanomu-krimu/

[70] https://t.me/sprotyv_official/5173 ; https://t.me/sprotyv_official/5134

[71] https://www.understandingwar.org/sites/default/files/24-210-01%20ISW%20Occupation%20playbook.pdf

[72] https://www.understandingwar.org/sites/default/files/24-210-01%20ISW%20Occupation%20playbook.pdf

[73] https://press.un.org/en/2023/sc15405.doc.htm ; https://www.rferl dot org/a/ukraine-crimea-russia-elections-denounce/33111287.html; https://www.coe.int/en/web/portal/-/congress-president-condemns-illegal-elections-in-the-occupied-crimea ; https://usun.usmission.gov/joint-statement-in-response-to-the-russian-federations-organization-of-presidential-elections-in-the-temporarily-occupied-territories-of-ukraine/

[74] https://t.me/tass_agency/271906 ; https://t.me/tass_agency/271909

[75] https://isw.pub/UkrWar081424 ; https://isw.pub/UkrWar072424

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Wednesday, September 11, 2024

Russian offensive campaign assessment, september 11, 2024.

Angelica Evans, Nicole Wolkov, Grace Mappes, Haley Zehrung, Karolina Hird, and George Barros

Click here to see ISW's interactive map of Ukraine's offensive in Kursk Oblast.

Russian forces began counterattacks along the western edge of the Ukrainian salient in Kursk Oblast and reportedly seized several settlements northeast and south of Korenevo on September 10 and 11. The size, scale, and potential prospects of the September 11 Russian counterattacks in Kursk Oblast are unclear and the situation remains fluid as of this report. It is premature to draw conclusions about Russia’s new counterattacks and ISW will continue following the situation. Geolocated footage published on September 11 indicates that Russian forces retook positions east of Zhuravli (northeast of Korenevo). [1] Additional geolocated footage published on September 10 indicates that elements of the Russian 51st Airborne (VDV) Regiment (106th VDV Division) advanced north and northeast of Snagost (south of Korenevo) during a company-sized mechanized assault. [2] Russian milbloggers claimed that Russian forces launched the mechanized counterattack from the north near Korenevo and that Russian forces quickly advanced into Snagost. [3] Several Russian sources claimed that Russian forces fully seized Snagost, but ISW has not observed visual confirmation of these claims. [4] Russian sources claimed that elements of the Russian 51st VDV Regiment and 155th Naval Infantry Brigade (Pacific Fleet, Eastern Military District [EMD]) advanced northwest of Snagost and seized Krasnooktyabrskoye; advanced west of Snagost and seized Komarovka and Vishnevka; advanced southwest of Snagost and seized Apanasovka and 10-y Oktyabr; advanced southeast of Snagost and seized Obukhovka; and advanced south of Snagost and seized Byakhovo, Vnezapnoye, and Gordeevka. [5] A Russian milblogger claimed that elements of the Russian 200th Motorized Rifle Brigade (14th Army Corps [AC], Leningrad Military District [LMD]) seized Olgovka (just east of Korenevo). [6]

Russian forces may intend to temporarily bisect the Ukrainian salient in Kursk Oblast before beginning a more organized and well-equipped effort to push Ukrainian forces out of Russian territory. Russian forces are currently conducting counterattacks along the western edge of the Ukrainian salient in Kursk Oblast, in an area that is largely comprised of fields and small settlements. Russian forces may be working to establish more tactically favorable positions during these initial counterattacks before beginning a wider counteroffensive operation against Ukrainian forces operating northeast of Korenevo and near Sudzha. Russian forces may intend to cut the Ukrainian salient and advance to the international border southeast of Snagost to complicate existing Ukrainian logistics routes and fire support positions closer to the international border before beginning a larger-scale counteroffensive operation. The Russian military command appears to be relying on elements of the 155th Naval Infantry Brigade and 56th and 51st VDV regiments for these initial counterattacks but will likely introduce other elements of the Russian force grouping in this area in future counterattacks. It remains unclear if the Russian authorities responding to the Kursk incursion assess that the current Russian force grouping in Kursk Oblast — largely comprised of conscripts, irregular Russian forces, and smaller elements of regular and more elite Russian units — can successfully push Ukrainian forces from the area. Russian authorities may also plan to transfer additional, more combat-capable Russian units from Ukraine to address the Ukrainian incursion into Kursk Oblast, although it is unclear when Russian authorities may conduct such redeployments. It would be premature to assess the impact of two days of Russian counterattacks on the month-long Ukrainian incursion into Kursk Oblast, particularly amid ongoing Ukrainian cross-border assaults, and ISW will continue to evaluate the impact of the Russian counterattacks in the coming days.  

Key Takeaways:

• Russian forces began counterattacks along the western edge of the Ukrainian salient in Kursk Oblast and reportedly seized several settlements northeast and south of Korenevo on September 10 and 11.
• Available visual evidence suggests that Russian forces counterattacking in Kursk Oblast are operating in company-sized units and may be using elements of more combat-experienced units to conduct counterattacks.
• Russian forces may intend to temporarily bisect the Ukrainian salient in Kursk Oblast before beginning a more organized and well-equipped effort to push Ukrainian forces out of Russian territory.
• US Secretary of State Antony Blinken and UK Foreign Secretary David Lammy arrived in Kyiv on September 11 and reiterated support for Ukraine but did not clarify current Western policy on Ukraine’s ability to strike military objects in Russia with Western-provided weapons.
• The People's Republic of China (PRC) continues to promote its alternative peace plan for the war in Ukraine.
• Turkish President Recep Tayyip Erdogan reiterated his support for Ukraine on September 11.
• Russian forces recently advanced southeast of Kupyansk, near Toretsk, and near Pokrovsk.
• Ukrainian Kharkiv Group of Forces Spokesperson Colonel Vitaly Sarantsev reported on September 11 that Russian forces are replenishing their tactical, operational, and strategic reserves.
• Russian occupation authorities illegally held regional elections in occupied Crimea on September 6 to 8 and likely fabricated increased voter turnout numbers to claim that residents broadly support Russia's illegal occupation of Crimea.

• Ukrainian Operations in the Russian Federation
• Russian Main Effort – Eastern Ukraine (comprised of three subordinate main efforts)
• Russian Subordinate Main Effort #1 – Push Ukrainian forces back from the international border with Belgorod Oblast and approach to within tube artillery range of Kharkiv City
• Russian Subordinate Main Effort #2 – Capture the remainder of Luhansk Oblast and push westward into eastern Kharkiv Oblast and encircle northern Donetsk Oblast
• Russian Subordinate Main Effort #3 – Capture the entirety of Donetsk Oblast
• Russian Supporting Effort – Southern Axis
• Russian Air, Missile, and Drone Campaign
• Russian Mobilization and Force Generation Efforts
• Russian Technological Adaptations
• Activities in Russian-occupied areas
• Ukrainian Defense Industrial Base Efforts
• Russian Information Operations and Narratives
• Significant Activity in Belarus

Russian forces continued limited offensive operations in northern Kharkiv Oblast on September 11 but did not advance. Ukrainian Kharkiv Group of Forces Spokesperson Colonel Vitaly Sarantsev noted that while Russian forces in northern Kharkiv Oblast have typically operated in small assault groups with light (non-armored) vehicles, Russian forces recently conducted a mechanized attack with armored vehicles and tanks in the direction of Hlyboke from Strilecha (north of Kharkiv City). [28] Ukraine's Kharkiv Group of Forces published footage on September 10 of a Russian platoon-sized mechanized assault in an unspecified location of northern Kharkiv Oblast, which is likely the assault to which Sarantsev referred on September 11. [29] Sarantsev also reiterated that Russian forces are exclusively using lighter vehicles such as motorcycles and all-terrain vehicles (ATVs) to move infantry forces and support attacks within Vovchansk (northeast of Kharkiv City). [30] The Ukrainian General Staff reported that Russian forces conducted ground attacks near Hlyboke, Vovchansk, Hatyshche (west of Vovchansk), and Tykhe (east of Vovchansk). [31] Elements of the Russian 11th Tank Regiment (18th Motorized Rifle Division, 11th Army Corps [AC], Leningrad Military District [LMD]) and 7th Motorized Rifle Regiment (11th AC, LMD) are reportedly operating in the Hlyboke-Lyptsi area (north of Kharkiv City), while elements of the 136th Motorized Rifle Brigade (58th Combined Arms Army [CAA], Southern Military District [SMD]) are operating near Tykhe. [32] ISW recently assessed that the 136th Motorized Rifle Brigade transferred from western Zaporizhia Oblast to northern Kharkiv Oblast to conduct a relief in place for elements of the 83rd Airborne (VDV) Brigade in Tykhe. [33]

Russian forces recently advanced southeast of Kupyansk amid continued fighting along the Kupyansk-Svatove-Kreminna line on September 10. Geolocated footage published on September 10 indicates that Russian forces advanced marginally north of Stelmakhivka (southeast of Kupyansk). [34] Additional geolocated footage published on September 11 shows that Russian forces advanced along a windbreak north of Pishchane (southeast of Kupyansk and northwest of Stelmakhivka). [35] Russian milbloggers claimed that Russian forces crossed the Zherebets River in Makiivka (northwest of Kreminna) and are fighting on the other bank of the river, which is consistent with the assessed Russian advances in the settlement. [36] Russian forces continued offensive operations northeast of Kupyansk near Synkivka; east of Kupyansk near Petropavlivka; southeast of Kupyansk near Lozova and Hlushkivka; northwest of Kreminna near Tverdokhlibove, Makiivka, Druzhelyubivka, Hrekivka, Novosadove, Terny, and Nevske; and west of Kreminna near Torske. [37]

Russian forces continued offensive operations near Chasiv Yar; north of Chasiv Yar near Kalynivka; and east of Chasiv Yar near Ivanivske on September 10 and 11, but there were no confirmed changes to the frontline. [39]

Both Russian and Ukrainian forces recently marginally advanced near Toretsk amid continued fighting in the area on September 11. Geolocated footage published on September 10 indicates that Ukrainian forces recently marginally advanced within northeastern Toretsk. [40] Additional geolocated footage published on September 11 indicates that Russian forces advanced along Tsentralna Street in eastern Toretsk, and a Russian milblogger claimed that Russian forces advanced further along this street and in the fields southeast of Toretsk. [41] ISW has not observed visual confirmation of these more expansive claims, however. Russian forces also continued ground attacks near Dachne (northeast of Toretsk), Pivnichne (east of Toretsk), and Nelipivka (south of Toretsk) on September 10 and 11. [42]

Russian forces have likely seized Lysivka (southeast of Pokrovsk) and made further advances southeast of Pokrovsk amid continued offensive operations in this direction on September 11. Geolocated footage published on September 11 shows Russian forces raising a flag in central Lysivka, and Russian milbloggers claimed that elements of the Russian 114th Motorized Rifle Brigade (51st Combined Arms Army [CAA], formerly 1st Donetsk People's Republic [DNR] Army Corps [AC]) seized the settlement. [43] Additional geolocated footage published on September 10 indicates that Russian forces also advanced in the fields west of Marynivka (southeast of Pokrovsk) and that Russian forces have likely seized Marynivka. [44] Ukrainian military observer Kostyantyn Mashovets acknowledged that Russian forces recently advanced northeast and east of Selydove and west of Novohrodivka (both southeast of Pokrovsk). [45] Russian milbloggers claimed that Russian forces also advanced into eastern Ukrainsk (southeast of Pokrovsk) and in fields north and southeast of Ukrainsk, and that Russian forces are attempting to encircle Ukrainian forces within the settlement. [46] ISW has not observed any indication that Ukrainian forces in the settlement are at risk of encirclement, however. A Russian milblogger and former Storm-Z instructor expressed concern on September 11 that exhaustion among attacking Russian units may force Russian offensive operations in the Pokrovsk direction to prematurely culminate. [47] The milblogger claimed that Russian forces are conducting constant assaults in many sectors of the Pokrovsk direction and that Russian forces are attacking with fewer people and armored vehicles than during previous weeks, possibly due to manpower and materiel constraints. Russian forces also continued offensive operations east of Pokrovsk near Novooleksandrivka, Vozdvyzhenka, Svyrydonivka, Hrodivka, Ivanivka, and Mykhailivka and southeast of Pokrovsk near Novohrodivka, Marynivka, Selydove, Ukrainsk, and Hyrnik on September 10 and 11. [48] Elements of the "Brosok Cobra" unit of the Russian 55th Motorized Rifle Brigade (41st CAA, Central Military District [CMD]) are reportedly fighting in Hrodivka, and elements of the "Black Hussars" detachment of the Russian 15th Motorized Rifle Brigade (2nd CAA, CMD) are reportedly fighting in the Pokrovsk direction. [49] ISW has recently observed reports of at least a company of the Russian 15th Motorized Rifle Brigade operating in the Kursk direction, indicating that elements of the brigade are split across at least two operational axes. [50]

Russian forces continued offensive operations west of Donetsk City on September 11 but did not make any confirmed advances. A Russian milblogger claimed that Russian forces marginally advanced northeast of Krasnohorivka, although ISW has not observed visual confirmation of this claim. [51] Russian forces continued attacking near Krasnohorivka and Heorhiivka on September 10 and 11. [52] Russian Defense Minister Andrei Belousov credited elements of the Russian 5th and 110th motorized rifle brigades (51st CAA, formerly 1st DNR AC) for the recent seizure of Krasnohorivka. [53]

Russian forces continued assaults in western Zaporizhia Oblast, including northwest of Robotyne near Mali Shcherbaky and northeast of Robotyne near Mala Tokmachka, on September 10 and 11, but there were no changes to the frontline. [56]

Russian forces continued ground attacks in the Kherson direction, including in east (left) bank Kherson Oblast, on September 10 and 11, but there were no confirmed changes to the frontline. [57] Elements of the Russian 31st Airborne (VDV) Brigade are reportedly operating in the Kherson direction. [58]

Russian occupation authorities illegally held regional elections in occupied Crimea on September 6 to 8 and likely fabricated increased voter turnout numbers to claim that residents broadly support Russia's illegal occupation of Crimea. Crimea occupation head Sergei Aksyonov announced the conclusion of the regional election on September 8 and claimed that the election was "maximally open and democratic." [67] Sevastopol occupation governor Mikhail Razvozhaev claimed that Sevastopol's voter turnout was 54 percent, which he claimed was twice the turnout for the regional election in 2019. [68] This increased voter turnout figure is likely fabricated to create the false impression that Crimeans are increasingly supporting the Russian occupation of Crimea. Deputy Permanent Representative of the Ukrainian President in Crimea Denis Chistikov noted that Russian authorities have historically falsified voter turnout statistics and election results since Russia's illegal occupation of Crimea in 2014 but stated that occupation authorities attempted to pre-empt the informational effects of the anticipated low turnout by warning about low voter turnout before the elections even began. [69] Chistikov emphasized that Russia's use of residents of occupied Crimea in its war effort - likely referring to military service, compensating for labor shortages, and staffing the occupation administration - is degrading the already-low regard for the occupation government among residents. The Ukrainian Resistance Center reported that occupation authorities are using "early voting" in order to obfuscate voter turnout rates and noted that the majority of the electorate in occupied Sevastopol are Russians citizens who are either employed by the occupation administration, Russian government, Russian Armed Forces, Rosgvardia, or Federal Security Service (FSB). [70] ISW has previously assessed that Russian occupation officials have long used elections and other similar efforts to cloak their inherently illegal actions in a "legal"-sounding veneer in an attempt to legitimize their illegal occupation of Ukraine. [71] This is a false and fabricated premise, as ISW has repeatedly argued, just as the results of such elections are false and fabricated. [72] Elections in occupied Ukraine are also a clear violation of international law and have been widely condemned by Kyiv, the international community, and numerous international organizations. [73]

Note: ISW does not receive any classified material from any source, uses only publicly available information, and draws extensively on Russian, Ukrainian, and Western reporting and social media as well as commercially available satellite imagery and other geospatial data as the basis for these reports. References to all sources used are provided in the endnotes of each update.

[1] https://t.me/WarArchive_ua/19892 ; https://t.me/khornegroup/2665

[2] https://x.com/EerikMatero/status/1833612140059537497 ; https://x.com/NOELreports/status/1833608430306603458 ; https://x.com/NOELreports/status/1833612976794046968 ; https://t.me/creamy_caprice/6751?single ; https://x.com/TuiteroMartin/status/1833745770278756736 ; https://x.com/TuiteroMartin/status/1833746896722026718 ; https://x.com/seanders_geo/status/1833884893169737860; https://x.com/seanders_geo/status/1833884897737408961 ; https://t.me/UkropHunter/161 ; https://t.me/UkropHunter/139 ; https://t.me/creamy_caprice/6754?single

[3] https://t.me/dva_majors/52190 ; https://t.me/motopatriot/27310

[4] https://t.me/RVvoenkor/76770 ; https://t.me/Mestb_Dobroj_Voli/12495 ; https://t.me/z_arhiv/28049 ; https://t.me/voenkorKotenok/58949 ; https://www.vedomosti dot ru/politics/news/2024/09/11/1061527-vs-rf-osvobodili ; https://t.me/tass_agency/271943

[5] https://www.vedomosti dot ru/politics/news/2024/09/11/1061527-vs-rf-osvobodili ; https://t.me/tass_agency/271943 ; https://t.me/rybar/63411 ; https://t.me/rybar/63420 ; https://t.me/RVvoenkor/76764 ; https://t.me/RVvoenkor/76776; https://t.me/RVvoenkor/76788 ; https://t.me/boris_rozhin/136895 ; https://t.me/milinfolive/130321 ; https://t.me/boris_rozhin/136893 ; https://t.me/zovpobedy/13046 ; https://t.me/yurasumy/17883 ; https://t.me/z_arhiv/28048 ; https://t.me/z_arhiv/28055 ; https://t.me/motopatriot/27321 ; https://t.me/boris_rozhin/136918 https://t.me/voenkorKotenok/58957; https://t.me/notes_veterans/19435 ; https://t.me/NgP_raZVedka/19008 ; https://t.me/warhistoryalconafter/183960 ; https://t.me/dva_majors/52175

[6] https://t.me/motopatriot/27341

[7] https://t.me/odshbr46/1848

[8] https://x.com/PStyle0ne1/status/1833944501938749649

[9] https://t.me/yurasumy/17869 ; https://t.me/dva_majors/52255 ; https://t.me/dva_majors/52265 ; https://t.me/RVvoenkor/76805 ; https://t.me/wargonzo/22052 ; https://t.me/dva_majors/52212

[10] https://t.me/warhistoryalconafter/183960 ; https://t.me/dva_majors/52175 ; https://t.me/mod_russia/43245

[11] https://x.com/RALee85/status/1833619139501375776; https://t.me/infomil_live/9979 ; https://t.me/DniproOfficial/4652 ; https://t.me/DeepStateUA/20316 ; https://t.me/milinfolive/130301 ; https://x.com/EerikMatero/status/1833612140059537497; https://x.com/NOELreports/status/1833608430306603458; https://x.com/NOELreports/status/1833612976794046968; https://t.me/creamy_caprice/6751?single; https://x.com/TuiteroMartin/status/1833745770278756736; https://x.com/TuiteroMartin/status/1833746896722026718

[12] https://t.me/voenkorKotenok/58950

[13] https://isw.pub/UkrWar112922; https://twitter.com/DefenceHQ/status/1597482502200983552?s=20&t=sml5agnp4lHB0LVUWJNTPg; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-april-2; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-may-19; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-august-4

[14] https://rusi.org/news-and-comment/in-the-news/intelligence-report-reveals-3-intrinsic-russian-tactical-unit-weaknesses

[15] https://t.me/RVvoenkor/76776; https://t.me/RVvoenkor/76788 ; https://t.me/boris_rozhin/136895 ; https://t.me/rusich_army/17069 ; https://t.me/rusich_army/17061 ; https://t.me/rybar/63411 ; https://t.me/RVvoenkor/76764 ; https://t.me/yurasumy/17872

[16] https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-august-10-2024

[17] https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-august-14-2023 ; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-august-22-2023 ; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-july-10-2024 ; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-july-5-2024

[18] https://www.state.gov/secretary-blinkens-meeting-with-ukrainian-president-zelenskyy-and-uk-foreign-secretary-lammy/; https://t.me/Denys_Smyhal/8445 ; https://suspilne dot media/833487-krimska-platforma-blinken-ta-glava-mzs-britanii-idut-v-kiiv-sankcii-proti-iranu-ta-rosii-931-den-vijni-onlajn/?anchor=live_1726054259&utm_source=copylink&utm_medium=ps

[19] https://t.me/Denys_Smyhal/8445 ; https://suspilne dot media/833487-krimska-platforma-blinken-ta-glava-mzs-britanii-idut-v-kiiv-sankcii-proti-iranu-ta-rosii-931-den-vijni-onlajn/?anchor=live_1726054259&utm_source=copylink&utm_medium=ps

[20] https://www.reuters.com/world/biden-says-administration-working-potentially-lifting-ban-ukraine-long-range-2024-09-10/

[21] https://www.scmp dot com/news/china/diplomacy/article/3278062/china-promotes-rational-voices-towards-ukraine-ceasefire-wang-yi-tells-russian-official; https://finance.yahoo.com/news/china-promotes-rational-voices-ukraine-093000119.html ; https://suspilne dot media/833815-kitaj-prodovzit-prosuvati-svij-mirnij-plan-dla-ukraini-mzs/

[22] https://www.gov dot br/planalto/en/latest-news/2024/05/brazil-and-china-present-joint-proposal-for-peace-negotiations-with-the-participation-of-russia-and-ukraine ; https://isw.pub/UkrWar090324

[23] https://isw.pub/UkrWar072424 ; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-september-3-2024 ; https://www.understandingwar.org/backgrounder/russian-offensive-campaign-assessment-june-26-2024

[24] https://www.aa.com dot tr/en/politics/turkish-president-erdogan-reaffirms-support-for-kyiv-calls-for-crimeas-return-to-ukraine/3327489

[25] https://t.me/andrey_chibis/5046 ; https://t.me/tass_agency/271951 ; https://t.me/tass_agency/271958 ; https://suspilne dot media/833487-krimska-platforma-blinken-ta-glava-mzs-britanii-idut-v-kiiv-sankcii-proti-iranu-ta-rosii-931-den-vijni-onlajn/?anchor=live_1726052679&utm_source=copylink&utm_medium=ps

[26] https://t.me/istories_media/7527 ; https://newstula dot ru/fn_1370635.html ; https://www.tsn24 dot ru/2024/09/11/315884-v-noch-na-11-sentyabrya-v-efremovskom-rayone-sbita-raketa-vsu/ ; https://t.me/shot_shot/71410 ; https://t.me/bazabazon/31148

[27] https://t.me/mod_russia/43227 ; https://t.me/mod_russia/43243 ; https://t.me/mod_russia/43234 ; https://t.me/mod_russia/43253 ;

[28] https://armyinform.com dot ua/2024/09/11/pomichena-ta-ponivechena-vazhka-bronetehnika-syly-oborony-spalyly-try-vorozhyh-panczernyka/

[29] https://t.me/otukharkiv/1244

[30] https://youtu.be/aDXWlQ2K0dM ; https://armyinform.com dot ua/2024/09/11/taktyku-poodynokogo-prosochuvannya-zastosovuyut-okupanty-u-vovchansku/

[31] https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l

[32] https://t.me/otukharkiv/1253; https://youtu.be/aDXWlQ2K0dM ; https://armyinform.com dot ua/2024/09/11/vid-kontraktu-do-peredovoyi-20-dniv-kogo-rosiyany-kydayut-u-bij-eksternom/

[33] https://understandingwar.org/backgrounder/russian-offensive-campaign-assessment-august-28-2024 ; https://understandingwar.org/backgrounder/russian-offensive-campaign-assessment-september-1-2024

[34] https://x.com/99Dominik_/status/1833858394630811859 ; https://t.me/ceroki24/784

[35] https://t.me/creamy_caprice/6765; https://t.me/oaembr77/553

[36] https://t.me/boris_rozhin/136873

[37] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl; https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l

[38] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl

[39] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l

[40] t.me/kiber_boroshno/9950?single; https://t.me/skalabatalion/261

[41] https://t.me/creamy_caprice/6756; https://t.me/OBiloshytskiy/882 ; https://t.me/motopatriot/27329

[42] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l ; https://t.me/rybar/63416; https://t.me/dva_majors/52193

[43] https://x.com/TuiteroMartin/status/1833820385810243712; https://x.com/TuiteroMartin/status/1833821115749138872; https://t.me/motopatriot/27328 ; https://t.me/RVvoenkor/76794 https://t.me/motopatriot/27327 ; https://t.me/boris_rozhin/136930 ;

[44] https://tme/WarArchive_ua/19890; https://tme/jagers68/163; https://tme/creamy_caprice/6748

[45] https://t.me/zvizdecmanhustu/2174 ; https://www.facebook.com/pashtetof/posts/pfbid02kS2XPPaHvxDMA8Z9R7AKq6wSWSmZaUPYXin8pVvv4ErTEFQ2EwsPDehToWcnkRCDl

[46] https://t.me/rusich_army/17078 ; https://t.me/voenkorKotenok/58958 ; https://t.me/RVvoenkor/76809 ; https://t.me/boris_rozhin/136864 ; https://t.me/dva_majors/52204 ; https://t.me/z_arhiv/28053

[47] https://t.me/philologist_zov/1369

[48] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l

[49] https://t.me/RVvoenkor/76801 ; https://t.me/blackhussars/2638 ; https://t.me/boris_rozhin/136850

[50] https://understandingwar.org/backgrounder/russian-offensive-campaign-assessment-august-31-2024

[51] https://t.me/z_arhiv/28059

[52] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02NUxtbezN5yH9sNGUv31qRoSiA15k2xifoBdt83kB2GSZN3246PS2J9zrteNEVQr3l ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l

[53] https://t.me/mod_russia/43222

[54] https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://t.me/dva_majors/52175 ; https://t.me/warhistoryalconafter/183960 ; https://t.me/rybar/63426

[55] https://t.me/mod_russia/43223

[56] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l

[57] https://www.facebook.com/GeneralStaff.ua/posts/pfbid02d6SCbbNa5DYViuYX6f8ReoGKf9rNzTDRYKWxMuFTMKQXce2UwFrL9gNf4vWQMiHfl ; https://www.facebook.com/GeneralStaff.ua/posts/pfbid0cPbGu212J57Ej5amtKgLBBshKGeUi8D89aNyvmHBkpFVBp6WAFjAkByKjan6SVr7l

[58] https://t.me/mod_russia/43247

[59] https://t.me/mod_russia/43251 ; https://t.me/tass_agency/272008 ; https://t.me/tass_agency/272010

[60] https://t.me/kpszsu/19163 ; https://armyinform.com dot ua/2024/09/11/vorog-zastosuvav-iskander-m-i-s-300-dlya-udariv-po-ukrayini-detali-nichnoyi-ataky/ ; https://suspilne dot media/833577-povitrani-sili-vnoci-zbili-20-sahediv-2/

[61] https://t.me/dnipropetrovskaODA/15973 ; https://t.me/dnipropetrovskaODA/15974 ; https://t.me/dnipropetrovskaODA/15976 ; https://armyinform.com dot ua/2024/09/11/na-dnipropetrovshhyni-zbilshylas-kilkist-postrazhdalyh-tryvaye-likvidacziya-pozhezhi/

[62] https://suspilne dot media/834061-rosia-zavdala-ponad-tisacu-udariv-po-200-energoobektah-ogpu/

[63] https://armyinform.com dot ua/2024/09/11/vid-kontraktu-do-peredovoyi-20-dniv-kogo-rosiyany-kydayut-u-bij-eksternom/

[64] https://isw.pub/UkrWar060824

[65] https://isw.pub/UkrWar060824 ; https://isw.pub/UkrWar090524

[66] https://t.me/mod_russia/43248 ; https://t.me/MID_Russia/45131 ; https://t.me/mod_russia/43244 ; https://t.me/mod_russia/43237 ; https://t.me/mod_russia/43231 ; https://t.me/mod_russia/43229

[67] https://t.me/Aksenov82/5733

[68] https://t.me/razvozhaev/8021

[69] https://suspilne dot media/crimea/831665-filsifikacia-nizka-avka-ta-zalucenna-adminresursu-so-vidomo-pro-psevdovibori-v-okupovanomu-krimu/

[70] https://t.me/sprotyv_official/5173 ; https://t.me/sprotyv_official/5134

[71] https://www.understandingwar.org/sites/default/files/24-210-01%20ISW%20Occupation%20playbook.pdf

[72] https://www.understandingwar.org/sites/default/files/24-210-01%20ISW%20Occupation%20playbook.pdf

[73] https://press.un.org/en/2023/sc15405.doc.htm ; https://www.rferl dot org/a/ukraine-crimea-russia-elections-denounce/33111287.html; https://www.coe.int/en/web/portal/-/congress-president-condemns-illegal-elections-in-the-occupied-crimea ; https://usun.usmission.gov/joint-statement-in-response-to-the-russian-federations-organization-of-presidential-elections-in-the-temporarily-occupied-territories-of-ukraine/

[74] https://t.me/tass_agency/271906 ; https://t.me/tass_agency/271909

[75] https://isw.pub/UkrWar081424 ; https://isw.pub/UkrWar072424