A strong peak-season staffing plan covers five things: a weekly headcount forecast, competitive local pay rates, a staffing partner with a pre-screened bench, an organized onboarding process, and a plan for which seasonal workers to keep afterwards. Start planning eight to ten weeks before volume ramps.
Key takeaways
- Start planning 8–10 weeks before volume ramps.
- Forecast headcount by week and shift.
- Lock pay rates and staffing partners early.
- Identify top performers to convert after peak.
8–10 weeks out
- Build a weekly headcount forecast by shift and role.
- Benchmark pay rates against nearby buildings.
- Choose staffing partners and agree on terms.
4–6 weeks out
- Begin recruiting and screening workers.
- Prepare badges, PPE, equipment and trainers.
- Schedule safety orientations and forklift certifications.
During peak
- Track attendance daily and request replacements immediately.
- Hold short check-ins with new workers at day 1 and week 1.
- Note top performers for conversion.
After peak
Convert your best seasonal workers to permanent roles and gather feedback to improve next year's plan.
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Frequently asked questions
How many temporary workers do I need for peak season?
Start from your forecasted volume and units per labor hour, then add a buffer for absences — typically 10–20% depending on your market.
Can Helix staff peak season nationwide?
Yes. Helix supports seasonal and ramp-up staffing for warehouses and distribution centers across the US.
How do I keep good seasonal workers?
Use a temp-to-hire arrangement so you can offer permanent roles to top performers when peak ends.