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A great deal of literature exists on workforce planning and most of the analyses contain models for matching the supply and demand for labor as organizations attempt to grow. The models also discuss how costs and productivity will be impacted. Most of the models address a production environment where the demand is known or can be predicted with reasonable accuracy. The costs are attributed to hiring workers that require training to achieve the skills needed. Training can take place on‐the‐job or off‐the‐job. The models may also discuss labor shortfalls resulting from random resignations and when employees retire. In a project environment, workforce demands are highly uncertain. There exists a shortage of literature on workforce planning in project environments. There is no guarantee in a project environment that clients will ask for other similar products or services once your project for them is completed. Simply stated, project environments usually have an ever‐changing demand for products and services. New clients may emerge that require a workforce with different skills. We must either retrain the existing workforce or terminate some of them and hire new recruits to be trained. The type of project also impacts workforce planning. Projects for external clients may be the result of competitive bidding with the goal of achieving a certain level of profitability. These projects are needed for strategic organizational growth. At the same time, there may be internal or operational projects that must be staffed for the business to continue. Continuous competition for resources between internal and external projects can occur. Project workforce teams of the future will have to accommodate the impact of digitalization. Technology enhancements and augmentation are here to stay, and the future project workforce has a wonderful opportunity to make technology a true ally. This has the potential of making the workplaces of the future more fun. Instead of the classic nervousness of project teams about the availability or accuracy of the data, or if the boos will like the report, we could shift the focus to other critical discussions and to building future skills, like creative thinking. In an era when topics like mental health have dominated discussions, it would be great that we design the right fitting workforce mix and that we turn possible project teams’ despair to strategic focus and clarity. The intent of this book is to focus upon workforce planning in a project environment where significant fluctuations can occur in demand, risks, and the business environment. The urgency surrounding this topic stems from the highly projectized future of work that continues to accelerate. This is also coupled with the valuable ongoing exploration around the impact of digitalization on the future jobs to be done and their implications on the future workforce.