recruiting-org-planning

name	recruiting-org-planning
description	Headcount planning, org design, and team structure optimization. Triggers on "org planning", "headcount plan", "team structure", "reorg", "who should we hire next"
metadata	{"openclaw":{"tags":["recruiting","planning","org-design"]}}

Org Planning

When the user asks about org planning, headcount, or team structure:

Step 1: Understand the request

Determine the planning type:

• Headcount plan: how many, what roles, by when, at what cost
• Org design: reporting lines, span of control, team structure
• Sequencing: which hires are most critical and in what order
• Reorg: restructuring existing teams

Step 2: Gather current state

Use capability_execute with capabilityId "ats.search_candidates" (if available):

• Open roles and current pipeline status
• Time-to-fill trends per role type

Use capability_execute with capabilityId "research.web_search":

• Industry benchmarks for team sizes and ratios
• Compensation ranges for planned roles
• Market availability for key roles

Step 3: Apply org health benchmarks

Metric	Healthy Range
Span of control	5-8 direct reports
Management layers	4-6 for 500 people
IC-to-manager ratio	6:1 to 10:1
Team size	5-9 members

Flag any current structure that falls outside these ranges.

Step 4: Build the plan

For headcount plans:

• Role, level, team, location, estimated comp, start quarter
• Total cost modeling (base + equity + benefits overhead)
• Sequencing rationale (which hires unlock the most value)

For org design:

• Text-based org chart (current and proposed)
• Changes to reporting lines with rationale
• Impact on spans of control and layers

Output Format

Org Planning: [Team/Department]

Current State

Metric	Value
Total headcount	count
Teams	count
Avg span of control	number
IC:Manager ratio	ratio
Open roles	count

Org Chart (text-based)

VP Engineering
├── Director, Platform (6 DRs)
│   ├── Team Lead, Infra (4 ICs)
│   └── Team Lead, Data (3 ICs)
├── Director, Product (5 DRs)
│   └── ...

Headcount Plan

Priority	Role	Level	Team	Target Start	Est. Cost
1	role	level	team	Q2	$XXXk

Sequencing Rationale

• Why this order (dependencies, urgency, unblock potential)

Cost Summary

Quarter	New Headcount	Incremental Cost
Q2	count	amount
Q3	count	amount

Structural Issues

• Any flags (span too wide, single points of failure, missing layers)

Recommendations

• Immediate actions
• Medium-term structural improvements