| 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
