The org chart that runs the business.
Versioned. Effective-dated. Reorgs propagate to RBAC, payroll cost-centers, approval chains and dashboards — automatically. The chart is the system, not a slide.
E. Mendes
CEO
D. Cruz
VP Eng
Span · 6R. Patel
VP Product
Span · 4A. López
VP GTM
Span · 5v3
Versioned
Apr 1
Effective
The org chart is the wrong artifact.
Three patterns repeat across every mid-market HR system. They're invisible until the next reorg breaks payroll, RBAC and approvals all at once.
The chart is a slide
Org chart lives in a deck. It's outdated the day it ships. Nobody knows who reports where after a reorg.
Reorgs break things
RBAC permissions linger. Approval chains route to old managers. Cost-centers don't follow the move.
Span is invisible
Some managers carry 12 reports. Others carry 2. Layers stack. No one notices until people leave.
Three levels. One source of truth.
Expand and collapse. Span shows on every manager. Vacancies surface as you scroll. The chart is the same record that pays them.
D. Cruz
VP Engineering
S. Kim
Mgr · Platform
- AL
A. López
Sr. Engineer
- JT
J. Tanaka
Engineer
- ??Vacant
Vacant
Engineer
M. Naidu
Mgr · Data
- BO
B. Owen
Data Engineer
- FR
F. Reyes
Data Scientist
G. Hughes
Mgr · QA
- RP
R. Patel
QA Lead
- TS
T. Smith
QA Engineer
Reorgs aren't events. They're versions.
Each reorg ships as a version with an effective date and a reason. Schedule it forward, replay it backward — the chart explains itself.
- v3Apr 1, 2026Live
GTM regional split
Sales coverage: Americas / EMEA / APAC · 62 FTE moved · 4 new manager nodes
- v2Jan 15, 2026Archived
Platform consolidation
Merged Infra + Tooling under Platform · 28 FTE reassigned · cost-center merged
- v4Jul 1, 2026Scheduled
AI working group
Cross-org program org reporting to CTO · 12 FTE seconded · matrixed ownership
- v1Apr 1, 2025Archived
Initial structure
Founding org · 184 FTE
BU × location. One cost-center each.
Every employee carries a BU and a location, and every cell carries a cost-center code that follows them through reorgs and payroll alike.
64
ENG-IN-100
38
ENG-US-100
18
ENG-EU-100
12
SAL-IN-200
28
SAL-US-200
16
SAL-EU-200
14
GTM-IN-300
22
GTM-US-300
8
GTM-EU-300
6
GA-IN-400
12
GA-US-400
4
GA-EU-400
Eleven reports? That's a flag.
Span and layers per manager — visible across the org. Watch flags managers who carry too many directs; Hot flags impossible spans before burnout shows up in attrition.
D. Cruz
VP Eng
4
3
S. Kim
Mgr · Platform
11
1
R. Patel
Mgr · Product
14
2
A. López
Mgr · GTM
6
1
One reorg. Six effects. Auto-propagated.
When the chart changes, RBAC, payroll, approvals, leave, attendance and dashboards change with it — automatically, with the old grants revoked and the new state audit-trailed.
RBAC
AutoBefore · Manager perms inherited from old node
After · Re-bound to new manager · old grants revoked
Payroll cost-center
AutoBefore · ENG-IN-100
After · GTM-IN-300 · effective Apr 1
Approval chain
AutoBefore · Routes to former skip-level
After · Routes to new manager · skip-level updated
Leave manager
AutoBefore · Old manager still approves
After · Auto-routed to new manager
Attendance shift
AutoBefore · Old shift policy
After · New BU's shift policy applied · day 1
Dashboard filter
AutoBefore · Counted in old BU
After · Counted in new BU · history preserved
Reorgs shouldn't compound the per-employee bill.
IT+HR platforms charge per employee for every node, every move and every device tied to the chart. People treats the org chart as the system of record on operator pricing — every reorg propagates without lighting up the meter.
Stop maintaining slides. Run the org as code.
Versioned chart, effective-dated reorgs, span-aware managers, auto-propagated changes — every structural lever in one platform, on operator pricing.
- Versioned
- Effective-dated
- Auto-propagated