org-planning
Headcount planning, org design, and team structure optimization. Trigger with "org planning", "headcount plan", "team structure", "reorg", "who should we hire next", or when the user is thinking about team size, reporting structure, or organizational design.
Best use case
org-planning is best used when you need a repeatable AI agent workflow instead of a one-off prompt.
Headcount planning, org design, and team structure optimization. Trigger with "org planning", "headcount plan", "team structure", "reorg", "who should we hire next", or when the user is thinking about team size, reporting structure, or organizational design.
Teams using org-planning should expect a more consistent output, faster repeated execution, less prompt rewriting.
When to use this skill
- You want a reusable workflow that can be run more than once with consistent structure.
When not to use this skill
- You only need a quick one-off answer and do not need a reusable workflow.
- You cannot install or maintain the underlying files, dependencies, or repository context.
Installation
Claude Code / Cursor / Codex
Manual Installation
- Download SKILL.md from GitHub
- Place it in
.claude/skills/org-planning/SKILL.mdinside your project - Restart your AI agent — it will auto-discover the skill
How org-planning Compares
| Feature / Agent | org-planning | Standard Approach |
|---|---|---|
| Platform Support | Not specified | Limited / Varies |
| Context Awareness | High | Baseline |
| Installation Complexity | Unknown | N/A |
Frequently Asked Questions
What does this skill do?
Headcount planning, org design, and team structure optimization. Trigger with "org planning", "headcount plan", "team structure", "reorg", "who should we hire next", or when the user is thinking about team size, reporting structure, or organizational design.
Where can I find the source code?
You can find the source code on GitHub using the link provided at the top of the page.
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SKILL.md Source
# Org Planning Help plan organizational structure, headcount, and team design. ## Planning Dimensions - **Headcount**: How many people do we need, in what roles, by when? - **Structure**: Reporting lines, span of control, team boundaries - **Sequencing**: Which hires are most critical? What's the right order? - **Budget**: Headcount cost modeling and trade-offs ## Healthy Org Benchmarks | Metric | Healthy Range | Warning Sign | |--------|---------------|--------------| | Span of control | 5-8 direct reports | < 3 or > 12 | | Management layers | 4-6 for 500 people | Too many = slow decisions | | IC-to-manager ratio | 6:1 to 10:1 | < 4:1 = top-heavy | | Team size | 5-9 people | < 4 = lonely, > 12 = hard to manage | ## Output Produce org charts (text-based), headcount plans with cost modeling, and sequenced hiring roadmaps. Flag structural issues like single points of failure or excessive management overhead.
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