Plan organizational headcount and team structure with hiring roadmaps and cost models.
npx skills add https://github.com/mmahalwy/cooper --skill org-planning-mmahalwy
Please help me install this Agent Skill. Skill: org-planning Source: https://github.com/mmahalwy/cooper/tree/main/.agents/skills/org-planning Command: npx skills add https://github.com/mmahalwy/cooper --skill org-planning-mmahalwy
Helps teams and leaders design healthy organizational structures, determine how many people to hire, prioritize hires over time, and model headcount costs so that teams can scale without creating bottlenecks or excessive management overhead.
Create a prioritized 12-month headcount plan and text-based org chart for a 25-person SaaS startup, focused on engineering and product hires within a $2M annual headcount budget.
High-intent search queries and answers about installing and using this skill.
To create a headcount plan and org chart for a scaling startup, define team boundaries, reporting lines, and role-by-role hiring priorities based on business milestones. This aligns roles and capacity while flagging structural risks like single points of failure.
The best way to sequence engineering hires under a budget constraint is to build a prioritized hiring roadmap paired with a simple headcount cost model. This evaluates trade-offs and ensures the sequencing stays within your specified annual budget.
You model headcount costs and evaluate span-of-control trade-offs by mapping team structures against capacity needs. This identifies excessive management layers and single points of failure, enabling balanced reporting lines for faster decision speed.
Yes, you can use this for reorganization scenarios in a product organization. It applies to restructuring environments by recommending new team boundaries, reporting lines, and spans of control to remove bottlenecks and improve decision speed.
You need to flag structural risks like single points of failure in team structure when your organization develops excessive management layers or bottlenecks. Evaluating spans of control and reporting lines during scaling or reorganization prevents these capacity issues.
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