org-planning
The facts
Its description
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.
The description the agent reads to decide when to use it.
When it starts
A person thinking out loud about team size, reporting lines, hiring order, or a reorg would make the agent pick this skill, since the description names those situations as its triggers. It is a standalone planning skill with no other skill named in its body.
Things a person might say (the model's guesses)
- “We're at 40 people and I need a headcount plan for next year”
- “Should we reorganize engineering? Our managers each have 15 direct reports”
- “Who should we hire next — another IC or a team lead?”
A model's summary of when it is used.
Licence
Apache-2.0, from LICENSE
The terms its author shares it under, which let it be shown here.
The text
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.
Raw lines 26 to 28From anthropics/knowledge-work-plugins at 2574e29, 2026-10-27. Skills read by DeepSeek V4.1 Flash on 2026-11-04. Summary and techniques by Claude Opus 5.5 on 2026-11-06.