People & org chart
A sketched org chart and reporting lines show exactly where a candidate would land, who they would report to, and how deep the team around them is. The single most useful thing to know before a pitch.
Company research for recruiters: map the org chart, read the headcount curve and do quick employer due diligence — so when you sell a candidate on a company, you actually know the place.
A recruiter's credibility lives or dies on one question from a candidate: "so what's it actually like there?" If the answer is a careers-page paraphrase, the candidate hears it. Real company research for recruiters means knowing how the team is shaped, whether the company is growing or quietly shrinking, who the new hire would sit next to, and whether there are any flags a sharp candidate would find on their own and hold against you for not mentioning.
A dossier does that employer due diligence in one pass. It sketches the org so you can see the reporting lines, reads the hiring radar to show whether headcount is climbing or stalling, surfaces funding and news that tell you if the company is on the way up, and flags the layoffs, suits or reputation notes worth knowing before you put your name behind the pitch.
Recruiters live in four of the nine sections. These tell you whether a place is worth a candidate.
A sketched org chart and reporting lines show exactly where a candidate would land, who they would report to, and how deep the team around them is. The single most useful thing to know before a pitch.
The hiring radar is your headcount read: a wave of open roles means a team scaling up; a hiring freeze tells a different story. It also shows what else they are recruiting for, so you can spot competing offers.
Funding and revenue signals answer the candidate question you can never quite dodge — is this place stable, and is it on the way up. A recent raise is a strong story to sell with.
Risk flags surface layoffs, lawsuits and reputation notes before a candidate Googles them. Knowing about a recent round of cuts changes how you pitch — and protects your relationship.
Run it on the hiring company, and run it on the competitors you are poaching from.
Pull the dossier on the company you are recruiting for — or the one a candidate is asking you about.
Trace the org sketch to the team and level the role sits in. Now you can describe the actual reporting line.
Scan risk and news for layoffs, suits or churn. Better you raise it than the candidate finds it.
Sell with specifics — the team is scaling, the raise was recent, the leader is credible — instead of brochure language.
It works the other direction too. Building a sourcing map of a market? Run a file on each competitor to read their org and hiring radar — that's where the candidates are, and which teams are growing tells you who might be ready to move. For executive search, the leadership and news sections give you the relationship context to approach a passive candidate intelligently.
It is assembled from public signals (company sites, job posts, public profiles, news), so think of the org sketch as a well-informed approximation, not an HR export. Every section is sourced so you can verify a reporting line before you describe it to a candidate.
Yes — that is one of the best uses. A file per competitor gives you their team shape and hiring radar, which is effectively a sourcing map of where the talent is and which teams are growing or contracting.
No. It only uses public information and the company is not involved or notified. It gathers what any candidate could find for themselves — just faster and in one place.
pull the employer file in one search.