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Explore a sample company
Aurora Robotics is a fictional 40-person hardware start-up. Everything below is the real product running on sample data — drag the chart, search it, open anyone's details. Your own company works exactly the same way.
Headcount and cost by department
Span of control
13 managers, averaging 3.0 direct reports. Narrow spans (1–3) often mean a redundant layer; wide ones (11+) an overloaded manager.
Worth a look
- 6 managers have two or fewer reports — narrow spans are where flattening a layer is usually possible.
Org chart
- Data
- Engineering
- Executive
- Finance
- Marketing
- Operations
- People
- Sales
The same company, five ways
Sunburst, treemap, layers, managers against individual contributors, and cost bands — the Insights tab every signed-in company gets, running on the sample data. Click a manager in the sunburst to zoom in on their team; switch any chart to its table.
Who reports to whom
Every ring is one layer of management, every wedge a person sized by headcount. Click a manager to zoom in on their team.
- Data
- Engineering
- Finance
- Marketing
- Operations
- People
- Sales
Each ring is one layer of management below Maria Chen; a wedge's width is that person's share of headcount (their whole team, themselves included). Click a manager to zoom in, the centre to zoom back out.
Where the people and the money sit
Each department is a block and each person a tile, sized by headcount — the big tiles are where the headcount is.
- Data
- Engineering
- Executive
- Finance
- Marketing
- Operations
- People
- Sales
Layers
How many people sit at each layer of management, and how wide the spans are there.
Managers and individual contributors
Who manages and who does the work, department by department.
Annual cost bands
How many people fall in each cost band — the shape of the payroll, not just its total.
Beyond the chart
A signed-in company adds what a sample can't show statically: scenario modeling with a visual diff against the live org, a job architecture with vacancy tracking, workforce plans with net-hires-needed, skills and succession planning, and live HRIS sync. The product page spells out exactly what's live today; the glossary explains the concepts.