Nothing to paste? — a fictional startup’s 30-plus-person roster with real problems planted in it. Or , rendered from a saved result with no run and no charge.
Paste the roster, pick a lens
CSV, TSV or markdown, with whatever column names your HRIS exports. The org-stats scan runs in your browser as you type — free, no sign-in, nothing sent anywhere — and tallies the pure arithmetic: headcount by team and level, trailing-12-month departures, spans of control, tenure mix, data errors.
Reported from your data — and only yours
The report weighs what the arithmetic cannot: where attrition is clustering and whether it is accelerating, which spans and layers look fragile, what the tenure mix means for the next two quarters. It never invents a benchmark and never infers demographics — if the data cannot answer, that lands under Methodology and gaps.
Check the verdict, ship it, then come back next quarter
A verdict binds it together: any named risk rules out “Steady”, and the recommendations arrive sequenced and tied to the findings they fix — including the data hygiene your roster needs. Take the key metrics as a pasteable table and the scan as a CSV. Every report is kept in your account, so the next time you paste a roster the page shows you what moved — headcount, attrition rate, which teams grew or shrank — computed here, with no second run and no second charge.
| Tally | The arithmetic | Why it matters |
|---|---|---|
| headcount | rows with no end date, by team, level, location | The baseline every other number divides by — get this wrong and everything downstream is wrong. |
| TTM departures | end dates within 12 months of the as-of date | Where attrition clusters — a team losing several people in a year is a signal, not noise. |
| span of control | active direct reports per manager | Spans above 8 mean thin management; a layer of one means an org chart drawn for a person, not the work. |
| tenure mix | days from start date to the as-of date | A cliff of brand-new joiners or a hollow middle both change what the org can absorb next quarter. |
| data flags | missing dates, end before start, unknown managers, duplicate ids | The report excludes what it cannot trust — these rows land under Methodology and gaps. |
Derived from the people-report skill’s framework — headcount, attrition and org health from the data you already have. Benchmark comparisons need benchmark data; paste yours into Context if you have some.