Where the org is heavier than it should be
Spans, layers, and manager load, measured against your own team sizes. No consultant benchmark deck involved.
Org analytics
Most org charts are wrong by the time anyone opens them.
HR draws the chart once a quarter. In between, people get promoted, teams split, and managers quietly end up with direct reports nobody signed off on. ArxOrg keeps a live model of the structure so you're not planning off a slide from February.
Span of controlWe flag any manager carrying 12+ direct reports before it turns into an attrition problem.
LayersMost companies we look at have one or two more reporting layers than the leadership team thinks.
MovementEvery promotion, transfer, and exit, timestamped and tied back to the team it happened in.
Why we built this
The chart in the slide deck is never the one people actually work inside.
Ask five people on a team who they report to and you'll sometimes get three different answers — someone's still technically under a manager who left months ago, or the "dotted line" turns out to be the only line that matters day to day. A spreadsheet updated once a quarter can't keep up with that.
ArxOrg connects to your HRIS — or just takes a CSV, we're not precious about it — and rebuilds the structure from actual reporting relationships. Then it tracks what changes, so when finance asks why a team's headcount jumped, there's an answer that isn't "let me check and get back to you."
What actually happened after the reorg
Promotions, transfers, exits, and new hires, tied back to the team and manager each one touched.
A view leaders will actually open
Built to be opened live in the Monday ops review, then opened again the week after that.
"We found out our engineering org had two people with the same title reporting to two different VPs — nobody had noticed for eight months."Head of People Ops, mid-size SaaS company