chro-advisor — Skillopedia

CHRO Advisor People strategy and operational HR frameworks for business-aligned hiring, compensation, org design, and culture that scales. Keywords CHRO, chief people officer, CPO, HR, human resources, people strategy, hiring plan, headcount planning, talent acquisition, recruiting, compensation, salary bands, equity, org design, organizational design, career ladder, title framework, retention, performance management, culture, engagement, remote work, hybrid, spans of control, succession planning, attrition Quick Start Core Responsibilities 1. People Strategy & Headcount Planning Translate bu…

:>12}\")\n print(f\" {'-'*10} {'-'*10} {'-'*10} {'-'*14} {'-'*14} {'-'*12}\")\n for q, data in q_summary.items():\n print(f\" {q:\u003c10} {data['new_hires']:>10} {data['headcount_eop']:>10} \"\n f\"{fmt(data['total_annual_comp_added']):>14} \"\n f\"{fmt(data['total_first_year_cost']):>14} \"\n f\"{fmt(data['recruiter_fees']):>12}\")\n\n # By function\n print(f\"\\n[ HEADCOUNT BY FUNCTION ]\")\n print(sep)\n print(f\" {'Function':\u003c18} {'Hires':>7} {'Annual Comp':>14} {'1yr Cost':>14}\")\n print(f\" {'-'*18} {'-'*7} {'-'*14} {'-'*14}\")\n for fn, data in sorted(fn_summary.items(), key=lambda x: -x[1][\"count\"]):\n print(f\" {fn:\u003c18} {data['count']:>7} {fmt(data['total_comp']):>14} {fmt(data['total_first_year']):>14}\")\n\n # Hire detail\n print(f\"\\n[ HIRE DETAIL ]\")\n print(sep)\n print(f\" {'Role':\u003c30} {'Fn':\u003c14} {'Lvl':\u003c6} {'Q':\u003c8} {'Base':>10} {'Total Comp':>12} {'Priority':\u003c8}\")\n print(f\" {'-'*30} {'-'*14} {'-'*6} {'-'*8} {'-'*10} {'-'*12} {'-'*8}\")\n for h in sorted(plan.hires, key=lambda x: quarter_to_sortkey(x.quarter)):\n costs = compute_hire_costs(h)\n print(f\" {h.role:\u003c30} {h.function:\u003c14} {h.level:\u003c6} {h.quarter:\u003c8} \"\n f\"{fmt(h.base_salary):>10} {fmt(costs['total_comp']):>12} {h.priority:\u003c8}\")\n if h.business_case:\n bc = h.business_case[:60] + \"...\" if len(h.business_case) > 60 else h.business_case\n print(f\" {'':>30} ↳ {bc}\")\n\n # Risk assessment\n print(f\"\\n[ RISK ASSESSMENT ]\")\n print(sep)\n sev_order = {\"HIGH\": 0, \"MEDIUM\": 1, \"LOW\": 2, \"INFO\": 3}\n for risk in sorted(risks, key=lambda r: sev_order.get(r[\"severity\"], 99)):\n sev = risk[\"severity\"]\n marker = {\"HIGH\": \"⚠ HIGH\", \"MEDIUM\": \"◆ MED \", \"LOW\": \"◇ LOW \", \"INFO\": \"ℹ INFO\"}[sev]\n print(f\"\\n [{marker}] {risk['category']}\")\n # Wrap finding\n finding = risk[\"finding\"]\n words = finding.split()\n line = \" Finding: \"\n for w in words:\n if len(line) + len(w) + 1 > WIDTH - 2:\n print(line)\n line = \" \" + w + \" \"\n else:\n line += w + \" \"\n if line.strip():\n print(line)\n reco = risk[\"recommendation\"]\n words = reco.split()\n line = \" Action: \"\n for w in words:\n if len(line) + len(w) + 1 > WIDTH - 2:\n print(line)\n line = \" \" + w + \" \"\n else:\n line += w + \" \"\n if line.strip():\n print(line)\n\n print(f\"\\n{SEP}\\n\")\n\n\ndef export_csv(plan: HiringPlan) -> str:\n \"\"\"Return CSV of hire detail.\"\"\"\n output = io.StringIO()\n writer = csv.writer(output)\n writer.writerow([\"Role\", \"Function\", \"Level\", \"Quarter\", \"Priority\",\n \"Base Salary\", \"Bonus Target\", \"Equity Annual\", \"Benefits\",\n \"Total Comp\", \"Recruiter Fee\", \"Overhead\", \"First Year Total\",\n \"Ramp Months\", \"Open to Internal\", \"Business Case\"])\n for h in plan.hires:\n c = compute_hire_costs(h)\n writer.writerow([h.role, h.function, h.level, h.quarter, h.priority,\n h.base_salary, c[\"target_bonus\"], h.equity_annual_usd, h.benefits_annual,\n c[\"total_comp\"], c[\"recruiter_fee\"], c[\"overhead\"], c[\"first_year_total\"],\n h.ramp_months, h.open_to_internal, h.business_case])\n return output.getvalue()\n\n\n# ---------------------------------------------------------------------------\n# Sample data\n# ---------------------------------------------------------------------------\n\ndef build_sample_plan() -> HiringPlan:\n \"\"\"Sample Series A → B hiring plan.\"\"\"\n plan = HiringPlan(\n company=\"AcmeTech (Series A)\",\n plan_period=\"2025 Annual\",\n current_headcount=32,\n current_revenue=3_500_000,\n target_revenue=8_000_000,\n overhead_rate=0.25,\n internal_recruiter_cost=140_000,\n )\n\n plan.hires = [\n # Q1 — Foundation hires\n HireTarget(\n role=\"Staff Software Engineer (Backend)\",\n level=\"L4\", function=\"Engineering\", quarter=\"Q1-2025\",\n base_salary=185_000, bonus_pct=0.0, equity_annual_usd=25_000,\n benefits_annual=18_000, recruiter_fee_pct=0.0, ramp_months=2,\n priority=\"High\", open_to_internal=True,\n business_case=\"Core API team is bottleneck for 3 roadmap items. Staff-level needed to lead architecture.\"\n ),\n HireTarget(\n role=\"Account Executive (Mid-Market)\",\n level=\"L3\", function=\"Sales\", quarter=\"Q1-2025\",\n base_salary=95_000, bonus_pct=0.50, equity_annual_usd=10_000,\n benefits_annual=15_000, recruiter_fee_pct=0.18, ramp_months=4,\n priority=\"High\",\n business_case=\"Pipeline coverage at 1.8x quota. Need 2.5x by Q2. AE adds $600K ARR/year at ramp.\"\n ),\n HireTarget(\n role=\"Product Designer (Senior)\",\n level=\"L3\", function=\"Product\", quarter=\"Q1-2025\",\n base_salary=145_000, bonus_pct=0.0, equity_annual_usd=18_000,\n benefits_annual=18_000, recruiter_fee_pct=0.0, ramp_months=2,\n priority=\"High\",\n business_case=\"Single designer for 4 squads. UX debt slowing enterprise deals requiring onboarding improvements.\"\n ),\n\n # Q2 — Growth hires\n HireTarget(\n role=\"Engineering Manager (Frontend)\",\n level=\"M1\", function=\"Engineering\", quarter=\"Q2-2025\",\n base_salary=175_000, bonus_pct=0.10, equity_annual_usd=22_000,\n benefits_annual=18_000, recruiter_fee_pct=0.20, ramp_months=3,\n priority=\"High\",\n business_case=\"Frontend team at 7 ICs with no dedicated EM. Performance review debt is high; manager needed.\"\n ),\n HireTarget(\n role=\"Account Executive (Mid-Market)\",\n level=\"L2\", function=\"Sales\", quarter=\"Q2-2025\",\n base_salary=85_000, bonus_pct=0.50, equity_annual_usd=8_000,\n benefits_annual=15_000, recruiter_fee_pct=0.18, ramp_months=4,\n priority=\"High\",\n business_case=\"Second AE to reach 2.5x pipeline coverage target.\"\n ),\n HireTarget(\n role=\"Customer Success Manager\",\n level=\"L2\", function=\"Customer Success\", quarter=\"Q2-2025\",\n base_salary=90_000, bonus_pct=0.15, equity_annual_usd=8_000,\n benefits_annual=15_000, recruiter_fee_pct=0.0, ramp_months=2,\n priority=\"Medium\",\n business_case=\"CSM:account ratio at 1:60, industry standard 1:30. NRR has dipped 4pts in 2 quarters.\"\n ),\n HireTarget(\n role=\"Data Engineer\",\n level=\"L2\", function=\"Engineering\", quarter=\"Q2-2025\",\n base_salary=155_000, bonus_pct=0.0, equity_annual_usd=18_000,\n benefits_annual=18_000, recruiter_fee_pct=0.0, ramp_months=3,\n priority=\"Medium\",\n business_case=\"Analytics infrastructure blocking product analytics, customer dashboards, and board metrics.\"\n ),\n\n # Q3 — Scale hires\n HireTarget(\n role=\"Senior Software Engineer (Backend)\",\n level=\"L3\", function=\"Engineering\", quarter=\"Q3-2025\",\n base_salary=165_000, bonus_pct=0.0, equity_annual_usd=20_000,\n benefits_annual=18_000, recruiter_fee_pct=0.0, ramp_months=2,\n priority=\"High\",\n business_case=\"Backend team needs capacity to deliver Q3 roadmap without delaying Q4 items.\"\n ),\n HireTarget(\n role=\"Head of Marketing\",\n level=\"M3\", function=\"Marketing\", quarter=\"Q3-2025\",\n base_salary=180_000, bonus_pct=0.15, equity_annual_usd=30_000,\n benefits_annual=18_000, recruiter_fee_pct=0.20, ramp_months=3,\n priority=\"High\",\n business_case=\"No marketing function. 100% of pipeline is outbound. Need inbound by Q1-2026 for Series B.\"\n ),\n HireTarget(\n role=\"People Operations Manager\",\n level=\"M1\", function=\"G&A\", quarter=\"Q3-2025\",\n base_salary=120_000, bonus_pct=0.10, equity_annual_usd=12_000,\n benefits_annual=16_000, recruiter_fee_pct=0.0, ramp_months=2,\n priority=\"Medium\",\n business_case=\"Founders spending 8hrs/week on HR ops at 40 employees. Unscalable. First dedicated HR hire.\"\n ),\n\n # Q4 — Stretch hires (conditional on revenue milestone)\n HireTarget(\n role=\"Senior Software Engineer (Frontend)\",\n level=\"L3\", function=\"Engineering\", quarter=\"Q4-2025\",\n base_salary=160_000, bonus_pct=0.0, equity_annual_usd=18_000,\n benefits_annual=18_000, recruiter_fee_pct=0.0, ramp_months=2,\n priority=\"Medium\",\n business_case=\"Conditional on Q3 ARR exceeding $5.5M. Frontend team capacity planning for 2026 roadmap.\"\n ),\n HireTarget(\n role=\"Account Executive (Enterprise)\",\n level=\"L4\", function=\"Sales\", quarter=\"Q4-2025\",\n base_salary=120_000, bonus_pct=0.60, equity_annual_usd=15_000,\n benefits_annual=15_000, recruiter_fee_pct=0.20, ramp_months=6,\n priority=\"Low\",\n business_case=\"Enterprise motion exploratory. Requires ICP validation in Q2-Q3 before committing.\"\n ),\n HireTarget(\n role=\"DevOps / Platform Engineer\",\n level=\"L3\", function=\"Engineering\", quarter=\"Q4-2025\",\n base_salary=150_000, bonus_pct=0.0, equity_annual_usd=18_000,\n benefits_annual=18_000, recruiter_fee_pct=0.0, ramp_months=3,\n priority=\"Low\",\n business_case=\"Platform reliability becoming bottleneck. Conditional on uptime SLA breaches continuing in Q3.\"\n ),\n ]\n\n return plan\n\n\n# ---------------------------------------------------------------------------\n# CLI\n# ---------------------------------------------------------------------------\n\ndef load_plan_from_json(path: str) -> HiringPlan:\n with open(path) as f:\n data = json.load(f)\n hires = [HireTarget(**h) for h in data.pop(\"hires\", [])]\n plan = HiringPlan(**data)\n plan.hires = hires\n return plan\n\n\ndef main():\n parser = argparse.ArgumentParser(\n description=\"Hiring Plan Modeler — build headcount plans with cost projections\",\n formatter_class=argparse.RawDescriptionHelpFormatter,\n epilog=\"\"\"\nExamples:\n python hiring_plan_modeler.py # Run sample plan\n python hiring_plan_modeler.py --config plan.json # Load from JSON\n python hiring_plan_modeler.py --export-csv # Output CSV of hires\n python hiring_plan_modeler.py --export-json # Output plan as JSON template\n \"\"\"\n )\n parser.add_argument(\"--config\", help=\"Path to JSON plan file\")\n parser.add_argument(\"--export-csv\", action=\"store_true\", help=\"Export hire detail as CSV\")\n parser.add_argument(\"--export-json\", action=\"store_true\", help=\"Export sample plan as JSON template\")\n args = parser.parse_args()\n\n if args.config:\n plan = load_plan_from_json(args.config)\n else:\n plan = build_sample_plan()\n\n if args.export_json:\n data = asdict(plan)\n print(json.dumps(data, indent=2))\n return\n\n if args.export_csv:\n print(export_csv(plan))\n return\n\n print_report(plan)\n\n\nif __name__ == \"__main__\":\n main()\n","content_type":"text/x-python; charset=utf-8","language":"python","size":24646,"content_sha256":"79a1e7f2b5059a5c3af2d0b7b614b7d2d614673a48fda6ebb8e78533088b1d86"}],"content_json":{"type":"doc","content":[{"type":"heading","attrs":{"level":1},"content":[{"text":"CHRO Advisor","type":"text"}]},{"type":"paragraph","content":[{"text":"People strategy and operational HR frameworks for business-aligned hiring, compensation, org design, and culture that scales.","type":"text"}]},{"type":"heading","attrs":{"level":2},"content":[{"text":"Keywords","type":"text"}]},{"type":"paragraph","content":[{"text":"CHRO, chief people officer, CPO, HR, human resources, people strategy, hiring plan, headcount planning, talent acquisition, recruiting, compensation, salary bands, equity, org design, organizational design, career ladder, title framework, retention, performance management, culture, engagement, remote work, hybrid, spans of control, succession planning, attrition","type":"text"}]},{"type":"heading","attrs":{"level":2},"content":[{"text":"Quick Start","type":"text"}]},{"type":"code_block","attrs":{"wrap":false,"language":"bash"},"content":[{"text":"python scripts/hiring_plan_modeler.py # Build headcount plan with cost projections\npython scripts/comp_benchmarker.py # Benchmark salaries and model total comp","type":"text"}]},{"type":"heading","attrs":{"level":2},"content":[{"text":"Core Responsibilities","type":"text"}]},{"type":"heading","attrs":{"level":3},"content":[{"text":"1. People Strategy & Headcount Planning","type":"text"}]},{"type":"paragraph","content":[{"text":"Translate business goals → org requirements → headcount plan → budget impact. Every hire needs a business case: what revenue or risk does this role address? See ","type":"text"},{"text":"references/people_strategy.md","type":"text","marks":[{"type":"code_inline"}]},{"text":" for hiring at each growth stage.","type":"text"}]},{"type":"heading","attrs":{"level":3},"content":[{"text":"2. Compensation Design","type":"text"}]},{"type":"paragraph","content":[{"text":"Market-anchored salary bands + equity strategy + total comp modeling. See ","type":"text"},{"text":"references/comp_frameworks.md","type":"text","marks":[{"type":"code_inline"}]},{"text":" for band construction, equity dilution math, and raise/refresh processes.","type":"text"}]},{"type":"heading","attrs":{"level":3},"content":[{"text":"3. Org Design","type":"text"}]},{"type":"paragraph","content":[{"text":"Right structure for the stage. Spans of control, when to add management layers, title inflation prevention. See ","type":"text"},{"text":"references/org_design.md","type":"text","marks":[{"type":"code_inline"}]},{"text":" for founder→professional management transitions and reorg playbooks.","type":"text"}]},{"type":"heading","attrs":{"level":3},"content":[{"text":"4. Retention & Performance","type":"text"}]},{"type":"paragraph","content":[{"text":"Retention starts at hire. Structured onboarding → 30/60/90 plans → regular 1:1s → career pathing → proactive comp reviews. See ","type":"text"},{"text":"references/people_strategy.md","type":"text","marks":[{"type":"code_inline"}]},{"text":" for what actually moves the needle.","type":"text"}]},{"type":"paragraph","content":[{"text":"Performance Rating Distribution (calibrated):","type":"text","marks":[{"type":"strong"}]}]},{"type":"table","attrs":{"layout":null},"content":[{"type":"tr","content":[{"type":"th","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Rating","type":"text"}]}]},{"type":"th","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Expected %","type":"text"}]}]},{"type":"th","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Action","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"5 – Exceptional","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"5–10%","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Fast-track, equity refresh","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"4 – Exceeds","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"20–25%","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Merit increase, stretch role","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"3 – Meets","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"55–65%","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Market adjust, develop","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"2 – Needs improvement","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"8–12%","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"PIP, 60-day plan","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"1 – Underperforming","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"2–5%","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Exit or role change","type":"text"}]}]}]}]},{"type":"heading","attrs":{"level":3},"content":[{"text":"5. Culture & Engagement","type":"text"}]},{"type":"paragraph","content":[{"text":"Culture is behavior, not values on a wall. Measure eNPS quarterly. Act on results within 30 days or don't ask.","type":"text"}]},{"type":"heading","attrs":{"level":2},"content":[{"text":"Key Questions a CHRO Asks","type":"text"}]},{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"\"Which roles are blocking revenue if unfilled for 30+ days?\"","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"\"What's our regrettable attrition rate? Who left that we wish hadn't?\"","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"\"Are managers our retention asset or our attrition cause?\"","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"\"Can a new hire explain their career path in 12 months?\"","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"\"Where are we paying below P50? Who's a flight risk because of it?\"","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"\"What's the cost of this hire vs. the cost of not hiring?\"","type":"text"}]}]}]},{"type":"heading","attrs":{"level":2},"content":[{"text":"People Metrics","type":"text"}]},{"type":"table","attrs":{"layout":null},"content":[{"type":"tr","content":[{"type":"th","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Category","type":"text"}]}]},{"type":"th","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Metric","type":"text"}]}]},{"type":"th","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Target","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Talent","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Time to fill (IC roles)","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"\u003c 45 days","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Talent","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Offer acceptance rate","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"> 85%","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Talent","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"90-day voluntary turnover","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"\u003c 5%","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Retention","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Regrettable attrition (annual)","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"\u003c 10%","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Retention","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"eNPS score","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"> 30","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Performance","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Manager effectiveness score","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"> 3.8/5","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Comp","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"% employees within band","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"> 90%","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Comp","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Compa-ratio (avg)","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"0.95–1.05","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Org","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Span of control (ICs)","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"6–10","type":"text"}]}]}]},{"type":"tr","content":[{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Org","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"Span of control (managers)","type":"text"}]}]},{"type":"td","attrs":{"colspan":1,"rowspan":1,"colwidth":null,"alignment":""},"content":[{"type":"paragraph","content":[{"text":"4–7","type":"text"}]}]}]}]},{"type":"heading","attrs":{"level":2},"content":[{"text":"Red Flags","type":"text"}]},{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Attrition spikes and exit interviews all name the same manager","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Comp bands haven't been refreshed in 18+ months","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"No career ladder → top performers leave after 18 months","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Hiring without a written business case or job scorecard","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Performance reviews happen once a year with no mid-year check-in","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Equity refreshes only for executives, not high performers","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Time to fill > 90 days for critical roles","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"eNPS below 0 — something is 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Important: agents should read /llm.txt, /llms.txt, or /.well-known/skills.json to discover the public Skillopedia API.