Based on 40% headcount growth: need for 2 additional Engineering Managers, a VP of Data Science (new function), and 3 Senior AEs.
Performance →
← Low PotentialHigh Potential →
✦ AI Analysis
Stars (top-right): 6 employees — above avg for Series B. Core performers: 14 strong; several promotion-ready in 6–12 months. Watch list: 3 flagged — recommend PIP or role re-evaluation within 30 days.
Critical Role Coverage
Skills Gap Heatmap
✦ AI
AI-Recommended Actions
✦ AI
🎯
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📋
Draft VP Engineering job requirement
No internal successor. AI-generated requirement ready for review.
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Growth Potential Rankings
✦ AI-Powered
#
Employee
Dept
Growth Score
Next Role
Timeline
📋 Career Ladders by Department
AI-Generated
👥 Employees at Each Level
Select a role on the left to see who holds it and who's next.
Span & Layer Analysis
Benchmarked against McKinsey, Deloitte & Bain recommendations for sub-1000 employee companies
✦ AI Benchmarked
Span of Control — Per Manager
vs. role-level benchmarks
Org Layer Diagram
Benchmark Comparison Table
Level
Benchmark
Your Avg
Status
⚑ Flags & Recommendations
Growth Planning
Project your hiring needs, surface succession gaps, and generate a prioritized hiring plan
✦ AI Powered
📈 Set Your Growth Targets
By Headcount
By ARR
Auto-detected from employee profiles
$
Projects headcount via ARR/employee ratio
Where you want to be at end of period
ARR per employee assumption:
Department Allocation of New Hires
Adjust sliders to distribute new hires across departments.
Total allocated
32✓ Matches net new hires
📋 Prioritized Hiring Plan
✦ AI Ranked
#
Role
Dept
Fill Via
Urgency
Est. Salary
⚠️ Succession Gaps Created by Growth
⧉ Projected Span of Control After Growth
How manager workloads change as you scale
💵 Headcount Cost Breakdown
By Department
Run the growth plan to see cost projections.
✦ AI Growth Analysis
✦ AI Generated
⊡ Model Org Chart — Benchmark by Headcount
Industry Benchmark
This shows a title-only, benchmark org chart for a B2B SaaS company at different headcount stages. Use the slider to see how the org structure should evolve as you grow — then compare with your actual org chart.
25100200350500
✦ Compare with your org: Your actual org has employees.
Use the Org Chart tab to compare your structure with this benchmark.
💰 Company Paybands
📊 Market Benchmark Comparison
✦ External Data
How your pay compares to market at P25 / P50 / P75 / P90. Source: Radford, Levels.fyi, Carta 2025 benchmarks for Series B SaaS.
Search for an employee to see their detailed compensation positioning.
1Upload
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4Done
📥 Upload CSV
📂
Drag & drop your CSV here
or click to browse
Browse Files
📋 Where to export from your HRIS
Every HRIS can export a CSV:
RipplingPeople → Employees → Export
BambooHRReports → New Report → Employee Export
WorkdayWorkforce → Workers → Export
GustoPeople → Team Members → Export
HiBobPeople → Export People Data
📄 Download template CSV
first_name
last_name
title
department
start_date
performance_score
potential_score
engagement_score
skills
next_role
Sarah
Kim
CS Manager
Operations
2021-03-15
72
78
55
Onboarding; Churn
Head of CS
💡 Column names don't need to match exactly — you'll map them in step 2.
🗂 Map Your Columns
Auto-matched where possible — review and adjust
Your Column
Scion Field
👀 Preview
⚠️ Issues
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Welcome to Scion AI Advisor. I have full context on your employees, org structure, span & layer data, and succession gaps. Try:
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