A Little Bird
Who uses it
Talent intelligence and talent acquisition leaders, HR business partners planning a build-out, and retained executive search firms running a confidential search.
The decisions it informs
Where to recruit for a new team, and which competitor teams have the experience you need
How to size and level a new function against how competitors have built theirs
Compensation and title benchmarking when job titles mean different things at different companies
Succession and bench-strength planning for leadership roles
Search strategy for a hard-to-fill role, before a recruiter makes the first call
Why LinkedIn isn't enough
Profiles are self-reported, often out of date, and say nothing about reporting lines, team size or who actually holds budget. Titles are inflated or deliberately vague. A verified org chart shows who reports to whom, how large each team is, and which roles are open or recently vacated.
Questions we answer
How is a competitor's commercial or R&D organization structured, from the function head down to front-line managers?
How many people sit in each team, at which levels, and in which locations?
Which leaders have built the capability you are hiring for, and who reports to them?
Where has a competitor recently lost people or restructured, creating available talent?
USE CASES
Where talent is thin
Some roles are hard to fill because few people anywhere have done the work, and those people are hard to find from the outside. In these fields, a map of who holds the experience saves the most time before a search begins.
AI and machine learning
The people who train, scale and deploy large models are concentrated in a small number of labs and platform teams. Generic titles such as research scientist or software engineer hide who leads pretraining, inference, evaluation or safety work. We map which teams own which work, how large they are and who leads them, so your recruiters call the right people first.
Software engineering
Senior engineers in infrastructure, distributed systems and developer platforms are spread across hundreds of companies under titles that mean different things at each one. A staff engineer at one company leads a platform, and at another the same title is an individual contributor on a small team. We show team size, scope and reporting lines so you can tell who has built what you need.
Semiconductors
Process integration, lithography, advanced packaging and yield engineers cluster around a few fabs, and new fabs in the United States are competing for the same experienced people. We map competitor fab and design organizations by site, process technology and function, and show where teams are growing or being cut.
Cybersecurity
Detection engineering, incident response and product security talent is scarce, and many companies keep these teams deliberately low profile. Org maps show how security vendors and large enterprises structure their security functions and which leaders built the capabilities you are hiring for.
Cell and gene therapy manufacturing
Process development and manufacturing science staff for cell and gene therapies come from a small number of sponsors and contract manufacturers. When a program is cut or a site closes, experienced people become available quickly. We map those teams and track where companies are restructuring.
Batteries and energy storage
Automakers, cell manufacturers and grid storage companies all compete for the same cell chemistry, battery manufacturing and power electronics engineers. We map competitor engineering and plant organizations, including new plants and the experienced leaders they recruit to run them.