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Competitive Org Chart Research

Org Charts Are a Talent Treasure Map

Online org chart research is one of Intellerati’s most powerful offerings. Target company org chart research is a talent treasure map. As a result, org charts make executive search ridiculously easy. Org Charts are visual depictions of executive-level reporting relationships. Visualizing a competitor organization sheds inestimable competitive insights.

Org Chart Research Shows Virtually Every Executive

Online org chart research shows you virtually every candidate at a target company. They reveal precisely where the talent is. Online org charts make the visual discovery of competitor organizations possible. You can see all the talent that lies within each organization. As a result, org chart research of target companies enables you to skip sourcing and go straight to recruiting. You can cherry-pick precisely the candidates you want to pursue. The clickable, navigatable depictions of target company executive talent make for faster hires. They enable executive talent acquisition teams to stop searching and start hiring the executive talent they need.

Org Chart Research Wows Senior Leadership

Making the org chart research available online and clickable allows company leaders to navigate a competitor’s org chart hierarchy. Clicking on an executive profile brings the profile photo, biography, contact information, and other pertinent details into view. Senior executives cannot get enough of them. Chief People Officers and Heads of in-house executive search teams tell us repeatedly how impressed and intrigued senior management is. Consequently, Online org charts reflect positively on HR and Executive Recruiting leaders. Seen in a new light as more strategic leaders, they gain power and influence within their organizations.

What is the Definition of an Org Chart?

By definition, an organizational chart is a graphical depiction of who reports to whom, all the way up to the Chief Executive Officer. At one glance, an org chart shows you the company’s structure — the divisions, departments, and/or product teams. It shows you talent distribution geographically. It also tells you where the company makes things, where it sells things, where it is pulling up stakes, and where it is setting down roots.

In Org Chart Research, What are N-1, N-2, and N-3?

Often, the levels of a company’s organizational structure are denoted as N-1, N-2, N-3, and so on. N refers to the top executive, frequently the Chief Executive Officer, and the number denotes how many direct reports the role is from the CEO. An executive who is a direct report of the CEO is an N-1. That executive’s direct reports are then N-2, two degrees away from the CEO. An N series is simply an expression of hierarchies. In org charts, this is the hierarchy of the company.

What Problem Does Org Chart Research Solve?

1.3 Billion LinkedIn Profiles

Sure, you can find a massive of candidate profiles on LinkedIn. Some 1.3 billion to be exact. But what is an executive recruiter or sourcer supposed to do with all those people? Even more candidate information is scattered across the Internet and hidden away in the Deep Web in places Google cannot access.

Inaccurate LinkedIn Filters

LinkedIn filters are crude. In fact, you often can repeat the same LinkedIn searches with the same search terms and get different results. It’s like nailing Jell-O to the wall. LinkedIn even hides the names of LinkedIn Members who are not your 1st-degree connections, even though they have public profiles. In other words, you can discover their LinkedIn profiles by logging out of LinkedIn and searching Google. You often cannot discover them as a paying member of LinkedIn conducting a LinkedIn search.

Unreliable Passive Candidate Data

LinkedIn profiles are unreliable. The information is not clean, verified, or structured so that you can easily find what you need. And that’s not going to change. Because, at the end of the day, what started as a business social network will forever remain a social network. The candidate profile information is controlled by LinkedIn members. And so, it cannot be standardized and structured to make recruiting more effective. Recruiting was tacked on as an afterthought as a way to monetize the social network.

Countless Hours Wasted on LinkedIn

As a result, recruiters and sourcers are spending way too much time on LinkedIn for too little in return. They waste countless hours searching for the perfect hire and, in the end, still have no idea whether they’ve found the best person for the job.

LinkedIn’s Missing Target Company Intelligence

Making matters worse, LinkedIn does not give you any sense of where a LinkedIn member is seated at their current company. So for a potential candidate, you don’t really have a sense of the actual level or scope of their responsibility. You cannot see what other potential candidates there might be on the same team or elsewhere in the organization.

LinkedIn’s Missing Org Chart Intelligence

If the person is too junior, LinkedIn doesn’t show you who the boss is. If the person is too senior, you cannot easily pull up that executive’s direct reports. That kind of navigation up and down the org chart is essential for executive search success but LinkedIn and solutions like it offer none of that. Therein lies the opportunity.

Summary

Org Charts Require Investigative Expertise

Org Chart Research requires investigative expertise. Piecing together an org chart from seemingly unrelated bits of information is not easy. Drawing inferences based on title hierarchies and other clues can challenge even the most seasoned candidate source. Additionally, once a researcher determines who reports to whom, the work still isn’t done.

Many companies are highly matrixed, making mincemeat out of reporting structures. Other companies are incredibly flat with shape-shifting development teams that switch projects every few months. Companies continually morph. Researchers must structure the org chart in such a way that makes the most sense to the client. Intellerati excels at this research. We are obsessed with this kind of detective work. In many ways, it is our calling.

Org Charts Are a Talent Treasure Map

Org charts are simple yet powerful things. They give you a line of sight into an organization, whether it is a direct competitor, a company in an adjacent industry, or another kind of organization entirely. Put another way, org charts serve as a kind of treasure map, only the treasures you discover are precious competitive insights that few others have. You make game-changing, market-making hires you never thought possible.

Let the treasure hunt begin.

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