About Pingboard

Our mission is to revolutionize people planning. As companies scale, it becomes increasingly difficult to manage hiring plans across the organization, design career paths, and adopt new agile organizational models. We are creating software that reimagines how these things get done.

Taking a queue from Elon Musk, here is our 3-part master plan to revolutionize people planning...

Part 1 of our plan modernizes the org chart. Inside most companies, vital information about who does what and who reports to who isn't available when it's needed. Maintaining the org chart is a time-consuming task that begins with exporting data from an HR system and ends with manually creating the org chart using PowerPoint or Visio. These static files are shared over email or posted to the intranet and quickly become out of sync with reality, making it difficult to trust for business critical tasks.

That's why we created Pingboard, the first real-time org chart.

Part 2 incorporates cross-functional teams. Companies that rely solely on a vertical chain of command are at risk of getting outpaced by more agile competitors. Cross-functional teams bring employees closer to customers and products. They form and re-form on the fly as priorities evolve. Vital information flows freely across teams and decisions are made in real-time by people on the front-line.

Pingboard's cross-functional org charts introduce a second dimension for mapping expertise across projects or customer accounts, helping companies operate as a flexible network of teams, rather than a top-down hierarchy.

Part 3 expands both the hierarchical and cross-functional org chart into a collaborative people planning tool. Most companies do their hiring planning, reorgs, and succession planning with whiteboards and spreadsheets. We’ve come up with a better way.

Pingboard’s people planning adds a third dimension to the org chart—time. Leaders will be able to fork the live org chart, modify, and share it. Roles and career paths can be discussed in context, aided by data-driven insights from across the Pingboard network. Future plans are approved and merged, then open positions can be shared with the whole company so everyone is involved in the recruiting process. Employees can scroll ahead and see what the company will look like in 6 months, and new hires can scroll back to the beginning and see how the company took shape.

So, in short, the master plan is:
Modernize the org chart,
Add cross-functional org charts,
Revolutionize people planning.