Skip to content
Resorcerer Docs

Getting started

Resorcerer is an organizational resource planning tool. You describe your organization as a model — a structure of units and the positions inside them — and Resorcerer tells you what that structure costs, where the gaps are, and how it differs from the last version you planned. Models are cheap to copy, so you can try a restructure as a draft and merge it into the real thing once you’re happy.

This page takes you from signing in to a model you can plan against.

Sign in and create your workspace

Section titled “Sign in and create your workspace”

Open the hosted app at app.resorcerer.ai and sign up.

Everything in Resorcerer belongs to an organization — your workspace. Your people, your roles and locations, your cost profiles, and every model you build are scoped to it, and so is the plan you’re on. If you’re the first person from your company, you’ll be asked to name an organization as you sign up; if you’ve been invited to one that already exists, you’ll land in it directly. Once you belong to more than one, the switcher at the bottom of the sidebar moves you between them.

Look around the example organization

Section titled “Look around the example organization”

A brand-new workspace isn’t empty. Resorcerer builds you a small example organization — one model, a populated org chart, and the roles, levels, locations, companies and labels underneath it — so there’s something real to click through before you commit to anything. The main company in it is named after your organization; the others are there to show how contractors sit alongside employees.

Open it from Browse Models and use it to get your bearings. Everything below describes the same views you’ll use on your own data:

  • Summary — headcount, fill rate, and total cost, with cost rolled up through the unit tree.
  • Units — the hierarchy itself, as an editable tree.
  • Org Chart and Diagram — the reporting structure, and the units-and-positions layout.
  • Slots — every position as a filterable, sortable table.
  • Counts and Costs — pivot tables that break the model down by role, level, location, company, or unit.
  • Problems — anything that looks wrong: a person in two positions at once, a circular reporting line, a position with no cost.

The example organization is yours to keep, edit, or delete. Nothing depends on it.

Set up the things models are built from

Section titled “Set up the things models are built from”

Models are assembled out of pieces that live at the organization level, in the Configuration section of the sidebar. Set these up once and every model you build can draw on them:
People Everyone you might place in a position. Add them by hand or import a CSV.
Roles, Levels, Locations, Companies The attributes that describe a person or a position — job function, seniority, site, and employer. See People and attributes.
Cost Profiles What a position costs, matched by its attributes. See Cost profiles.
Labels Free-form tags for organizing models — draft, approved, FY26.

You don’t need all of it up front. A model works with nothing but units and empty positions; attributes and costs make it answer more questions.

Build your first model

Section titled “Build your first model”
  1. Go to Browse Models and choose Create Model.
  2. Give it a name — something like Current Org for a model of how things are today.
  3. In the Units view, build the hierarchy: create a root unit such as Engineering, then nest teams beneath it. Units can be dragged to a new parent.
  4. Select a unit and add slots to it. A slot is one position — one line of headcount — described by its role, level, location and company. It exists whether or not anyone is in it.
  5. Assign people to slots. A slot with nobody in it is vacant, which is the point: vacancies are how you plan hiring, and they still cost money in the summary.
  6. Set reports to on your slots to give the model a reporting line, which is what the Org Chart draws.

See Build your first model for a longer walkthrough, and Units and slots for the model underneath it.

Plan a change

Section titled “Plan a change”

The reason models are separate objects rather than one editable org chart is that you can have several at once and compare them.

The usual pattern: mark your real structure protected so nobody edits it by accident, copy it into a draft — with or without the people in it — and make your changes there. Compare shows you exactly what differs, down to individual attributes and the cost delta. Merge brings the changes back, one at a time, with the option to reject the ones you don’t want.

See Compare and merge.

Where to go next

Section titled “Where to go next”