Build your first model

This guide builds a model of an organization as it stands today — the usual starting point, because almost everything else in Resorcerer is a comparison against it.

Set aside twenty minutes. You can stop after step 3 and still have something useful.

Before you start

Two things are worth having in place, though neither is required:

Your people, added or imported. You can build the whole structure with vacant positions and fill them later.
Your attributes — roles, levels, locations, and companies, under Configuration in the sidebar. These describe positions, and without at least roles the breakdown views have little to say.

1. Create the model

From Browse Models, choose Create Model and give it a name. Use something that will still make sense next to five others — Current Org — FY26 beats Model 1.

Add a summary if you want a line of context in the list, and labels if you’re going to accumulate models and will want to filter them.

You land in the model’s Units view, which is empty.

2. Build the unit hierarchy

Create your top-level units first — the divisions or departments that sit at the root — then nest teams beneath them.

Add unit creates a root unit. Name it, and optionally give it a unit type such as Department, which colours it in the visualizations.
With a unit selected, add a child unit to nest one level down.
Repeat until the tree matches your organization.

Don’t agonize over it. Units can be dragged to a new parent at any time, and the tree takes their contents with them. The only move Resorcerer refuses is dropping a unit inside its own descendant.

3. Add positions

Select a unit and add slots to it. A slot is one position — one line of headcount.

For each, set as much as you know:

Role and level — what the position is. These do most of the work later, both in the breakdowns and in costing.
Location and company — where it sits and who employs it. The company’s contractor flag is what separates employees from contingent workers in reporting.
Units — a position can belong to more than one, for genuinely shared roles.

Leave them vacant for now. A model made entirely of vacant positions is already useful: it’s your target structure and its cost.

4. Put people in them

Assign people to the positions that are filled today, either from the slot itself or by working through a unit’s people panel, which can show everyone, only those already placed in this model, or only those not yet placed — the last being the useful one when you’re checking nobody’s been missed.

Anything you leave vacant is a vacancy, and Resorcerer will report and cost it as one. That’s usually what you want.

5. Draw the reporting lines

Set reports to on each position to point at the position it reports to. Do the managers first and work down, and the Org Chart view will fill in as you go.

Reporting is between positions, not people, so a vacant Head of Platform can already have reports. Resorcerer won’t let you create a loop.

6. Give it costs

If you haven’t yet, add cost profiles under Configuration. Start broad — one per role — then add more specific profiles where level, location, or employer changes the price.

Go back to the model’s Summary. You now have headcount, fill rate, and total cost, split between filled and vacant, rolled up through the unit tree.

If the Summary reports unmatched positions, those are positions no profile covers. Click through, see which combinations are missing, and add profiles until the count is zero. Until it is, your total is understated.

7. Protect it

Once the model reflects reality, mark it protected in its settings. Direct edits are now blocked, and the only way it changes is through a reviewed merge.

That’s what makes it safe to treat as the reference copy — and it’s the starting point for planning, since every proposal begins as a copy of it.

Analyse a model — what the model can now tell you.
Compare and merge — planning a change against it.
Planning over time — putting the model on a calendar.