Team breakdown
Count a company's employees by department and seniority, or size the exact teams you define by job title.
Team breakdown
"How many senior engineers do they have?" and "How big is their sales team?" are the questions behind most account plans. We built two ways to answer them from a company's current employees:
| Depth chart | Department size | |
|---|---|---|
| Answers | Headcount by department × seniority, with average tenure | Headcount for teams you define by job title |
| Departments | Detected for you, or labels you choose (up to 30) | Up to 20, each defined by titles to include and exclude |
| Seniority | Junior, Mid-Level, Senior, Manager, Executive | Not considered |
| Speed | Background job: start, then poll | Immediate |
| Credits | 8 per report | 2 per company |
Use the depth chart for a full picture of how a company is built. Use department size when you already know which teams matter and how to define them.
Depth chart
Send a company and, optionally, the department labels you care about. When you leave the labels out, we detect departments from the company's job titles. An Other bucket is always added for employees who don't fit.
{
"apiKey": "sk_live_...",
"company": { "identifier": "domain", "value": "example.com" },
"functions": ["Engineering", "Sales", "Marketing", "Customer Success"]
}You get a reportId. Poll with it until status is completed (or
failed); polling is free. The finished report gives, for every
department × seniority cell, the number of employees and their average
tenure in months, plus totals for each department and each seniority level.
A report covers up to 10,000 employees.
Department size
Define each team by the titles that belong in it, and optionally titles to leave out:
{
"apiKey": "sk_live_...",
"company": { "identifier": "linkedinSlug", "value": "example" },
"departments": [
{
"name": "Sales",
"titles": {
"type": "manual",
"include": { "titles": ["account executive", "sales development", "sales manager"] },
"exclude": { "titles": ["sales engineer"] }
}
}
]
}Every current employee is counted, not a sample. For each department you get
its count and percentOfHeadcount, and the response includes the company's
total headcount.
- Each department is counted on its own, so a person who matches two definitions counts in both, and percentages don't have to add up to 100.
headcountis the company's overall headcount figure, so department counts won't always sum to it.- Up to 20 departments per request and 400 titles per include or exclude list.
Inputs
Both take the company as { "identifier", "value" }, where identifier is
linkedinUrl, linkedinSlug, linkedinOrgId, or domain. Department size
returns 404 for a company we can't resolve.
Operations
| Operation | What it does | Reference |
|---|---|---|
| Depth chart (start) | Start a department × seniority breakdown | startDepthChart |
| Depth chart (poll) | Check status and get the finished report | pollDepthChart |
| Department size | Count employees in the departments you define | getDepartmentSize |
Rate limits per minute: depth chart start 30, poll 120; department size 60. Set a 60-second client timeout for department size.
Using it effectively
- Start with the depth chart, then switch to department size. The depth chart shows how a company is organized; once you know the teams you care about, department size gives you a cheap, instant count you can re-run.
- Write titles the way people write them. Include common variants and abbreviations ("SDR", "sales development representative").
- Exclude the near misses. "Sales engineer" and "sales operations" often aren't the team you mean.
- Track changes instead of re-counting. Tracker can alert you when a department crosses a size you set.
Credits
Depth chart: 8 credits per report. Department size: 2 credits per company, however many departments you define. Polling is free. See Billing & credits.
Credit amounts are defaults — custom pricing is available for bulk use cases.
Related: Company insights · Talent flow