AI maps skills from GitHub, Jira & Slack — no forms needed.
Verifiable impact signals for fairer promotion reviews.
Managers search by real skills, not titles or familiarity.
Engineers explore teams, stacks & projects before applying.
Currently mapping expertise for
24,000+ engineers worldwide
Built On The Tools You Already Use Every Day
The bigger the org, the harder it is to know who knows what.
Engineers do critical work that never surfaces in reviews.
Managers default to external hiring because internal talent is unfindable.
Advancement depends on who speaks loudest, not who ships most.
Expertise lives in people's heads and walks out the door with them.
OrgGraph turns scattered work signals into a living map of who knows what — automatically.
OrgGraph integrates with GitHub, Jira, Slack, and Confluence to pull real work artifacts — commits, reviews, tickets, and discussions.
Our AI engine analyzes contribution patterns to build rich, evidence-based skill profiles — no self-reporting or manual forms required.
Managers search by real skills, engineers find matched teams, and promotion committees get verifiable contribution evidence.
No more manual resume updates. OrgGraph connects to GitHub, Jira, and Slack to map your true technical footprint across every repository.
AI-generated skill graphs from real work artifacts
Engineers review and confirm before going live
Editable transfer preferences and growth goals
Hiring managers find internal candidates using semantic search. "Find me someone with fraud detection experience" — and get ranked results instantly.
Natural language search across the org
Ranked results by expertise fit and transfer interest
One-click candidate profile summaries
Engineers discover projects and teams matched to their expertise, enabling career growth without leaving the company.
Auto-generated team pages with tech stacks
Filter by technology, domain, or project type
AI-recommended teams based on your profile
Individual Contributors
Engineers doing impactful work — system maintenance, mentoring, technical problem-solving — that rarely shows up in evaluations. They want a fairer path to promotion and easier internal mobility.
of engineers say contributions are invisible
Team & Org Leaders
Managers who search for talent by title or personal familiarity — missing strong internal candidates and defaulting to costly external hiring. They need to search by real skills.
faster internal candidate discovery
Leadership & Decision-Makers
Committees who want promotion decisions grounded in verifiable contribution evidence, not just manager narratives or likeability. They need objective, evidence-based profiles.
reduction in evaluation bias
“I have to personally pitch my work upward because my contributions are otherwise invisible to leadership.”
Software Engineer
Microsoft
“Internal infrastructure exists, but the discovery layer on top of it is broken — engineers have to build their own connections entirely.”
Senior Engineer (8+ yrs)
Amazon
“We have visibility gaps across our international teams — promotions end up depending on who has the loudest manager.”
VP of People
Jeeves
“SMBs are a strong entry point — smaller firms lack the resources or time to build internal tooling that makes expertise visible.”
Startup Founder
Customer Discovery
Joining 1,200+ teams in the private beta.