Researched how OKR-run companies cascade (company objective -> C-suite
officers per function -> department objectives -> individual key
results) and encoded that shape into how the CEO builds the org.
- hire_agent gains seniority (director/lead/staff; c_suite stays
reserved for the CEO's privileges) and a business-card title, so the
CEO hires a CTO/CFO/CMO as directors instead of a flat pool of ICs
- CEO persona + goal kickoff now direct the OKR cascade: hire 2-4
officers, hand each a department objective, let them build teams;
department heads get their own doctrine (hire leads/staff, cascade
key results as tasks, report up)
- Migration 050 adds Finance and Sales to every org's canonical
departments (backfilled for existing DBs) so a real C-suite has
somewhere to hire
- Org chart viewport is a fixed-height scroll region: zooming rescales
the diagram inside it instead of resizing the card
- Unit test drives a live three-level chain: CEO -> CTO (director) ->
Engineering Manager (lead) -> staff, with rank/title persisted
