ZacharyZhang-NY
2bb2acd635
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