Peerdom

@peerdom show me all roles currently held by Sarah Chen, including their focus percentages and elected-until dates

Sarah Chen holds three roles: Engineering Lead (50% focus, elected until 2025-06-30), Security Champion (20% focus, elected until 2025-03-31), and Onboarding Mentor (30% focus, no election end date). All roles are active. This illustrative example reflects how Peerdom surfaces role assignments with their governance metadata—actual output includes role IDs, parent group paths, and custom field values if configured.

This read-heavy query demonstrates Peerdom's role-holder model, which tracks elected governance alongside operational focus. Requires read scope for peers and roles. Useful for understanding current organizational structure before making assignment changes or planning succession.

@peerdom assign Marcus to the Product Owner role at 60% focus, elected until end of Q2 2025, and create the role under the Platform team if it doesn't exist yet

Role 'Product Owner' created under Platform team (group ID: grp_8x4k). Marcus Williams assigned as role holder with 60% focus allocation and elected-until date of 2025-06-30. Assignment record created with ID: rh_9m2p. This illustrative example shows Peerdom's atomic role-and-assignment workflow—actual responses include full role metadata and parent group lineage.

This write example combines role creation with assignment in one prompt, showcasing Peerdom's governance-first design. Requires write scope for roles and role-holders. Side-effect: creates permanent organizational structure. The elected-until date enforces term limits, triggering re-election workflows when the date passes.

@peerdom analyze our current role distribution across all engineering groups and identify peers holding more than 100% total focus allocation

Across 4 engineering groups (Backend, Frontend, Platform, Infrastructure), 23 roles are currently filled by 18 unique peers. Three peers exceed 100% focus: Jordan Lee (140%: Tech Lead 60%, Architect 50%, Hiring Lead 30%), Alex Kumar (120%: Backend Lead 70%, API Owner 50%), and Sam Torres (110%: Frontend Lead 60%, Design System Owner 50%). This illustrative synthesis combines role-holder reads with AI reasoning to surface over-allocation risks.

This synthesis example pairs Peerdom's organizational data with the AI's analytical capabilities to surface governance issues invisible in single-record queries. Requires read scope across multiple groups. Useful for capacity planning and preventing burnout, but interpretation depends on whether focus percentages represent time commitment or priority weighting in your organization.

When Peerdom wins for rapid org-chart setup during hiring bursts

A 12-person startup hiring four engineers in one month needs to spin up role assignments, reporting lines, and custom fields (location, start date, equity tier) without waiting on IT. Peerdom's 19 tools let you script the entire onboarding flow: create peers, assign roles with percentage splits for dual-hat contributors, define custom fields for comp data, and nest groups under the engineering parent. The API-key auth means your ops lead runs it from a Switchy thread without provisioning logins for people who haven't started yet. This works until you hit 40-50 people—at that scale, you want a real HRIS with payroll hooks, not a flexible org-chart API. If your onboarding is three hires a quarter and you already use BambooHR, skip Peerdom. If you're doubling headcount in six weeks and need to move faster than Workday's change-request queue, this is the call.

Peerdom handles fluid role assignments when project staffing changes weekly

A 20-person consulting shop rotates people across client projects every sprint, with analysts holding two or three roles at fractional percentages (40% on Project A, 30% on Project B, 30% internal ops). Peerdom's assign-or-update-role-holder tool lets you script the weekly shuffle: update percentage splits, set elected-until dates for term-limited project leads, and reassign focus areas without touching a UI. The custom-field definitions track billable rates and client codes per role, so your finance pull matches the live org chart. This breaks down if role changes happen multiple times per day (a staffing agency placing temps hourly) or if you need approval workflows before assignments go live—Peerdom writes directly, no review step. For weekly or bi-weekly project planning at firms under 100 people, it's faster than maintaining a spreadsheet and more structured than Slack-based role announcements.

When deactivate-peer is the right tool for post-merger org reconciliation

A 30-person SaaS company just got acquired and needs to mark 8 departing employees as former without deleting their historical role data for the earnout audit. Peerdom's deactivate-peer tool soft-deletes the records—they vanish from active-peer queries but remain in the system when you explicitly include former peers, preserving the paper trail for the acquirer's due diligence. You can script the batch deactivation in one Switchy thread, then use delete-group to collapse the now-empty product-marketing group into the parent. The risk: if you accidentally run delete-custom-field-definition instead of just clearing values, you lose all stored data with no undo. This scenario works when you need a fast, auditable offboarding sweep and your HR system of record (Rippling, Gusto) is already handling benefits termination. If you're a 200-person company with compliance requirements around data retention policies, you want a tool with approval gates and restore functionality, not a direct-write API.