Where this company's people worked before.
The strip at the top of every company page takes everyone working there now and lays out their earlier jobs, end to end. Each block is a share of all that prior experience, colored by the industry of the employer. The top row is the whole company. Under it sit the five biggest departments. Click a department row and the whole page filters to it.
Industries is the plain read: twenty industries, one color each. Stripe's people come mostly from technology, then financial services and professional services.
Subsectors splits each industry into its parts, in shades of the industry's color, darkest for the biggest. These are our own definitions. Fintech sits apart from banks. Enterprise software sits apart from consumer internet. New-guard defense sits apart from the primes. Hover a piece and it lights up in every row and in the legend, so you can see which departments lean on it. Pieces under 0.6% fold into that industry's Other.
Pages open on Subsectors. Both views count the same people, so the blocks keep their widths when you flip.
Your turn. Switch between Industries and Subsectors. Hover Fintech. Click the Engineering row.
Do people want to work here?
Fitness looks at everyone a company hired in the last twelve months and asks where they came from. Every employer in the panel is ranked by how sought-after it is across the whole hiring network. Pull your hires from employers near the top and you score high.
Each bar runs to a percentile among all companies. Stripe sits at the 88th: its hires come from more sought-after employers than 88% of companies. Shades step up by fifths.
- Strong is the 75th percentile and up. OK is 40 to 75. Weak is under 40.
- Under 10 hires with a ranked previous employer, we call it too early.
- Leavers never count against a company. People leave for all kinds of reasons.
- Fitness is always all levels and the latest twelve months, rebuilt monthly. The level and date controls don't change it.
The score sets the company against every company in the panel. Fitness opens only when you click it.
Your turn. Click a department row to read its verdict, then click Subsectors and back.
Pick the window.
Every company page opens on five years. The range buttons cut it to the last 6 months, 1 year, 2 years or 5.
Want a specific stretch? Set the From and To months. Or drag across any trend chart and it zooms to the months you swept.
Every chart on the page follows the window. So do the CSVs.
Your turn. Click 1Y, then drag across the headcount chart.
Slice the company.
Tick any mix of departments and any mix of levels. Engineering alone. Sales and Support plus Operations. VPs and Directors across the whole company. Every chart repaints for the slice.
Levels run C-Team, VP, Director, Manager, Senior Staff, Staff. Clear a box to go back to everyone.
Small slices get handled honestly. Under 75 people we stop projecting the recent months and show what's recorded. Under 100, share charts tell you the slice is thin.
Your turn. Tick Engineering, then VP. Then swap VP for Director: Stripe has 14 engineering directors in the panel, too few to project.
The last three months are still filling in.
People post a new job weeks or months after they start. So the newest months always look light when you first see them. About a quarter of a month's moves are on record by the end of that month. Roughly 60% a month later. Close to 90% after two.
We gross those months up and say so. The shaded months are tagged Early read. The solid line is Projected, with its range shaded. The dotted line is So far, the raw count.
Your turn. Turn the dial. It shows how Stripe's October hires fill in as the months pass. Drag it, or use the arrow keys.
Never read a dip in the shaded months as a decline. Twelve-month figures on the page use the projected values.
Click any number to see who's in it.
Every bar, block, ribbon and headline number opens the people behind it. The drawer gives the exact count, matched to the chart, and the newest names first.
Free accounts see the newest 10 on every list. Paid plans include names each month: Basic 250, Pro 1,000, Max 5,000. Need a bigger pull? Ask us.
Your turn. Click a metro bar.
Take the data with you.
Two kinds of download, both from the slice you've set up.
- The numbers. Chart menu, Download CSV. You get the chart's series for your departments, levels and dates, with the raw count and the projection side by side.
- The people. Click into a slice, then Download options. The list lands in Your lists, where you can pull it again free and see who has moved since.
- The picture. Download PNG gives a clean image with the workforce.ai mark, ready for a deck.
- The call. Copy API call gives the exact request behind the chart. Scripts use a free personal key from the Developers page.
Your turn. Set a slice, open the ☰ menu on any chart and download the CSV or PNG.
Build the page you want.
Each chart's menu lets you switch chart type, go full or half width, move it up or down, or take it off the page.
More charts sits at the bottom. Anything you removed goes back there, along with the charts we don't show by default. Your layout sticks: open the next company and it looks the same.
Your turn. Remove a chart, then add it back from More charts. Add Turnover while you're there.
Send it to someone.
Two ways. The page address carries the company, departments and levels, so a copied link opens the same slice for whoever you send it to. Or download the PNG: a clean image with the workforce.ai mark and the slice spelled out under the title, ready for a deck, a post or an email.
Your turn. Pick a department, copy the link from the address bar, then download a PNG from any chart's ☰ menu.
Keep tabs on a company.
Track sends you every job change at a company, weekly or monthly. Each one arrives as a file you can filter: who joined, who left, the month, title, level and department. It lands in your locker and we email you the link.
Tracking is free and the file carries no names. Want the names, and where each person came from or went? Those come out of your plan's monthly names. Everything you track lives on the Following page.
Your turn. Click Track by the company name and pick weekly or monthly.
Ask about what you're looking at.
The box at the bottom of every page takes a plain question. "Where did the engineers who left go?" "How many VPs joined from Google?" The answer lands right under the charts, in the same conversation, with its own chart.
Write it the way you'd say it to an analyst. Long questions are fine.
Your turn. Type a question in the box on the practice page.
This guide runs on a Stripe snapshot from November 10, 2026. The live page is current.