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What's waiting on you, with approve and decline in place, plus birthdays, anniversaries, kudos, announcements and who is out today.
People, skills and staffing
One record of who works at your agency, what each person can do and how they grow. It ranks who fits a service you sell and runs the HR basics, such as time off, onboarding and reviews, on the same roster.
- Who uses it
- Operations, HR and resourcing leads, the managers who staff client accounts and every person at the agency who keeps their own profile.
- What it replaces
- A generic HR directory with job titles, a wiki nobody keeps current and a spreadsheet of who speaks what.
How a team uses it
- 1Set up your structureAn admin defines departments, offices or agencies in a group, job levels and the competency frameworks reviews use.
- 2Everyone gets a profileEach person keeps their own skills, languages, industries, clients and history current, and colleagues endorse skills.
- 3Find the right peopleSearch the directory in plain English, browse the org chart and skills matrix or run a match for a service.
- 4Run day-to-day HRTime off, approvals, onboarding, goals and one-to-ones sit on the same roster.
- 5Review and listenRun review cycles on your frameworks and engagement surveys whose results are only shown in aggregate.
- 6Report on the teamHeadcount, tenure, skills and engagement trends, with small groups hidden, exported for the board.
Your own profile
Each person sees their own space first.
Profile
Skills with levels and endorsements, clients and brands, track record, awards and portfolio links. Each person edits their own skills; only an admin edits someone else's.
Career and growth
Your ladder on the competency framework, your manager's ratings and your own, the trend across cycles and a development plan built from your skill gaps.
Goals and one-to-ones
Objectives and key results per cycle for yourself or your reports, with notes from one-to-one meetings kept beside them.
Pay history
Pay history and bands that are only ever added to, never overwritten. Each person sees their own; admins decide who else may, and every change is recorded.
Messages
Direct messages with colleagues, with threads, reactions, files, read receipts and who is online.
Finding people
Talent directory
Ask in plain English, such as senior designers who worked on a client and are free next month. With , cards show hours on that client and how free each person is.
Org chart
Drawn from who manages whom today, coloured by department, level or location, with team sizes, open roles and dotted lines. Download it as a PDF or read it as a list on a phone.
Skills matrix
People against competencies: the manager's rating first, the person's own rating beside it, and gaps below what their level expects.
Service matching
Define a service with the skills and levels it needs, and the match ranks everyone by a fixed formula on level and experience, explaining why each person fits.
HR basics
Time off and holidays
Policies, balances, requests and approvals, holidays per country and a team calendar. With , approved leave comes off each person's capacity.
Onboarding
Build an onboarding checklist once, assign it to every new hire and give them a buddy.
Reviews
Review cycles from templates, peer nominations and calibration, with an optional AI-drafted review from the manager's own ratings, notes and goals, plus a PDF.
Documents and library
HR documents and shared files in folders, branded templates and guides, internal open roles, policies and a role library to browse and adopt.
Culture and reporting
Recognition and announcements
Kudos tied to your agency's values, announcements, events and groups.
Engagement surveys
Draft a survey from one sentence, edit it before it goes out and read results, heatmaps and action plans that are only ever shown in aggregate.
People analytics
Headcount, tenure, levels, skills by department and the engagement trend, with any group under five people hidden, exported as a PDF board pack or CSV.
What your client sees
Nothing. This product is for your team only.
AI and people
Where AI helps
- Drafting a review from the manager's ratings, notes and goals
- Drafting survey questions from one sentence
- Summarising the analytics on screen without inventing figures
What people decide
Managers finish every review and admins approve every survey; who fits a service is a fixed formula on skills and experience, never an AI judgement.
Connects with
Approved time off reduces capacity, skills rank who is proposed for a role and hours and free time show in the directory.
The roster shows software seats held by people who left and the tools a new joiner's department needs.
A client's page lists the people at your agency who know that client, with their title, skills and years on the account.
Mail from colleagues is labelled as internal in each person's morning brief.
- Hub
Approvals and reviews waiting on you appear in the suite's one list of what needs your attention.
Questions teams ask
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