Organisation

One record. Every module reads from it.

Change a team once and the org chart, payroll grouping and access rights follow. There is no second place where the same person is described differently.

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Org chart

Move a team. The rest follows.

The org chart is not a drawing somebody keeps up to date on the side — it is the structure itself. Drag a person to a new manager and reporting lines, payroll grouping, approval routes and access rights move with them. People who work across teams get a dotted line rather than a second, contradictory record.

OrganisationEmployeesOrg chartJob profilesSkills
GAGert Abildskov
CEO & Co-founderManagement
EAElse Juul Abildskov
COO & Co-founderManagement
MAMichael AhlstrømYou
CPO & Co-founderDesign
IKIda Kristensen
Financial ControllerFinance
CJClara Jensen
People & Culture LeadHR
ENEmma Nielsen
Sales ManagerSales
FSFreja Sørensen
UX DesignerDesign
LBLucas Berg
Lead DeveloperIT
MBMaria Burton
RecruiterRecruiting
NPNoah Petersen
Account ExecutiveSales
DPDrew Parker
Sales RepresentativeSales
MNMads Andersen
Backend DeveloperIT
WHWilliam Holm
Implementation SpecialistSupport

Project Manager

SLSofie Lund
Support team leadSupport
  • Drag-and-drop reorganisation, with every move logged
  • Dotted-line reporting for project and matrix roles
  • Reporting lines, pay groups and approval routes follow the move
  • Filter and highlight by department, location or job family
  • Every employee record hangs off this one structure

Employee record

Everything about one person, in one place

The employee record carries far more than a name and a start date. Each person has their own overview, personal information, documents, salary, attendance, forms, feedback results, job profile, learning and an activity log — and every change is kept with a timestamp and an author.

  • Full change history on every field, not just the current value
  • Documents and contracts on the record itself, with signing
  • Salary and pay-band placement visible to the roles you allow
  • Attendance, feedback and learning read straight from the same record
  • Account status and access rights follow employment status
OrganisationEmployeesOrg chartJob profilesSkills
Total employees
327
across 6 departments
Active
300
92% of workforce
Open roles
12
4 in final stage
EmployeeStatusAttendance
SLSofie Lund #1ActiveClocked in
MSMikkel Sørensen #2ActiveClocked out
ENEmma Nielsen #3ActiveClocked in
FHFrederik Holm #4OnboardingStarts 1 Aug

Job profiles

Job families, tracks and levels — not a list of titles

Roles are described once as a family, a track and a level, each carrying the skills it needs and the weight of each skill. That structure is what the matching engine scores candidates and internal movers against, and what pay-gap reporting reads.

  • Families and profiles with required and preferred skills
  • Tracks and levels, so a career step is a defined thing
  • Pay bands attached to the level rather than the person
  • Skills library with 0–5 levels and aliases, so "JS" finds JavaScript
  • Pay transparency reporting built on the same structure
Job profilesOverviewGroupsPay transparency
Job families
14
across 6 departments
Profiles
63
with weighted skills
Skills
412
in the library
ProfileFamilyLevel
SMSales Manager SalesLevel 4126% of band
AEAccount Executive SalesLevel 3Within band
FDFrontend Developer ProductLevel 3Within band
HRHR Partner People & CultureLevel 4Below mid

Simulation

Try the change before you make it.

Simulation opens the org chart as a scratch copy. Lay someone off, drag a team under a different manager, add a planned hire or a whole new department, and the panel keeps a running price on it — what it saves in a year once on-costs are counted, what the notice periods cost you the once, and how long the saving takes to pay the severance back. It also tells you what breaks: the skills that would walk out of the company with the last person holding them, the job profiles nobody left would cover, and the roles already flagged as a single point of failure. None of it touches the live organisation.

Simulate organisational changePeopleDepartments
New hire New Department Reset Lean management Scenario impact
MAMichael Ahlstrøm
CPO & Co-founderDesign
LBLucas Berg
Lead DeveloperIT
MNMads Andersen
Backend DeveloperIT
Lay off
WHWilliam Holm
Implementation SpecialistSupport
  • Lay people off, add planned hires, create or merge departments, drag anyone under a new manager
  • Net saving a year including on-costs, the one-time severance each notice period actually costs, and the payback in months
  • Skills at risk — flagged when the last person holding one would leave, or when only one would be left
  • The job profiles nobody remaining would cover
  • Critical warnings on roles already marked a single point of failure
  • Scenarios saved under a name and switched between; the live organisation is never touched

What is in it

Organisation, in full

Employees

Master data, employment details and the full change history for every person.

Org chart

Drag-and-drop structure. Move a team and reporting lines, payroll groups and access follow.

Job profiles

Families, profiles, tracks and levels, each with the skills and pay band it carries.

Skills

A shared library with 0–5 levels and aliases, used by matching, learning and reviews.

Pay transparency

Groups and gap reporting read from job structure — no separate data-collection exercise.

Simulation

Model a reorganisation on a copy of the chart: cost, severance, payback and what it breaks.

See it on your own data.

A 30-minute walkthrough with someone who knows the module — and your org structure, not a demo tenant.

Book a demo See pricing