Organo
An offer closes on Friday
Acceptance creates the record, payroll profile and onboarding checklist automatically, and the role flips from vacancy to confirmed starter on the live chart.
The workforce
Distributed, senior-heavy, and reorganising as it grows.
A technology workforce is engineers, product and design in squads that reshape quarterly, sales and customer success carrying targets, and people spread across countries because talent was hired where it lived. Growth arrives in bursts after funding, managers are often first-time managers, and the company knows everything about its systems and surprisingly little about its own structure.
Where it breaks
The problems that live in this world.
Not generic HR pains: the specific ways this environment grinds people teams down, one honest description at a time.
The org chart lives in a slide.
It was exported to a deck for the last board meeting. Two reorgs and a dozen hires later it is fiction, and new joiners learn the real structure by asking around.
Hiring outruns onboarding.
Offers close faster than laptops get ordered. The new engineer’s first week is spent waiting for access, and the manager hears the start date from the new hire.
People in five countries, policies from one.
Leave entitlements, public holidays and statutory rules differ in every country you hired in, but the policy doc was written for headquarters. Every exception is handled by hand, differently each time.
Goals are set in January and found in December.
OKRs get written, pasted into a doc, and rediscovered at review time, by which point the goals that needed help have quietly been failing for months.
Day to day
Three operational realities, handled.
Attendance, pay and compliance are where this world gets judged. Here is how each one runs on a connected record.
01
Presence across time zones.
Leave, presence and working status sit on the live chart and the shared calendar, with public holidays per country on their own layer. Nobody schedules a launch on a holiday they did not know existed.
02
Compensation on one record.
Pay lives on the same record as role and grade, so a raise or promotion updates everything at once. Each run is validated and two people must sign off before anything pays out.
03
Visas and right to work, watched.
Right to work, visas and work permits are tracked per country with a warning well before the date, so a relocation or a sponsored hire never turns into a surprise deadline.
The modules that fit
Take what fits, leave the rest.
HarmoniHRM is modular. These are the pieces that earn their keep in this world, each reading and writing the same connected record.
Organo→
A live org chart that survives reorgs, with time travel to any past date and structural risk flagged early.
Recruit→
An accepted offer becomes the employee record, payroll profile and onboarding checklist with no import.
Perform→
Goals tracked weekly with at-risk alerts, and a two-question pulse that catches disengagement early.
Employee lifecycle→
Probation tracked with reviews surfaced before they are due, and promotions and transfers updating role, reporting line and pay in one change.
Connect→
Channels that mirror your real squads and update themselves when the structure changes.
Company Calendar→
Leave, holidays per country and world clocks on one permission-aware calendar with ICS feeds.
A working day, connected
How the day actually runs.
Follow one realistic cycle through HarmoniHRM, step by step, from the first event of the day to the numbers that close it.
01
An offer closes on Friday
Acceptance creates the record, payroll profile and onboarding checklist automatically, and the role flips from vacancy to confirmed starter on the live chart.
02
Day one is already set up
The onboarding journey fans tasks to HR, IT and the manager, and the new engineer’s channels exist because the structure does.
03
Goals get a weekly heartbeat
Progress gets a weekly check, so a goal that starts slipping is flagged months ahead of review season instead of surfacing inside it.
04
A reorg lands without archaeology
A transfer or promotion is one edit covering role, reporting line and pay band together, and Organo reflects the new shape the moment it is real.
05
Leave respects the map
Requests are counted against each country’s public holidays automatically, and approvers see who else on the squad is already off before saying yes.
06
The board sees the real organisation
The chart exports for the board pack, and time travel shows the structure then versus now, from data rather than memory.
Who lives this
The people inside this playbook.
Recruit
Day one is already set up
The onboarding journey fans tasks to HR, IT and the manager, and the new engineer’s channels exist because the structure does.
Perform
Goals get a weekly heartbeat
Progress gets a weekly check, so a goal that starts slipping is flagged months ahead of review season instead of surfacing inside it.
Employee lifecycle
A reorg lands without archaeology
A transfer or promotion is one edit covering role, reporting line and pay band together, and Organo reflects the new shape the moment it is real.
Asked before buying
The questions that come up every time.
We are remote across several countries. Does that actually work?
Yes. Each person’s record carries their country, so leave balances exclude the right public holidays, the calendar shows each country’s holidays on its own layer, and each country’s statutory treatment follows where the work is done. UK payroll runs in full and GCC payroll is supported.
How fast is onboarding after an offer?
Once the offer is accepted, the employee record, payroll profile and onboarding tasks all exist, with nothing retyped from the ATS, because hiring and the employee record are the same system.
Can we buy only what we need now and add later?
Yes. HarmoniHRM is modular: start with Employee Management and add Recruit, Perform, Learn or Connect when the team is ready. Organo is included with any module, and pricing is per person per module on the pricing page.
Is there an AI layer?
HARMONI AI is an optional add-on, off by default and enabled per workspace, with access granted module by module. Every module is complete and fully valuable without it.
Run it on your own organisation.
Modular pricing, no long contracts. Start with the modules this world actually needs and add the rest when you are ready.