TeamYour staff, from hiring to handoverMay kasama ka, and you like who you are with.Software for the people you work with. It hires with both sides choosing, and it hands decisions over one stage at a time, so your staff can decide without you and you can see what they decided.
Most hires here come through a referral and a feeling. The feeling is fine. The trouble is that nobody wrote down what the job was, so six months in, nobody can say whether the hire worked.
The role card lists the tasks, the stage a new hire should reach by month three, and what regular status at six months requires. Your values are written down, five or six of them, the things the company is proudest of. Everyone gets the same questions, and each person on the panel writes their reasons before seeing anyone else’s, because two people agreeing tells you nothing until you hear why. The candidate gets a question too: would you fit here? You choose them and they choose you. The system never scores or ranks a person. It holds the record so the people in the room can decide.
The screens are the ones an HR system already has: the 201 file, the daily time record, schedules, leave credits, payroll with the SSS, PhilHealth, and Pag-IBIG deductions, payslips, hiring. Nobody has to learn a second system. Ana clocks in from her phone and the time record fills itself. The shift list is hers and Pia’s to swap within the rules you set, and you see it when they do. Leave is asked for and approved on the same screen, and the credits update. Payroll reads the hours and the leave from there, so nothing is typed twice. Attendance is a record for them, so a dispute about hours is settled by looking, and it never becomes a camera on them. At the end of the shift the person on duty writes the note: what happened, and what they need for tomorrow.
Surgeons train the people under them this way. The resident watches, then recommends, then operates with the senior at their shoulder, then with the senior down the hall, then alone. Which stage a person is at depends on how much a mistake costs and how many times they have done it right. The system keeps that stage for each person and each task. Ana is far enough along to confirm a payment herself, and you see it on your phone. Ben is a stage lower on discounts, so his recommendation waits for you, and a run of approvals moves him up. You approve each move.
Google set out to prove that managers do not matter and found the opposite: whether people stayed depended on their manager more than on pay or title. So the system asks your team one question a month, whether they would say so if they made a mistake, and keeps the answers month by month. When something goes wrong it is written the same way every time, what happened and what changes, with no name in the headline. The regularization review at six months reads two things, the stage the person reached and their own answer to whether they want to stay. Whoever learns something new teaches it to the next person, booked on the calendar, so the skill stays in the business when they resign.
We sit with you and list everyone on the roster, every decision that came to you last week, and how long each one waited. Then we mark the ones someone else could have made, and the people you would hire again. The system is built around that list.
The mapping session is ₱45,000 and comes off the build price if you build with us. The map comes first. Once it is done, you see a working demo within a few days, and the rest is built with you from there.