Your team, organised in one place

Everything about a person, in one record

Contract, role, documents, onboarding and history live in one employee record — not scattered across a drive, a spreadsheet and someone's memory.

Time and cost, not guesswork

Logged hours, leave balances, benefits and salary roll into what each person actually costs — a real figure, straight from the records you already keep.

Leave that runs itself

Employees see a request's working-day cost, balance before and after, and any overlap before sending it; approvers are resolved from the org chart; managers can record an absence directly. Balances show the calculation behind them, from the full-time limit to days used.

Performance you can see

Tasks, targets, reviews and feedback tied to the person, not a separate spreadsheet you update once a year and forget.

Cost against value, per person

See what someone costs beside the value they deliver — utilization, margin and monthly contribution as a number you read, not assemble.

Connected to the rest of the business

HR sits on the same platform as projects, time and finance, so a person's work, hours and cost line up automatically — no exports, no re-keying.

• A leave request's impact, before it is sentPick a type and dates and the request shows the working days it costs, with weekends, public holidays and the person's own schedule taken out, the balance now and after, what is left by year end, and any overlap with an absence already booked. It names the approver and says when a document is required; taking leave ahead of accrual is possible only where your organisation allows it.Read the guide
• Leave balances that explain themselvesEveryone sees what is available now and what they will have by year end, and the annual leave tab shows how the figure was reached: the full-time limit, the contract's FTE share, days accrued so far, carry-over, lapsed and used days. A part-time entitlement is prorated once, by Flowtly, from the contract.Read the guide

Document management

• Sign documents nativelySend any PDF, PNG or JPEG for e-signature, not only a contract from its record. Each signer confirms a one-time code sent by email, with no Flowtly account needed, and you get a sealed PDF with an audit certificate. No DocuSign tab.Read the guide
• Every signature request in one listThe Signatures page shows every request, whether it started from an uploaded file or a contract, as sent, partially signed, completed, declined or expired, with each signer's progress. For an NDA: upload the PDF, place a signature field for each party, send, see who has signed, then download the sealed document and its evidence. Sending needs a Contracts or Budgets manager role.Read the guide

• Recruitment: candidates, CVs and hiring stagesOpen a recruitment for each role with its requirements, owners and salary range, and keep every candidate's CV, notes and skills on one profile. Drag candidates across the recruitment's stages: applied, best selected or rejected. Needs the Candidates Manager role.Read the guide
• A job-offer page anyone can apply throughOpen a recruitment and share its job-offer page. Anyone with the link can apply and attach a CV — no Flowtly account needed. Each application lands on the recruitment with its CV, notes and skills on one profile, and you move candidates across the stages: applied, best selected or rejected. Flowtly does not score or rank them.Read the guide
• Interview times as a booking link you sharePropose interview times on a candidate's profile and Flowtly turns them into a booking link, which it emails to the candidate; the recruiter can copy it too. The candidate opens it and picks one of the times without creating an account, and you choose how long the link stays valid — from one hour up to 30 days. Proposing times needs an HR manager role; holding the link lets the candidate read those times and book one, and nothing else in your workspace. Once a time is booked, Flowtly emails a confirmation to both sides. Booking an interview is not hiring — the employee record is created separately.Read the guide
• Company policies with dated versionsAdministrators publish each policy as dated versions that cannot be edited or deleted; a correction is published as a new version. A rule that changes next month can be published now with that start date: today's wording stays in force until then, and choosing an earlier date in the history shows the wording that applied on that day. Every employee can read every policy.Read the guide
• Goals that ladder up (OKR & KPI)Set objectives at company, department and individual level and track weighted Key Results. Link an objective to a review cycle and its Key Result outcomes flow into each person's performance review, so goals and reviews tell the same story.Read the guide
• Reviews and feedbackRun structured performance reviews and 360 feedback in one place, tied to each person profile and their growth over time.Read the guide
• Clear responsibilities and role profilesMap duties to positions, group them into standardized role profiles, and see accountability across teams — so scope is explicit and you can plan hiring and restructuring with confidence.Read the guide

• Availability that accounts for leave and part-timeThe People view measures everyone against their own contracted week and work schedule. Approved leave comes out of capacity, so someone on holiday or on a part-time contract never looks free when they are not.Read the guide
• Bench and draft bookingsThe bench lists who still has room in the period, most free first. Drag someone onto a role to sketch a draft booking. Drafts never count as coverage until a Resourcing Approver confirms them, so you can compare staffing options safely.Read the guide