The product
Not an HR database with AI on top.
Orglume is a structured model of your organization that AI can understand. The structure provides the truth; the AI makes it understandable and actionable. That order matters, and it is why the product can answer questions nobody recorded the answer to.
The loop
People → Responsibility → Intelligence → Action.
Four stages, and the product's navigation follows the same order — so what you learn on this site is what you recognise after signing in.
People
One reliable record for everyone who works here — employee, contractor or advisor.
Responsibility
What the business depends on each of them to do, with an owner and a backup.
Intelligence
What is happening across the team, and what needs attention today.
Action
Onboard, assign, approve, review, transfer and offboard — with a record of who decided.
Nine areas
What the product covers.
Each opens into its own part of the record. Nothing here is a separate system — a role change in one adjusts access in another.
People
One clear record for everyone who works here — employee, contractor or advisor.
ExploreRoles & Responsibilities
What the business depends on each person to do, with an owner and a backup.
ExploreJoining & Leaving
A prepared first day, and nothing forgotten when somebody moves on.
ExploreTime & Leave
Who is available, who is away, and whether next week actually works.
ExplorePerformance
Clear expectations and better conversations, without the HR machinery.
ExploreSkills & Knowledge
What your company knows, and which parts of it only one person understands.
ExploreDocuments & Policies
Employment records that understand what they contain, and evidence people read them.
ExploreAccess & Authority
Who can reach which systems, and who is allowed to decide what.
ExploreAI
Ask about your team in normal language, and see where every answer came from.
ExploreIn detail
15 areas, 87 pages.
The full map, if you would rather read than be shown. Every one of these is a real surface in the product.
People
One reliable record for everyone who works here, whatever their contract says.
7 pagesTeams
Purpose, members, responsibilities, objectives and capacity — per team.
5 pagesOrg chart
Four views of the same organization: reporting, ownership, teams and places.
5 pagesRoles
The position, defined once — so people inherit it instead of improvising it.
5 pagesResponsibilities
The work the business depends on, as objects with owners rather than assumptions.
6 pagesOnboarding
A workspace per joiner, generated from the role rather than assembled from memory.
7 pagesTime & availability
Availability, approvals and optional time tracking — without a scheduling system.
5 pagesPerformance
Expectations, check-ins, feedback and reviews — in business language, not HR language.
6 pagesSkills
Skills, languages, certifications and knowledge areas — and where they run thin.
6 pagesDocuments
The paperwork, with the facts inside it extracted, confirmed and usable.
5 pagesAccess
An authoritative record of who can reach which systems, and at what level.
5 pagesAI
Questions in normal language, answered from the record, with the source shown.
7 pagesRecruiting
A pipeline that ends in a prepared first day rather than a fresh data-entry job.
6 pagesOffboarding
The full list of what has to move, produced from the record rather than from memory.
6 pagesTrust Centre
Security, employee privacy, AI permissions, audit and availability — stated plainly.
6 pagesAnd these
9 things that deserve their own page.
The responsibility map and the authority model in particular are what separate this from an HR database, and burying either inside something else would be a mistake.
One connected story
From the first day to the handover.
James joins
A start date creates an onboarding workspace from the Sales Executive template.
James gets a role
Responsibilities and access come with the position rather than being assembled by hand.
James starts work
What he owns and what he is working towards are visible to him and to his manager.
James develops skills
What he learns becomes discoverable, so the next German-speaking client has somewhere to go.
James changes role
The move proposes what the new role adds and what the old one should hand back.
James leaves
Work, knowledge and access are transferred before anything is revoked.
See it against your own team.
Bring your people in from the spreadsheet you already have, and the structure exists by the end of the afternoon. Questions to [email protected].
Set up from a spreadsheet · Nothing about the AI is metered · [email protected]