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Polaris

Built aroundyour organisation.

Each Coworker is written with your HR team, tested by four juries on your own cases, and released with a version number you can roll back.

Book a working session How a Coworker is made

From your tenant to a signed release.

  1. Map

    Your tenant, end to end: every entity, field and path, including what is masked, gated or empty.

  2. Write

    The rules of the job, with the people who hold them: vocabulary, calendars, thresholds, exceptions.

  3. Build

    A Coworker around those rules, on your documents and your HR system, under each person's permissions.

  4. Test

    Four juries on your own cases: factual, safety, tone and legal.

  5. Release

    A version number, a reviewer you name, and a rollback in one step.

Every Coworker starts as one page.

Before anything is built, the mission is written down: what it is for, what it must not do, what it reads, what it produces, and what has to be true before your HR director signs it.

Mission sheet

Positions with a thin succession bench

Purpose
Find key positions whose succession bench is thin within two to three years.
In scope
Key positions, succession plans, readiness and bench depth, read from your HR system.
Out of scope
Any estimate of who might leave. Naming external successors. Any write to the HR system.
Reads
Succession plans, position data and org structure, under the asker's own permissions.
Produces
A ranked list of positions at risk, each with its triggering factors and source records.
Acceptance
Every flagged position carries its factors and records. No flag caused by a misread field. Results visible only to roles allowed to see succession data.
Signed by
Your HR director, before release.

Illustrative sheet. Scope, thresholds and acceptance criteria are written with your HR team.

Where your own Coworkers are made.

Each Coworker is built around your policies, site names, job codes and thresholds, and tested by four juries on your own cases before release.

  1. 01

    Factual jury

    Is every claim backed by the source it cites?

  2. 02

    Safety jury

    Does it decline the questions it should?

  3. 03

    Tone jury

    Would a good colleague write it this way?

  4. 04

    Legal jury

    Does it follow your policies and the rules your legal team sets?

  5. Release

    Production

    Released with a version number, and reversible in one step.

HR practice, written into every Coworker.

A Coworker answers from the practice of the job, not only from your data. Each rule is written with your HR team, signed, and kept with its reason.

Decades of turnover research first, then your own history. Levels, not percentages.

Starting point
Published research
Agreed with
HR director and works council
Checked with the question
“Who should get support first in Operations this quarter?”

Illustrative records. Yours are written in Atelier with your HR team.

See PeopleHub on one of your own workflows.

Forty-five minutes, and a clear account of what PeopleHub can and cannot do for it.

Book a working session