One people record that admins, finance, and the other 400 people in the company are all willing to open.
Keep private details private, field by field.
Save it, schedule it, send it to finance.
Get new hires useful in their first week.
Same steps, same result, every single time.
Pay people the way your books expect.
Field-level permissions, effective dating, and custom attributes, so the record stays accurate on the day it changes — not three weeks later.
See how it works| Name | Fields | Members |
|---|---|---|
| Manager of managers | 45 | EVMDTR+20 |
| People managers | 50 | PLSMJK+55 |
| All employees | 15 | RNEVMD+304 |
| Self | 65 |
Connect the hiring plan to the ledger it lands in, so approvals stop living in three spreadsheets and one long email chain.
NG
Ledger takes the fiddly half of my week off my plate. The things I used to do by hand are just handled.
| Fields | Current | Requested |
|---|---|---|
| Department | Marketing | Marketing |
| Pay effective date | 1 Jan | 30 Sep |
| Base pay | £62,400 | £71,150 |
| Job level | Mid-level (L3) | Senior (L4) |
Booking leave, checking a payslip, finding who signs off on what — the boring requests answer themselves.
KW
It pulled our records out of six tools and one very brave spreadsheet. Everyone can find their own answers now.
Headcount, pay, tenure, and attrition in one view, so you can spot the pattern while it is still a pattern.
AX
I get the same numbers finance gets. That sounds small. It has changed every conversation we have about headcount.
Ledger holds one record per person and keeps it current, which usually retires a shared spreadsheet, a folder of signed PDFs, and the two tools nobody could log into. HR, finance, and managers read the same row.
Workflows handle the repeated steps — offer to onboarding, promotion to payroll, leaver to final pay — with the same approvals every time.
Everyone gets their own record, their own documents, and a request form that explains itself. Most people never need training.
Reports run off the live record rather than an export, so pay, tenure, and attrition figures match whatever finance is looking at.
Checklists per role, document signing, equipment requests, and a first-fortnight plan the manager can edit before day one.
Ledger writes to the payroll systems most mid-sized companies run, and exports a clean file for the ones it does not.
Field-level permissions, an audit trail on every change, and regional data hosting for teams that need it.
A named implementation lead for the first ninety days, migration of your existing records, and a written handover when you go live.
Make both of them work with Brackenhouse.