Every person. Every HR process. One system.
The company’s structure, its people, the leave, the documents, the equipment, the accrual policies and the approvals — in one HR space.
People OS defines who works at the company. The rest of Sintora works with that context.
Good morning, Laura
13 active employees
Awaiting approval
2
1 sitting longer than 3 days
Absent today
2
15% of the team
Documents
10
2 overdue · 4 not collected
Equipment
2
not returned by leavers
Waiting on me
Needs your decision
Absent today
Anna Weber
Sick leave · until 31 Jul
Emma Novak
Paid leave · until 7 Aug
Document
Marc Dubois 24 d overdue
Anna Weber expires in 16 d
Emma Novak not uploaded
Demo data
What needs attention is visible at once
HR should not have to open seven sections to see the state of the company. The home screen gathers the approvals, the absences, the documents and the exceptions into one queue.
One employee, one canonical record
A person’s data is not duplicated across spreadsheets, documents and processes. It is stored once and used by every HR function.
Sofia Rossi
Senior Frontend Developer
Department Engineering
Manager Marc Dubois
Location Remote
Employment Full-time
Legal entity ACME Ukraine
5
Documents
3
Equipment
18
Leave balance
Engineering 28
Policy
The whole company in one directory
From a small team to several legal entities and countries — HR sees the current shape of the organisation without a separate spreadsheet.
| Name | Role | Department | Location | Manager |
|---|---|---|---|---|
| S Sofia Rossi | Senior Frontend Developer | Engineering | Remote | Marc |
| M Marc Dubois | Engineering Manager | Engineering | Hybrid | — |
| E Emma Novak | Recruiter | People | Hybrid | Laura |
| L Laura Bennett | Head of People | People | Office | — |
| A Anna Weber | QA Engineer | Engineering | Remote | Marc |
An org chart that works, rather than just looks like one
Sintora does not just draw the chart. It checks the management structure, finds the people with no manager or no approval chain — and then uses the hierarchy in the actual processes.
The hierarchy is not a picture for a slide. It is what the leave approval route is built on.
No approval chain
1
a request has nowhere to go
No manager
6
function heads
Widest span
5
direct reports
Departments
6
all have a head
Laura Bennett
Head of People
Emma Novak
Recruiter
Marc Dubois
Engineering Manager
Sofia Rossi
Senior Frontend Developer
Anna Weber
QA Engineer
Demo data
Who will be at work next week, at a glance
HR and managers see the absences in the context of teams and dates rather than as a list of separate requests. Plan the releases, the deadlines and the load knowing who is actually around.
Demo data
An approval goes to the right person
The route is built on the real org structure. If somebody has no manager, or the chain is incomplete, HR sees the problem before the request gets stuck.
⚠ No approval chain
The system reports this as a structural problem, not as a stuck request.
Policy engine
HR policies work as rules of the system
Named rules you assign to a legal entity, a department or one person. Sintora works out which policy applies on its own.
| Policy | Type | Assigned to | People | Accrual | Status |
|---|---|---|---|---|---|
| Standard 24 | Paid leave | Entity “ACME Ukraine” | 11 | 24 d/yr · monthly | Active |
| Engineering 28 | Paid leave | Department “Engineering” | 6 | 28 d/yr · monthly | Active |
| Polska 20/26 | Paid leave | Entity “ACME Poland” | — | 20 d/yr · up front | Draft |
| Sick leave 10 | Sick leave | All entities | 13 | 10 d/yr · up front | Active |
Assignment levels
The most specific level wins. A policy applies whole — fields from different levels never mix, or nobody can explain where the number came from.
Flexibility has a price. Here is what we deliberately do not make configurable.
Every configurable thing is a place where a system can start lying. So part of the model stays rigid, and we say why.
Request statuses and the transitions between them
the code branches on them in dozens of places
The kinds of day movement and their sign
this is the arithmetic of the balance
The list of HR permissions
an invented permission protects nothing
The unit of account within one type
otherwise a company-wide total is impossible
One system. Several entities, countries and sets of rules.
Holidays belong to a legal entity, not to the whole company: with several entities each gets its own calendar, its own accrual rules and its own currency.
ACME Ukraine
Calendar Ukraine · 11 days
Leave 24 d/yr
People 11
ACME Poland
Calendar Poland · 13 days
Leave 20 / 26 d by tenure
People 2
Periods when the holidays do not apply
A legal period during which the usual calendar rules do not apply is defined by its dates. So a request from last year still recalculates correctly after the period has ended.
It is a property of the jurisdiction, not of the company.
Every day in a balance can be accounted for
The accrual comes from a policy rather than a number somebody typed in. Every line of day movement points at the policy it came from.
Paid leave
Accrued +2.0
Used −1.0
Carried over +4.0
Manual adjustment +1.0
under the “Engineering 28” policy
Documents that flag the problem themselves
Not a file store but a system of requirements: HR defines which documents each category of person needs, and sees what is missing and what is about to expire.
Overdue
2
already out of date
Expiring within 45 days
4
ask for them in advance
Not collected
6
required documents
| Employee | Document | What is wrong | Valid until |
|---|---|---|---|
| Marc Dubois Engineering Manager | Medical certificate | 24 d overdue | 5 Jul 2026 |
| Anna Weber QA Engineer | Medical certificate | expires in 16 d | 14 Aug 2026 |
| Emma Novak Recruiter | NDA | not uploaded | — |
| Emma Novak Recruiter | Tax ID | not uploaded | — |
Demo data
Every laptop knows whose it is
Laptops, monitors, phones and the rest are tracked alongside the people: who has it, when it was issued, what is in stock, what is being repaired — and what nobody returned when they left.
In use
11
assigned to people
In stock
3
ready to issue
In repair
1
unavailable
Not returned
2
by leavers — that is money
Not returned by leavers: MacBook Air M1, iPhone 12
| Equipment | Category | Serial number | Issued to | Issued |
|---|---|---|---|---|
| MacBook Pro 14" M3 | Laptop | C02XK1YZ | Sofia Rossi Senior Frontend Developer | 12 January 2024 |
| Dell UltraSharp U2723 | Monitor | CN0FR9M2 | Sofia Rossi Senior Frontend Developer | 12 January 2024 |
| MacBook Pro 16" M3 | Laptop | C02YT7QQ | Marc Dubois Engineering Manager | 18 August 2023 |
| ThinkPad T14 | Laptop | PF3KL91 | Anna Weber QA Engineer | 6 June 2025 |
An exit is not finished until the assets come back
An open asset stays visible on the HR home screen — not as a table row but as money the company has not got back.
A person’s whole history, from the first working day to the last
The hire, the role and department changes, the contracts, the documents, the equipment, the leave, the exit with its reason and a rehire-eligible flag — one chain of records rather than separate spreadsheets.
Anna Weber
Resigned — relocation · 3 yr 1 mo of service
eligible for rehire
HR configures the system without a developer
Leave types, document types, contract types, exit reasons and the other value lists are HR’s to change. A custom dictionary can be created too.
No releases, no hardcoded lists and no tickets to engineering.
| Dictionary | Values | Used in |
|---|---|---|
| Absence types hr_time_off_types | 7 | Requests, calendar, balances |
| Document types hr_document_types | 7 | Employee documents |
| Contract types hr_contract_types | 5 | Contracts |
| Exit reasons hr_termination_reasons | 6 | Employment lifecycle |
| Relationship types hr_relationship_types | 7 | Emergency contact |
People are not only documents and policies
Birthdays and anniversaries reach HR and the company’s communications without becoming yet another calendar somebody has to watch.
The next 14 days
Remind a day before
Publish the greeting automatically
Publishing channel News · the HR & People section
Tone Friendly
Privacy
Two separate switches, because these are two different fears: being shown at all, and being the centre of attention.
Show the date to colleagues
on by default
A public greeting
off by default
Age
never shown anywhere and not configurable
Demo data
The employee controls this. HR cannot switch publication on for them.
From personnel records to workforce analytics
A leader sees the health of the organisation: its size, its tenure, its turnover, and whether people actually take their leave.
Active employees
13
+2 hired this year
Average tenure
4 yr 1 mo
across 13 active
Annual turnover
7.1%
1 of 14 — and who
Leave used
21%
49 of 235 accrued days
People by department
Absence by type, in days
In days rather than in request counts — days are what HR needs.
Demo data
An agent knows more than a name
The HR context becomes part of the company’s shared memory. So a question about a person is answered with their role, their team, their manager, their availability and their equipment — within the access of whoever asked.
«Who is off today?»
«Whose documents are out of date?»
«Who does this person report to?»
The context available to Synapse and to the agents is decided by the permissions of the user they act for, the modules that are switched on, and the workspace configuration — and no wider.
Sofia Rossi
Role Senior Frontend Developer
Department Engineering
Manager Marc Dubois
On leave 3–7 August
Equipment 3 items
HR data stays HR data
Roles and permissions decide who sees the personnel records, the documents and the rest. AI agents work inside the same boundaries.
HR admin
full access to the personnel data
Manager
their own team and approvals
Employee
their own record
Edit rights are set per dictionary — HR permission is not one big switch.
Fewer HR tools. Less syncing by hand.
The people data does not stay inside People OS
A classic HRIS keeps its personnel data to itself. Here it is the same directory of people, structure and availability that the rest of the platform works from.
Who lives in it
HR
Fewer manual operations and more control over the dates, the documents and the policies.
Managers
Approvals, the team’s availability and its structure in one place.
Employees
A leave request goes to the right person, and the balance before and after is visible.
Leadership
The structure, the headcount, the turnover and the risks.
Runs on the shared memory — Synapse
the company's structure, the roles, the managers, who is available and the personnel context — within the access of whoever is asking This is the same memory Synapse answers from and Command Center runs on. The memory comes with every paid plan, and its size is set by the plan you are on.
An HR system the whole company can work around
Bring the people, the structure, the leave, the documents, the equipment and the rules together — and let the rest of Sintora work from one current HR context.
Part of the Operations Suite — and can be added on its own.