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HR Platform

The right stack removes admin friction so HR time goes to the work that cannot be automated: culture, ZPD assessment, and the relationships that make people stay.

Best Stack​

Each tool earns its place by eliminating a specific class of manual work.

Applicant Tracking (ATS) — manages the pipeline from job post to offer. Breezy HR works well for crypto-native teams (blockchain recruiting resources built in). Greenhouse for teams over 50 that need structured hiring scorecards. Job: eliminate spreadsheet-based candidate tracking.

HRIS (Human Resources Information System) — single source of truth for employee data, contracts, and compliance. Rippling for teams that want payroll + HRIS in one; Deel for distributed/contractor-heavy teams (handles multi-currency, crypto payroll). Job: eliminate compliance guesswork across jurisdictions.

Performance & Engagement — ongoing feedback loops between 1:1s and annual reviews. Lattice or 15Five for structured check-ins and ZPD tracking. Job: replace annual review theatre with continuous contribution signals.

Payroll — automated, compliant pay runs. Rippling (if US-primary), Deel (if distributed). DAO-native option: on-chain payroll via token disbursement for contributor networks. Job: eliminate manual payroll errors and compliance risk.

Learning Management (LMS) — structured training delivery and certification tracking. Used primarily for compliance training and technical onboarding. Job: codify MKO knowledge so it isn't person-dependent.

AI Screening Layer — AI-assisted CV analysis and candidate scoring. Reduces initial screening time by 60–80%. Hard requirement: bias audit before deployment. AI narrows pools in ways that are not always visible.

Essential Stack by Growth Stage​

Seed (0–10 people):

  • Spreadsheet for candidate tracking (ATS overkill until pipeline volume over 20 candidates/month)
  • Notion or Linear for onboarding checklist
  • Payroll: Gusto (US) or Deel (distributed)
  • No HRIS yet — founder-owned

Growth (10–50 people):

  • ATS: Breezy HR or Lever
  • HRIS: Rippling or BambooHR
  • Performance: 15Five (lightweight)
  • Payroll: integrated with HRIS

Scale (50+ people):

  • ATS: Greenhouse (structured scorecards, hiring committee workflow)
  • HRIS: Workday or Rippling
  • Performance: Lattice (OKR + engagement + compensation in one)
  • LMS: Docebo or Learnerbly
  • Analytics: Visier or Tableau HR module (attrition prediction, ZPD trend analysis)

Data Assets​

Candidate database — pipeline of pre-qualified candidates by role type. Value compounds: a warm pipeline means roles fill faster at lower cost. Proprietary once built; costs nothing to maintain if ATS is consistent.

Onboarding playbooks — documented workflow per role family. Each new hire's beginner's mind questions improve the next version. Owned; value increases with each cohort.

Contribution velocity benchmarks — historical data on time-to-contribution by role, cohort, and MKO assignment. Owned; enables ZPD assignment decisions based on evidence, not instinct.

Culture signal data — eNPS trends, 1:1 sentiment, exit interview themes. Sensitive; access restricted to People Lead and founding team.

Context​