HR software for companies with 100–249 employees

Your HR manager isn't doing HR.
They are doing paperwork.

Speybl tracks the deadlines and takes the routine off your hands, from hiring and day one to offboarding. With AI that knows your whole company.

For companies of roughly 100 to 250 employees with an HR team of one or two.

Book a walkthrough …or just try Speybl

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Sound familiar?

The HR team exists. Time for people does not.

close You have an HR team, and attendance, contracts and vacation eat the day.

close Data gets retyped between payroll software, the attendance system and Excel.

close Vacation and new hires get approved by email and stall with whoever is away.

close Leadership wants numbers about people and has to ask HR for them.

close Recruiting, development and culture — the reasons you hired HR — never get the time.

What happens if you leave it

Another fifty people and the load multiplies

You are hiring more or less continuously, and every new start is a chain of manual steps. Another fifty people will not double that load, it will multiply it — because the number of exceptions, approvals and places where data gets retyped grows too.

"We will add someone to HR" does not catch that growth up. The manual work just gets split across more people, and handovers get added on top.

What Speybl does differently

The day-⁠to-⁠day moves into the system

Hours worked, absences, overtime and premiums get locked and leave as a single output. Export and import, or a direct connection where your payroll system allows it. The monthly assembly out of email disappears.

checkLockable timesheets
checkOne output instead of five spreadsheets
checkExport and import, or a direct connection

Attendance and shifts

A request goes to whoever is supposed to approve it according to the structure, and when they are away, their stand-⁠in picks it up. Every request shows where it is and who has it. Nobody has to chase.

checkThe route derived from the structure
checkA stand-⁠in for absences
checkA traceable status on every request

Attendance and shifts

Headcount, turnover, absence, remote work, cost per employee. The reports are built and they run on live data — leadership opens them and HR does not assemble anything by hand.

checkReal-⁠time data, not a month old
checkFilters by team, site and period
checkAn export for the meeting

Data and insight

People, documents, attendance, assets and deadlines in one system. A value changes in one place and propagates everywhere, so you never end up with two versions of the truth to reconcile each month.

checkA change in one place propagates everywhere
checkAssets and equipment on the employee profile
checkNo more reconciling two spreadsheets

Assets

Payroll reportmonthly summary

EmployeeSalaryHours

Victoria Keller3 400 €160 h

Thomas Nelson2 880 €160 h

Peter Knight2 740 €144 h

14 employees in total41 300 €

XLSXCSV

Attendance approval

Oliver Bennett

Home office · Jun 18

Pending

ApproveReject

historyAudit log — who approved what and when

HR overviewQ1 2026

Employees

Attrition

11.4%

Attendance

96%

Open roles

auto_awesomeAttrition in Development +4% vs. Q4 — worth checking engagement with 3 people.

EmployeesNew hiresDeparturesForecast

Attrition by team

Development 11%Marketing 20%Other 69%

Headcount by team

Development19

Marketing15

HR & Ops11

Finance7

Asset handoverJun 15, 2026

AssetNB-⁠0047 · Dell XPS 15

EmployeeMichael Stone

TeamDevelopment

assignmentHandover protocol generated automatically from the template

Who decides and what they get

The HR manager starts it, the CFO signs it off

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HR manager

Is the main user and usually the one who started this. Gets capacity back for recruiting, development and culture — the work the role was created for. The day-⁠to-⁠day does not vanish, but it stops being the job.

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CFO

Signs it off. What matters to them is that payroll data arrives as one output on the same day every month, that errors from retyping stop, and that they can open the numbers about people themselves without asking HR.

How it goes at your company

Structure, roles and approval routes built the way the company actually works

The org structure, roles and approval routes get set up around your reality — including several layers of management, stand-⁠ins and the exceptions every company has. A change in the structure carries through into approvals and permissions, so you are not walking through settings by hand after a reorg.

You can roll out area by area. Start with whichever eats the most time and add the rest once the first part is running. You are up and running in hours to days depending on complexity.

Why this is worth fixing

How much time the admin around people takes

54.4%

of HR professionals spend three
or more hours a day on administration

2 days a week

is what HR processes take
until you digitize them

82%

of HR leaders plan to deploy
agentic AI within 12 months

FAQ

What companies in this situation ask

No. Speybl takes over the administration around people — records, documents, deadline tracking, pulling reports together. Recruiting, culture, development and decisions about people stay with your HR manager. What goes away is exactly the part of the job they did not want.

Payroll data leaves as an export and is read back in as an import. Where your payroll system allows it, a direct connection can be built. We will go through what that looks like based on what you run — and there is a REST API with webhooks as well.

Yes. The route a request takes is derived from the org structure, so it can have several steps, and each one shows who has it. For absences you set up a stand-⁠in so a request never waits on one person.

Yes. Reports on headcount, turnover, absence and cost are ready and run on live data. Roles decide how much anyone sees — a manager sees their team, leadership sees the whole company.

Access is governed by a role system, with the org structure acting on top of it — that is, the relationships between managers and their reports. The default roles can be adjusted permission by permission, or you can add your own.

Where to next

Other ways into Speybl

All solutions

By situation, by company size and by industry.

Product overview

Eight modules that cover all of HR.

Case studies

Real companies and how Speybl runs at each of them.

Start with the one thing that hurts most.

We set it up with you. Live in hours to days, depending on complexity.

check_circle 30 days free check_circle No credit card check_circle Up and running in minutes