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More companies, more sites,
more rules. One record.

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 over 250 employees, groups, and operations in several countries.

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Sound familiar?

Every site runs HR its own way

close Each company in the group keeps its own records, and a person moving between them gets created from scratch.
close Vacation and attendance are not approved by an HR person but by dozens of managers.
close Shifts at one site, offices at another, different legislation in a third country.
close Salary letters and amendments for hundreds of people mean hundreds of manual steps.
close Either everyone sees everything, or nobody sees anything and it all runs through HR.

What happens if you leave it

Without clear roles and permissions, nothing can be delegated

At this size nothing can be delegated without clear roles and permissions. Without them, every change turns into an unmanaged flow of email and paper that ends up on one department's desk anyway.

The more sites you add, the more each exception costs. One shared setup trying to cover everyone ends up fitting nobody, and every site starts keeping its own spreadsheet next to it.

What Speybl does differently

One record where the rules are allowed to differ

A person does not get created twice. Moving between companies in the group is a change on their profile, not a new start — history, documents and hours stay with them. Each entity can still have its own templates and its own rules.

  • checkOne profile per person across entities
  • checkA transfer as a change, not a new hire
  • checkOwn templates and rules per entity
Core HR

How far access reaches is decided by the role and the org structure, not by a list of names. When the structure changes, who sees and approves what changes with it — no walking through settings person by person after a reorg.

  • checkPermissions derived from the structure
  • checkDefault roles adjustable permission by permission
  • checkSingle sign-⁠on and two-⁠factor authentication
Core HR

A request follows a route derived from the structure, and each step shows who has it and since when. Cover is arranged in advance, so a manager's vacation does not block dozens of requests underneath them.

  • checkMulti-⁠step approvals
  • checkCover arranged ahead of time
  • checkHistory: who approved what, and when
Attendance and shifts

Shift operations, offices and several countries can each have their own attendance types, their own absence rules and their own month-⁠end. The rules run alongside each other, so nobody has to find a compromise that suits no one.

  • checkOwn attendance types per site
  • checkMonth-⁠end locked per site
  • checkShift planning, seasonal peaks included
Attendance and shifts

Salary letters and amendments for a whole group of employees get generated from a template with the data filled in and sent for electronic signature. The overview shows who has not signed yet, so nobody has to make phone calls.

  • checkGenerated from templates for a whole group at once
  • checkElectronic signature inside the system
  • checkAn overview of who has not signed
Documents and signatures

Headcount, turnover, absence and cost across divisions, entities and countries, with sites comparable against each other. Leadership opens it themselves and HR does not rebuild it from exports every month.

  • checkCompare sites, branches and teams
  • checkLive data, not a month old
  • checkHow far the view reaches depends on the role
Data and insight
Org structure47 people · 3 teams
SSpeybl s.r.o.
HZ
Helen Zimmerman
HR generalist
People
PD
Paul Dawson
CEO
Board
VK
Victoria Keller
Marketing specialist
Marketing
OB
Oliver Bennett
Team leader
Development
PK
Peter Knight
Backend Dev
Backend
JS
James Shaw
Visual Designer
Frontend
Review visibilityper round
The reviewed person sees the result
On
Peers see the score
Off
The manager sees everything
On
HR has full access
On
visibilitySet per role for every review round
Attendance approval
OB
Oliver Bennett
Home office · Jun 18
Pending
ApproveReject
historyAudit log — who approved what and when
AttendanceApril · custom types
business_center
On site
Mon Apr 7
8h 30m
Approved
home
Home office
Tue Apr 8
8h 00m
Approved
flight
Business trip
Wed Apr 9
9h 15m
Approved
sick
Sick day
Thu Apr 10
—
Approved
beach_access
Vacation
Fri Apr 11
—
Approved
business_center
On site
Mon Apr 14
7h 45m
Pending
Contract — Victoria Keller
1Employee signed
Veronica Kelly · Jun 14, 2026 09:42
2Awaiting HR
Hannah Zane · sent Jun 14, 2026
3CEO approval
Paul Dunn · pending
Report filtering3 employees
Team: Marketing ✕Contract: full-⁠time ✕Office: Prague ✕
VK
Victoria Keller
Marketing
Full-⁠time
LH
Laura Hughes
Marketing
Full-⁠time
MS
Michael Stone
Marketing
Full-⁠time
linkThe filter is saved in the URL — share an exact view with a link

Who decides and what they get

Several people decide, and each cares about something different

01
check_circle

HR director

Cares that the work can be delegated to managers without losing sight of the whole, and that a bulk operation does not swallow the department for a week.

02
check_circle

COO or CFO

Cares about traceability: who approved what, when, and under which rule. And whether payroll data arrives from every site on the same day in the same shape.

03
check_circle

IT

Cares what the system can carry, how access is governed and where the data sits. Single sign-⁠on, two-⁠factor authentication, IP allowlisting, data in the EU, and a REST API with webhooks for your own integrations.

How it goes at your company

Set up around the real structure of the group, not one template

The structure, permissions and approval routes get described the way the group actually works — including the entities, sites and countries with rules of their own. That description takes the most time and cannot be rushed, because everything else then runs off it.

You can roll out site by site or area by area, so the whole group is not waiting on one date. You are up and running in hours to days depending on complexity; for shift operations and migrations out of several systems, expect the far end of that range.

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 this size ask

Yes. Speybl runs in organizations with several hundred employees, several sites and several countries. What grows with size is not the system but the amount of setup — the org structure, the attendance rules and the permissions.
Yes. The entities sit alongside each other in one record, and each can have its own templates and its own rules. A person is not created twice — moving between companies is a change on their profile, not a new start.
Yes. Attendance, absence and document rules are set per site, so countries with different legislation can run side by side. The data still lives in one record.
Single sign-⁠on through your company account, two-⁠factor authentication, IP allowlisting and password complexity rules. Other sign-⁠in methods can be disabled. How far access reaches is governed by roles and the org structure.
Yes, through a REST API with webhooks. Payroll data leaves as an export and is read back in as an import, or through a direct connection where the target system allows it.
Documents get generated from a template with the data filled in for a whole group of employees at once and sent for electronic signature. The overview shows the status for each person, including who has not signed yet.

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.
Ready to start?

Start with the one thing that hurts most.

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

Schedule a walkthrough
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