Starting From a Blank Page
Larixon runs a network of classified marketplaces in fast-growing internet markets: Unegui in Mongolia, Somon in Tajikistan, Bazaraki in Cyprus, Pin in Trinidad & Tobago, and Jacars in Jamaica. That means 200+ people across multiple regions and time zones, several legal entities, and a workforce that mixes full-time staff with contractors. HR responsibilities sit differently from one market to the next.
When the HR Director joined, there was effectively no HR system. The company ran on spreadsheets and chat threads. Skailer went in from scratch as the first unified HR system Larixon had.
That starting point made the basics hard. With full-time employees and contractors on different contract types across 5 countries, even “how many people work here” took time to answer. Time-off balances were a standing argument. People in different offices struggled to find each other.
So a few things mattered from day one:
One reliable record of who works where, on what basis, across every entity and time zone.
Absence and time-off tracking the whole company could trust.
Flexible access and visibility, so each role, region, and function sees exactly what it should.
A performance process that didn't live in spreadsheets.
Why Skailer
What won Larixon over was flexibility and the support behind it. Skailer adapts to how a company already works rather than imposing a fixed structure, which suits a business with several entities, regions, and contract types. And the team stays close: constant contact, fast responses, and a steady stream of refinements based on what Larixon asked for. For a from-scratch rollout, that partnership counted more than any single feature.
What Changed
One source of truth. Headcount, structure, who works where and on what basis: answerable in seconds, across every entity and time zone. The guesswork is gone.
Absence management that runs quietly. Calendars, time off, sick leave, and balances are set up and trusted. The disputes over vacation days are over, and this is the change employees mention most.
Access and visibility that fit the org. Permissions and what each person sees are configured by role, region, and function. For a distributed, multi-entity company, that control matters: the right people see the right data, and nothing more. The system also connects to the tools the team already uses, so status and people data show up where work happens.
Surveys kept in-house. Larixon runs configurable, anonymous surveys without paying for a separate tool, with enough control to read the trends while protecting confidentiality.
Goals tied to performance. Goals decompose from the top down, from company level through teams to individuals, and attach directly to performance reviews. Goals and reviews are the platform's newest module, and the Larixon team is helping shape it as it matures.
Would They Recommend It?
The HR Director highly recommends Skailer herself.
“It's a young system, and the service behind it is great. The team keeps developing it and listens to what we ask for. The real value is that we run our own processes instead of bending them to fit the software.”
— HR Director, Larixon