HR software for mid-sized companies
Access, approvals and policies that follow your structure through every reorg
The problemSkailer changes that by assigning access, approvals and policies from the structure itself, so they move when people move.
At 400 people, every reorg breaks something
01Access that drifts
Permissions were granted person by person, and people keep seeing teams they left two reorgs ago.02Approvals by habit
Leave, new positions and offers go to whoever the requester knows, and stall when that person is away.03Reorgs by hand
Moving one department means updating managers, leave policies and access for every person in it.04Grades in a side sheet
Salary ranges live in a spreadsheet nobody opens when an offer or a raise is approved.05Numbers on request
Department heads ask HR for headcount and turnover, and HR rebuilds the same spreadsheet each month.Before and after
What changes when rules replace manual grants
| Task | Before Skailer | With Skailer |
|---|---|---|
| Access | Granted per person, cleaned up once a year | Roles assigned by rules (department, location, legal entity, reporting line) and recalculated when data changes |
| Salary visibility | Whoever has the file | View or edit rights per field, including compensation and total cost, for the people in the role's scope |
| Approvals | Email threads, stuck when someone is on leave | Approval policies with steps in sequence or in parallel; an absent approver is skipped or replaced |
| Reorgs | A week of manual updates | New position records with an effective date; reports follow a new department manager; policies and roles recalculate |
| Departures | Reports left without a manager | Termination names a successor who takes over reports, goals and open items |
| Reporting | A spreadsheet rebuilt each month | Headcount, retention and salary reports, plus a report builder with saved reports |
What you get
Built for the structure of a 200–1,500-person company
01Roles & permissions
Built-in and custom roles. Rules decide who holds a role and whose data it covers, down to reports at all levels; rights are set per field.02Org chart & structure
Departments, divisions, teams, locations and legal entities in one chart. Position changes take an effective date and keep their history.03Approvals across modules
One approval engine for time off, hiring-plan positions, job offers and custom flows: named people, line manager, manager's manager or department head.04Career architecture & compensation
Job profiles join role, level, track, grade and a salary range. Compensation packages show gross, net and total cost of employment.05Workflow automation
Flows start on a hire, move, termination or date and create tasks, signature requests, surveys and reviews, with conditions by employee data.06Analytics & reports
Headcount, retention and salary reports, and a People analytics builder that groups by any field and saves to My reports.What is Skailer for mid-size companies?
How it works
How a mid-size company goes live on Skailer
01Structure first
Legal entities, locations, departments and job profiles are set up before people are imported.02Data migration
People, employment, positions, compensation and leave balances are imported with a preview of every change.03Rules
Roles, approval policies and leave policies are assigned by rules, then checked on sample employees.04Sign-in and go live
Turn on Google or Microsoft Entra ID sign-in, require 2FA, invite employees.HR software for mid-sized companies: common questions
What is Skailer for mid-size companies?
It's Skailer for companies of 200–1,500 people: roles, approvals and policies assigned by rules on your structure and recalculated when people move, with recruiting, reviews and analytics on the same data.