For Finance and People Teams

Workforce planning,finally built tomanage people and digital workers together, stop surprise hires, show who approved every hire, give the board one number, and fill revenue roles on time.

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Two side-by-side interface panels showing the hiring approval process for Senior Backend Engineer position. The left panel lists approval steps with checkmarks, dates, and approvers: requested by hiring manager Aaron P. on Mar 3, approved by Finance Larry H. and CPO Rahul S. on Mar 4, and request opened in ATS automatically on Mar 5. The right panel summarizes with icons and photos for HM, Finance, CPO, and ATS, shows position level IC4, field Engineering, location US, and budget $185K base, and confirms every approval is recorded for audit readiness.

Dashboard showing total headcount of 1,218 for FY26 Q3, with a +42 increase versus Q2, consistent across FP&A, HRIS, and ATS systems. FP&A, HRIS, and ATS are listed with check marks indicating reconciliation, connected to a central icon and the headcount summary. A progress bar with seven blocks shows growth.

Dashboard showing revenue hiring status for Q2 with four roles: Mid-Market AE Growth marked Hired and started April 14; Enterprise AE Enterprise On track, starting April 28; Solutions Engineer Enterprise 12 days past due and due April 15; Solutions Engineer Growth In progress, starting May 19. Note indicates 3 of 4 roles hired or on track with $310K pipeline at risk. A card for Solutions Engineer Enterprise role shows 12 days past due, $310K pipeline at risk, hiring manager Dana K., and buttons labeled Review and Later.

The word 'Crusoe' in bold white letters followed by a circular geometric pattern made of white lines radiating outward.

The word 'greenhouse' written in a simple, rounded lowercase white font.

The word 'ABRIDGE' in all uppercase letters with a clean, sans-serif style.

Managing headcount shouldn’t be this hard.

Drop the spreadsheets, the disconnected tools and the reconciliation meetings.

New

Position management

Every role gets a position, a budget and an owner before the req opens. The plan you approve is the plan you hire.

Hiring management

Approval workflows that keep Finance, Talent and budget owners on the same req, with an audit trail on every decision.

Scenario planning

Model a reorg, a freeze or a new team in minutes and see what it does to budget and runway before anyone commits.

Compensation planning

New hires, merit cycles and promotions planned against the same budget as headcount.

Organizational design

A live org chart that shows what’s filled, what’s approved and what’s still a request.

AI co-worker

Ask for the outcome you want in Slack or on the web. TeamOhana Computer runs the headcount planning work for you.

Every position, from plan to offer, in one place

Plan people and agents together, with every budget approved up front.

Customer results

What your peers measured after the switch

60 to 6

hours a month reconciling

Greenhouse’s headcount reconciliation time, before and after TeamOhana

$1.5M+

headcount spend reallocated

Cedar freed it up by turning backfills into decisions

93%+

faster headcount approvals

Sprout Social went from 2 to 4 weeks to under a day

ROI

Metronet saved the cost of 3 FTEs

220+

employees, up from 80

Rad AI scaled in 18 months without headcount drifting out of sync

183%

ROI

Scale AI also spends 90%+ less time reconciling

2.5x

headcount growth in two years

Helion Energy went from 185 to 475 employees, with requests approved in under 7 days

$200K+

role overspend prevented

SeatGeek also saves 23 hours every week

Loved by happy and headache-free teams

If it’s not in TeamOhana, it doesn’t exist. Their words, not ours.

“Having all AI spend in one place is the big thing.

A new engineer adds incremental payroll and incremental AI spend, and we now budget for both together.”

“I think TeamOhana is amazing... it solves a lot of the problems that we traditionally haven't been able to solve efficiently between both our FP&A tool as well as our HRIS. It's been able to bridge that gap and it's been really great.”

"We went from 30 hours a month reconciling conflicting spreadsheets and Slack threads to a single source of truth. Approvals dropped from two weeks to two to three days. That time now goes to hiring strategy and hitting our business goals."

6X ROI

By eliminating unnecessary headcount.

One position record for Finance, HR and Recruiting

Everyone who signs off on a hire works from the same position, budget and status.

“Having a tool like TeamOhana has doubled my capacity without me having to manually intervene on every headcount approval.”

Melissa Lobel, Senior Talent Planning Operations Manager

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“If I knew this tool was available when I first started four years ago, I would've said just do it right away because it'll just save you a lot of time and energy going forward.”

MAY LEE, HEAD OF CORPORATE FINANCE, SCALE AI

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“There was a big unlock for us, a very high ROI of bringing on this platform that has infinite scalability.”

Teddy Collins, VP of Finance

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Stop forcing tools to do what they weren’t built for

Your HRIS pays people. Your ATS fills reqs. Your FP&A model tracks dollars. Your AI bill counts tokens. Every one of them touches the position, and none of them owns it.

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Workforce planning,finally built tomanage people and digital workers together, stop surprise hires, show who approved every hire, give the board one number, and fill revenue roles on time.