TeamOhana vs ChartHop

ChartHop is an HRIS with org charts and people analytics layered on top. Headcount planning is one feature inside a broader HR suite.
TeamOhana is purpose-built Workforce Planning, designed from the ground up for Finance, HR, and Talent to run Position Management, Headcount Alignment, and the full AOP process from one system. We do this one job as a system of record, not a module bolted onto HR data.
The practical gap: ChartHop visualizes the org. TeamOhana governs every position, tracks every hire to plan, and gives Finance a number it trusts at quarter end without reconciling in spreadsheets.

No, ChartHop is an HRIS. If you already run Workday, UKG, HiBob, or any other HRIS as your system of record for employee data, you don't need ChartHop. You need TeamOhana.
TeamOhana sits on top of your HRIS and ATS to govern positions, run the AOP, and reconcile approved budget against active hiring in real time. That is a different job from storing employee records and visualizing the org. Companies running a real HRIS plus TeamOhana get the system of record HR already trusts and the Workforce Planning layer Finance needs, without paying for an HRIS twice.


ChartHop offers budget allocation and dashboards that show how workforce changes impact cost. What it does not do natively is track fully loaded cost with dynamic overhead, FX conversion, or by-region calculations at the point of request. Variance analysis tied to active recruiting reality is also not a core motion.
Finance teams using ChartHop typically still export data to spreadsheets to manage variance, fully loaded cost, and forecast landing. TeamOhana keeps all of that inside the platform: budget envelopes, real-time variance tracking, and fully loaded cost that updates the moment a request is submitted or a start date moves.

ChartHop pushes approved job requisitions to Ashby, Greenhouse, Jobvite, and Lever. TeamOhana goes further. We support creating jobs and Openings in Ashby, Lever, and Greenhouse directly from the platform, including bulk create, auto-populate, and auto-update of all custom Opening fields in real time.
That difference matters because Position Management only works if the position record and the ATS stay in lockstep. When a position is approved in TeamOhana, the job and opening exist in the ATS with the right custom fields. When something changes, both sides update automatically. No manual job creation, no stale custom fields, no drift between what was approved and what is actively being recruited.

TeamOhana is used by Finance, HR, Talent, and leadership in one platform, with role-based views and workflows for each team.
Finance owns budget envelopes, variance tracking, and forecasting. HR owns Position Management, governance, and approvals. Talent owns hiring execution and tracks plan progress against the AOP. Leadership uses TeamOhana to track performance of the plan against budget in real time, without waiting for a monthly reconciliation deck.
The point is shared ownership of one number. Four teams, one system, no parallel spreadsheets.

For headcount planning that Finance trusts as a system of record, yes. TeamOhana is purpose-built for Position Management, variance tracking, and AOP execution. ChartHop's strength is visualizing the org and broader HR workflows.
The right choice depends on the primary pain. If it is org visualization and people analytics inside an HR suite, ChartHop fits. If it is governing positions, tracking variance against the approved plan, and reconciling budget to active hiring in real time, that is what TeamOhana was built to do, and it is not a feature inside a broader product.