Frequently Asked Questions: An introduction to TeamOhana

TeamOhana is designed for business leaders, Finance teams (CFOs, FP&A), People/HR teams (CHROs, People Ops), and Hiring Managers. It’s especially valuable for companies with 150 to 10,000 employees that are scaling headcount or managing frequent changes in hiring plans.

CFOs love TeamOhana because it brings financial discipline and strategic precision to their largest expense and most important expense, their people. But don’t take our word for it. 

Here’s what Charles Marentette, Former CFO at Gravie had to say, “We can make faster decisions that help us grow rapidly and responsibly using insights from TeamOhana. TeamOhana has brought structure and governance to our headcount management processes by unifying our people data and enabling us to run accurate headcount forecasts in real-time.”

‍Scott Baumgartner, CFO at Docker told us, “TeamOhana is our headcount source of truth that solves cross-functional alignment problems across Finance, HR, Recruiting, and Hiring Managers.”

Finance teams love TeamOhana because it transforms workforce management from a messy, error-prone process where you need to cobble together data from multiple systems of record into a seamless workflow. No more manual reconciliation.

‍Teddy Collins, EVP of Finance at SeatGeek says this of TeamOhana, “There was a big unlock for us, a very high ROI of bringing on this platform that has infinite scalability.”

Chief People Officers love TeamOhana because it makes it easier for People and Finance teams to collaborate effectively. When both teams are speaking the same language, headcount decisions and hiring plans can be easily aligned with budgets, so everyone can meet their strategic goals.

As Tracie Akers, CPO at Metronet explains, “TeamOhana has made us much more budget-conscious as we grow. We’re adding hundreds of employees every year, but now we’re finding ways to do it responsibly and strategically.”

HR, Talent, and People teams love TeamOhana because it was purpose-built for cross-team collaboration. When everyone can collaborate in a single platform protected with access controls so employee data is accessible only to those who need it, everyone can focus more on strategy instead of wasting time reconciling data and wrangling spreadsheets.

As Emily Sung-Simon, Senior Recruiting Operations Manager at Postman says, “With TeamOhana, TA teams can now participate in strategic conversations and organizational mapping.”

TeamOhana offers many benefits including:

• Real-time visibility — TeamOhana centralizes fragmented headcount data into a single source of truth, giving Finance, HR, and Talent teams instant, accurate visibility.
• Faster, smarter decisions — Collaborative planning tools, Scenarios, and Approval controls streamline workforce decisions and remove bottlenecks, enabling faster execution.
• Cost control and risk reduction — Automated workflows and connected data prevent overspending, eliminate reconciliation errors, and safeguard sensitive compensation details with robust role-based access.
• Seamless cross-functional collaboration — TeamOhana bridges silos between Finance, HR, and Talent, aligning headcount strategy with business goals through a unified workflow.
• Future-proof scalability — Built as an AI-native platform, TeamOhana helps teams move beyond manual spreadsheets to scalable, intelligent workforce planning that supports growth today and tomorrow.

Many types of companies use TeamOhana from unicorn SaaS companies like SeatGeek and Scale AI to internet service providers like Metronet and even quantum computing companies like IonQ. TeamOhana is especially valuable for companies scaling rapidly, going through budgeting cycles, preparing for IPOs, or managing workforce reductions and realignments.

TeamOhana is purpose-built for mid-sized to large enterprises—typically companies with 150 to 10,000+ employees—where headcount is the largest line item and the most strategic lever for growth.

TeamOhana is perfect for companies that:

• Have complex org structures across multiple departments or geographies
• Rely on cross-functional collaboration between Finance, HR, Talent, and business leaders
• Use systems like Workday, Greenhouse, or SAP but struggle with siloed headcount data and slow planning cycles
• Need better visibility, governance, and automation across the hiring and budgeting process
• Are outgrowing spreadsheets, emails, and disconnected tools for workforce planning

If you’re already 100% confident in your future workforce forecasting and you’re able to see the impact of different scenarios on your hiring plan and budget within minutes, you probably don’t need TeamOhana. Otherwise, we’d love to chat.