Set up a person once, and every app already knows them
Their job, what they're allowed to do, and who they report to — kept in one place, and read by approvals, training, and access across the whole workspace.
The same people power chat, projects, SOPs, leave and hours. Add somebody once and they exist everywhere, with the access their job comes with.
Give the work to a role — Field Technician, Client Services — and whoever holds it inherits it, including the person who joins next month. Nobody maintains a list of names.
Who reports to whom isn't a diagram for the handbook. It decides whose approval a leave request goes to and whose hours a manager is allowed to see.
Everyone, and what each of them actually is
Role is the job, in the colour whoever created it picked. Permission is admin, manager or member — what somebody can do in the app. Two columns, because they are two different questions.
Employment type sits on the person, not in a separate payroll setting, and it is what decides whether there's a clock to press. The employment date is what leave starts earning from.
Somebody who hasn't accepted yet shows in place, marked pending, with the invite resendable and cancellable from their row. Nobody has to remember who was emailed on Tuesday.
A new hire who arrives already set up
Their job, their permission, hourly or salaried, their start date, and where they sit on the chart — all set while you're sending the email. It applies the moment they sign in.
Give them an org role and they inherit what that job gets: the SOPs assigned to it, the leave policy attached to it, and their place in the chart.
Point them at a person or at a role, and the chart places them. Or leave them off the chart entirely — that's a switch, not a workaround.
The roles the chart is built out of
Name it, colour it, write down what it's responsible for, and drag it into the order that makes sense. The colour follows the role everywhere it appears.
Point one role at another and the chart draws itself. A role can't be made to report to itself or to one of its own subordinates — the app refuses the loop rather than drawing a broken tree.
Contractors, dormant titles, roles you use only for access — switch them off the chart and keep them in the list.
People change jobs. It should take a minute
Permission, job, place on the chart, hourly or salaried, start date. Change the role and their approvals, training and chart position follow.
The chart marks anyone sitting at the top who shouldn't be, and tells you where to fix it — or lets you say it's deliberate, for that person only.
Deactivating pulls somebody out of open tasks, channels and pending training in one go, and takes their access with it. Their messages and everything they wrote stay, and it can be undone.
Put it all together
People & org is the app the others read from. This is what they take.
Time off
Policies are given to roles, and a request goes to whoever the reporting line says should answer it.
SOPs & training
Assign training to a role and everyone who holds it has to complete it — including whoever joins that role next.
Time tracking
Hourly is what puts a clock in front of somebody, and the reporting line is what decides whose hours a manager can see.
Questions about people & org
A role is the job — Field Technician, Client Services. You make them up, colour them, and say which reports to which; that's what the org chart is drawn from and what SOPs and leave policies are handed to. A permission is what somebody can do in Aiome, and there are only three: admin, manager, member. Someone can be a manager in permission terms without being anybody's manager on the chart, and the other way round.
Members and roles are on both plans, including Free. The org chart is on Business, at $19 per seat per month. Free is capped at 3 seats, so there isn't much of a chart to draw at that size anyway.
Inviting, deactivating and reactivating are admin-only. Creating and editing org roles, and assigning them to people, is open to managers as well as admins. Everyone else sees the directory read-only.
You deactivate them, and it happens in one step: access gone, and they come off open tasks, project and channel access, and any training still outstanding. What they wrote stays — chat history and anything they created are untouched, so the record of how the work went doesn't develop holes. They move to a Deactivated tab and can be brought back.
Yes. An org role is the tidy way — the chart then follows the role hierarchy on its own — but anyone without one can be pointed straight at the person or the role they sit under. Anyone left at the top with nobody above them gets a quiet flag on their card, which you can act on or dismiss for that person.
Not today — people join by invitation, one email at a time, and there's no import or HR-system sync. For most teams moving over, that's an afternoon; if you're bringing a large headcount across, talk to us first.
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