OS
The operating system for how your company runs.
How your business runs lives in people’s heads, until they leave or you try to scale
Most companies cannot answer three basic questions in one place: what each role is responsible for, how the work is actually supposed to get done, and whether it is being done well. The answers live in tribal knowledge, a wiki nobody opens, and a handful of people’s heads. OS is the operating system for that whole problem. It holds the company’s knowledge, searchable and versioned, and it does much more: the Guidebook defines departments, titles, roles, and responsibilities; SOPs turn how-the-work-gets-done into documented, repeatable steps; expectations say what good looks like for each role; Time tracks the hours the work actually takes; and all of it connects into one living operational playbook instead of a shelf of disconnected documents. Knowledge lives inside the org chart, not next to it.
How it differs
Flexible canvas and wiki tools treat everything as a page. OS recognizes that knowledge has structure and a lifecycle. SOPs have versioning, ownership, handoff points, and knowledge checks. Training assignments have attempts and completions. Positions have role composition that evolves with compensation bands. You cannot create a malformed SOP in OS; the schema enforces integrity.
An HRIS stores employment records: hire dates, compensation, benefits. OS stores operational records: what does this person do, what do they know, what is their learning path. HRIS plus OS together give the full picture; OS alone does the part the HRIS does not.
An LMS treats people as students. OS treats people as the team that runs the business.
Who it’s for
Ops leaders setting SOPs. Standard procedures in one place, versioned, with clear ownership, handoffs, and knowledge checks. When a process changes, the update happens once.
Training coordinators running onboarding, compliance training, and skill development. Assign knowledge to people or positions, set deadlines, see where people get stuck.
Knowledge managers maintaining glossaries, process documentation, and reference guides. Version everything, link related knowledge, see where each piece is used.
HR partners managing org structure with the org chart as a first-class graph.
What it does
Knowledge domain, five entities. SOPs (versioned, with handoff points and frequency). Reference Guides (long-form, versioned, broken into components). Knowledge Bytes (5 to 10 minutes of single-topic content, the source of truth for the OS retrieval pool). Knowledge Checks (quizzes attached to SOPs, with attempts logged for compliance evidence). Knowledge Assignments (a person or position assigned a learning path with deadlines).
People domain. The org chart as a typed graph. Departments, teams, and roles connect to positions; positions decompose into role components and skills; positions connect to people. Each role carries its responsibilities and a profile of what good performance looks like, so expectations are defined, not guessed. A vacancy is a position without a person. A skill gap is a position whose required skills do not match the holding person’s skill profile. The graph is the model; the views (org chart, position cards, people lists) are renderings.
Chat, Pulse, and Time. Chat runs grounded conversations against the org’s knowledge. Pulse surfaces operational signals (knowledge debt, onboarding lag, training completion, SOP staleness) so you can see whether execution is improving instead of assuming it is. Time handles time-off, scheduling, and the working hours that downstream products like Dispatch and Concierge respect.
The Guidebook is the audit artifact. A versioned snapshot of the org at a moment in time: every position, every SOP version, every knowledge byte, every assignment status. When the auditor asks “what was the training program in Q3,” the Guidebook of Q3 is the answer.
OS is one of three products that runs without intelligence operations enabled. Disable every model call and OS is still a fully functional operating system for how the company runs.
How it fits the ecosystem
OS is the knowledge layer the rest of the platform reads from. Concierge agents ground their answers in OS knowledge bytes. Foundry pulls policy templates and reference content. Forge legal matters cross-reference OS policies. Axis assessments pull discovery answers from OS. When an OS byte changes, every downstream product that referenced it gets a “content updated” affordance.
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