HiBob

As a fully remote company with people from 36 different countries, Chili Piper’ s people team has a lot to manage. With no admin support, Hallie and En-Szu Hu-Van Wright, Head of Talent Strategy, needed to automate their HR processes while also creating personalized journeys for people, no matter their role or location.

Chili Piper is a fully remote company, employing 150 people across 36 countries. With a lean HR team and a mountain of admin, Chili Piper needed a powerful HCM to automate their day-to-day processes. Hallie Condon, VP of People at Chili Piper, had used Bob in a previous company and loved its flexibility and ease of use. “Bob is built to fit how you work, rather than you having to mold your processes to the tool.” Today, every HR task at Chili Piper runs through Bob. The result? More than 20 hours a month saved and more time to focus on strategy and culture.

Fulham F.C., London’s oldest professional football club, was founded in 1879 and has grown into a Premier League mainstay with a proud legacy. But Fulham is more than a Premier League football club. Dedicated to its people and the wider community, Fulham encompasses Craven Cottage where the club’s home matches are played, Fulham F.C. Foundation, the club’s official charity, the Academy, which holds Category 1 status and operates from the club’s training ground at Motspur Park, and, coming soon, Fulham Pier, a brand-new state-of-the-art destination. Fulham employs permanent and casual staff across these different divisions and locations, creating a complex workplace structure.…

Fulham is a people proud football club that believes that putting their people first ensures business success. As Caron Streeter, Head of People, explains, “Being a football club, we want to win football matches. But how we do that is also key, and how our people feel in achieving that objective is most important. So people proud is about our people coming to work feeling valued and empowered to perform at their highest potential.” For Caron, part of being people proud is creating a unified workforce with a family feel. She explains, “If someone starts working in the ticket office, they might not see anyone from the foundation for months and months. They might speak to them, but they don’t know what they look like.” This is where Bob comes in.…

Before Bob, she would never have achieved that level of awareness and engagement. Bob’s centralized platform enables Fulham’s people to engage and share, and feel connected to a unified, people proud community.

International recycling leader Geminor was approaching its 20th anniversary with a critical problem: Despite employing 140 professionals across nine European countries, HR responsibilities were distributed locally among managers, and there was no centralized HR team. Employee data was managed in different ways across the countries, and manual processes made it difficult to maintain a full overview or ensure consistent compliance. Partnering with HR consultancy TheVIT and implementing HiBob’s platform enabled a more unified and transparent approach to people operations, improving efficiency and insight across countries - something that surprises many employees..…

These challenges reflected the growing pains of a rapidly expanding organization—characterized by siloed operations, inconsistent processes, and limited cross-country learning—rather than performance issues. Manual and fragmented HR routines also increased the risk of oversight, particularly in areas like compliance and onboarding.

As the business expands, empowering managers becomes critical. Grind wanted a platform that managers could confidently use themselves, reducing bottlenecks, minimising manual work for HR, and ensuring day-to-day people processes could run smoothly at team level.

IDH is a Dutch organization that unites governments, companies, civil society organizations, and trade unions towards a joint vision and program agenda for sustainable trade. When they were a smaller company, IDH managed HR using a simple HR platform and spreadsheets. However, as they scaled globally, it became clear that this method wasn’t sufficient for their needs. Just a few months after starting at IDH, Carolien Arents, Director HR, requested to implement a robust HCM to provide the company with real-time data insights and support strategic planning.…

Knix is an intimate apparel brand on a mission to inspire people of every age to live unapologetically free. A woman-founded, Canadian direct-to-consumer brand, Knix has its corporate office in Toronto, 12 retail stores across Canada, and two stores in California. In 2022, when Knix had a headcount of 280, Christine Song joined as CPO. In her first 30 days at the company, she reviewed their tech stack and found that many of their tools were insufficient for a scaling company such as Knix. In particular, their HRIS was not intuitive and the reporting feature was a challenge to use. Christine wanted to replace it with a user-friendly and data-driven platform that would serve as a centralized place for their people to view company updates and engage.…

“At Knix, we believe that everyone should be able to live unapologetically free. Free from judgment. Free from self-doubt. Free to be yourself.” This mission, proudly emblazoned on Knix’s website, is a testament to the company’s stance on how they market their products and run their business. Knix is passionate about diversity and inclusion and ensuring a sense of belonging for their people. Diversity isn’t only a concern for Knix’s people team. Their board is also invested. They want to see the numbers—not only on Knix’s headcount and turnover but also regarding the company culture and DE&I.…

As Numan grew, payroll became a critical pressure point for efficiency. Managing 300 employees meant repeated checks, manual data entry, and a constant risk of errors, while employee questions about pay, benefits, and taxes added to the workload. For a company built on delivering seamless healthcare experiences, Numan expected the same internally. They needed a payroll system that employees could trust, Finance could approve with confidence, and the People Team could run without delays or errors.

The impact starts at onboarding. Bob has transformed Numan’s onboarding into a seamless, structured process that strengthens the employer brand.

Enter Bob’s all-in-one HCM: a platform where HR and payroll run together, data flows automatically, and employees have visibility into their own information and documentation. With Bob, employee data flows seamlessly from HR to payroll—onboarding details and salary updates are automated, and approvals are synced and verified before payroll runs. Payroll cycles that once consumed heavy admin are now completed in just two to three days each month. Instead of chasing spreadsheets or re-entering information, the People Team processes payroll from a single source of truth.

Uptick is a SaaS platform for fire and security companies. Their software eliminates paperwork and disconnected systems, helping field service businesses seamlessly manage jobs, compliance, and billing. With a 90 percent market share in Australia and fast-growing UK and US operations, Uptick has scaled quickly. But with growth came payroll complexity: commissions, bonuses, and benefits across multiple countries. Already a Bob customer for managing their people operations, Uptick needed an end-to-end solution that would also cover payroll. They turned to Bob’s UK Payroll module to streamline payroll admin—automating calculations, removing errors, and eliminating hours of manual prep.…

“The big a-ha moment was seeing Bob working across payroll and HR,” reflects Tom Benians, Finance Director at Uptick. “Giving us an end-to-end automated lifecycle, from hiring and contracts through onboarding and payroll.”

As a small company of 30 people, Montu didn’t have an HCM to manage their people or any significant people data. This meant that they couldn’t track trends, which impacted their ability to be strategic and became increasingly more problematic as they began to scale. As Jade explained, “There was no historical data regarding employee trends and understanding growth, attrition, or retention. We just had a spreadsheet that you could look at and try to work it out. So that was our main goal, to have that data and analyze what was happening in the business to enable us to forward plan a little bit more.”

As Montu has grown, they’ve systematically added more modules to Bob to support their growing needs. Laura Blundell, Head of People and Culture, explains, “When I started, we had the Core HR and Talent modules, and it was a pretty well-oiled machine. We’ve since rolled out Workforce Planning, Compensation, and Your Voice, which has perfectly tied into a roadmap we’ve been working on as a team.”

Al toen Skroutz nog maar 200 medewerkers had, was de halfjaarlijkse compensatiebeoordeling een complex en tijdrovend proces. Per cyclus maakte het HR-team 10 Google-spreadsheets: één voor elke afdeling, met daarin elke medewerker, diens begindatum, huidige salaris, laatste loonsverhoging en salarisschaal. Vervolgens werd deze informatie gedeeld met de afdelingshoofden van het bedrijf. De spreadsheets werden gebruikt als uitgangspunt voor salarisbeoordelingen en daarna volgden Slack-chats, e-mails en vergaderingen met HR om salarisvoorstellen te bespreken. Zodra er definitief was besloten welke medewerkers een salarisverhoging zouden krijgen, verzamelde HR deze informatie op weer een nieuwe spreadsheet, die naar Payroll werd gestuurd.…

Logz.io verwaltet die Lohnabrechnung für Mitarbeitende in den USA mit dem Lohnabrechnungssystem ADP Workforce Now, das jetzt auf Bob setzt. Die stundenlange Eingabe von Änderungen vor einem Lohnabrechnungszyklus ist Vergangenheit. Alle Änderungen erfolgen jetzt in Bob und werden automatisch im Lohnverrechnungszentrum festgehalten. Im Lohnverrechnungszentrum werden lohnrelevante Daten wie Gehaltserhöhungen, Boni und Adressänderungen in Echtzeit angezeigt. Bevor ein Lohnabrechnungszyklus endet, werden Änderungen im Lohnabrechnungssystem mit nur einem Klick synchronisiert, um korrekte Daten für die Lohnabrechnung bereitzustellen.…

Ualá is a fintech company with the mission of modernizing financial services throughout Latin America. With a mobile application and an international Mastercard, Ualá offers a financial ecosystem with an innovative, integrated, secure, and 100% digital experience. Purchases can be made at any website or store in the world that accepts Mastercard, and a wide variety of financial transactions are supported such as transferring money, withdrawing cash from ATMs, paying bills, topping up transportation cards or cell phones. Applying for personal loans, converting consumptions made in installments, investing in mutual funds, and charging products and/ or services are also possible through mPOS and payment links.…

Uaߊá’s HR team has transformed into one of the main drivers of business growth, often asked to pull up a seat at the table for some of the most strategic decisions in the company. In the past three years, they have implemented additional Bob modules that support them even further in managing their people and gleaning strategic insights as they transitioned from a company focused on hypergrowth to one focused on their people and strategy.

Ualá no longer uses spreadsheets stored in different locations for HR-related data. All people-related information is now saved in Bob and is easily accessible by everyone on the HR team. With KPIs defined and built within Bob, HR managers can easily extract data and create reports and graphs in just a few clicks for presentations on employee data at monthly management meetings.