Platform

Every product is a signal source.
The graph is the architecture.

Helm is not a bundle of separate tools. Every product feeds the same organisational graph. The more you use, the smarter the platform becomes — without anyone filling out a profile.

The integration architecture

Moonboard

Docs

Spotlight

Launchpad

Compass

Pulse

Showcase

Learning

signals flow down

Crew

The organisational graph. People, teams, skills, relationships — built automatically from signals.

Atlas

The intelligence layer. Queries the graph to answer questions no other tool can.

Product integration map

What each product sends. What it gets back.

Every product is both a standalone tool and a signal source for the organisational graph. No product is an island.

Moonboard

Sends to Crew

Relationship signals

Milestone signals

Celebration signals

Receives from Crew

Employee names

Profile photos

Auto-triggered milestones

Docs

Sends to Crew

Lifecycle signals

Structure signals

Mobility signals

Receives from Crew

Employee name & title

Start date & manager

Org legal name

Spotlight

Sends to Crew

Recognition signals

Skill tag signals

Values signals

Receives from Crew

Employee profiles

Team membership

Manager relationships

Launchpad

Sends to Crew

Structure signals

Relationship signals

Lifecycle signals

Receives from Crew

Employee profiles

Manager relationships

Onboarding routing

Compass

Sends to Crew

Goal signals

Growth signals

Manager confirmation

Receives from Crew

Employee profiles

Spotlight recognitions

Pulse sentiment

Pulse

Sends to Crew

Sentiment signals

Receives from Crew

Employee profiles

Team membership

Showcase

Sends to Crew

Contribution signals

Project edges

Expertise signals

Receives from Crew

Employee profiles

Team membership

Skill tags

Learning

Sends to Crew

Skill signals

Certification signals

Expiry signals

Receives from Crew

Employee profiles

Existing skill graph

Critical integration points

The moments where products must talk to each other correctly.

If any of these break, the graph degrades and Atlas becomes unreliable. These are the integration points we validate continuously.

Moonboard → Crew

Relationship seeding

When employee A creates a board for employee B, Crew creates a relationship edge between them. Every message, reaction and contribution reinforces the graph. Cross-team interactions receive higher weight.

Real-time

Docs → Crew

Structure confirmation

When a manager approves a document request, Crew receives one of the strongest structural signals available — a real-world workflow confirming the manager-report relationship. Not imported from a CSV. Observed from behaviour.

High weight

Launchpad → Crew

Org structure foundation

New employee onboarding creates the highest-weight structural signal in the system. Department, team, manager, location and start date — all confirmed through a live workflow, not a static import.

Highest weight

Spotlight → Crew

Skill and influence graph

Every recognition contributes a relationship edge. Skill tags build the expertise graph. Cross-team recognitions receive a 1.5× weight multiplier. Manager recognitions receive 1.3×.

Weighted

Learning → Crew

Certified skill evidence

Completed certifications carry the highest skill signal weight. Expiry dates enable automatic decay — so the graph stays current without anyone maintaining it.

Decaying

Two paths to Helm

Start with a single board. Or onboard your whole organisation.

Two fundamentally different entry points with different goals, timelines and success metrics. Both lead to the same platform.

Path A

Moonboard first

An individual, a manager, or a small People Team who wants to create a celebration board. No account required. No organisation setup. Just one link and the whole team contributes.

Create a board

Select type, enter recipient name. Board is live in under 2 minutes.

Share the link

No account needed to contribute. Anyone can post messages, photos and reactions.

Save to account

Claim the board to manage contributions, download the Memory Book and track messages.

Connect your org

After 3+ contributions, set up your organisation to auto-trigger future boards.

< 3 min

to first board

> 70%

completion rate

contributions/board

Path B

Organisation onboarding

A Head of People or HR Operations Manager who wants to onboard their entire organisation. They have a mandate, a budget and a deadline.

Account & organisation setup

Company details, plan selection, operator seat invitations. Target: 10 minutes.

Employee data import

CSV upload with validation, manager resolution and inline error correction. Target: 15 minutes.

First product setup

Configure Moonboard auto-triggers, Docs templates and approval routing. Target: 10 minutes.

Team communication

Pre-written announcement email, ready to send or copy. Target: 5 minutes.

< 40 min

full setup

> 75%

import completion

0.6+

graph coverage at 90 days

The transition between paths

When a Moonboard-first user sets up their organisation, everything carries forward — boards, messages, contributions. Historical interactions are retroactively matched to employee profiles and converted to relationship signals.

The transition is voluntary, clearly motivated and low friction. The graph gets its first real data the moment the import completes.

✓All existing boards preserved

✓Messages linked to profiles

✓Signals converted retroactively

Signal architecture

Seven signal types. One coherent graph.

Every action in Helm emits one of seven signal types. Each carries a weight, a source and a timestamp. Together they build the most complete picture of how your organisation actually works.

Relationship

Board created, message posted

Moonboard, Launchpad

Recognition

Peer shoutout, skill tagged

Spotlight

Lifecycle

Document requested, policy signed

Docs, Launchpad

Skill

Certification complete, tag added

Learning, Spotlight

Contribution

Demo presented, project shipped

Showcase

Structure

Manager confirmed, team assigned

Launchpad, Docs

Sentiment

Check-in submitted

Pulse

Confidence-weighted

Every edge in the graph carries a confidence score derived from signal weight, recency and source diversity. Atlas never asserts without evidence.

Time-decaying

Signals lose weight over time. A certification from five years ago matters less than one renewed last month. The graph stays current automatically.

Cross-team amplified

When signals cross team boundaries, they receive higher weight. Cross-team collaboration is harder to observe and more valuable to surface.

The graph promise

What Helm commits to every customer.

Month 1

✓Your People Team will have processed documents faster than before.
✓Your employees will have celebrated at least one colleague's milestone.
✓Your organisational graph will have started building — automatically.

Month 3

✓Your graph coverage will be above 60%.
✓You will have a richer picture of how your organisation works than any org chart or HR system has ever given you.

When Atlas ships

✓Your graph will be ready.
✓You won't need to do anything to prepare.
✓The intelligence will already be there — because you've been building it every day.

Atlas readiness

Atlas doesn't ship until the graph is ready.

We will not launch Atlas to any organisation until their graph has sufficient coverage to produce reliable results. Insufficient data returns an honest “not enough information” rather than a guess.

Per-organisation gate

Workforce covered≥ 70%

Relationship signals per employee≥ 5

Skill signals per employee≥ 2

Time since first signal≥ 60 days

Built on trust

Intelligence you can explain. Governance you can verify.

Three levels of inference

Level 1: public knowledge. Level 2: team-level insights, visible to managers. Level 3: sensitive HR-only queries with audit logging and 90-day retention.

Evidence, not assertions

Every Atlas insight shows a confidence score and a "Why?" drawer. Every recommendation links back to the source signals that informed it.

Employee transparency

Every employee can see what Helm knows about them and why. No hidden scoring. No black-box profiles. Disputed signals surface to HR admin.

Database-level access control

Row-level security on every table. Salary data in restricted tables. Document URLs signed and expiring. Audit log append-only and immutable.

GDPR by design

Built to EU standards from day one. Data export, right to erasure and consent management built into the architecture, not bolted on.

Humans decide

Atlas recommends. People decide. The system surfaces confidence-weighted options — accountability stays with your team, not with the algorithm.

Start with one board.
The platform builds from there.

Every Moonboard message is a relationship signal. Every Docs request is a lifecycle event. By the time Atlas ships, your organisational graph is already populated.

Create a Moonboard — free Talk to us about your organisation

No card required. Free to start.

Platform

Every product is a signal source.
The graph is the architecture.

Helm is not a bundle of separate tools. Every product feeds the same organisational graph. The more you use, the smarter the platform becomes — without anyone filling out a profile.

The integration architecture

Moonboard

Docs

Spotlight

Launchpad

Compass

Pulse

Showcase

Learning

signals flow down

Crew

The organisational graph. People, teams, skills, relationships — built automatically from signals.

Atlas

The intelligence layer. Queries the graph to answer questions no other tool can.

Product integration map

What each product sends. What it gets back.

Every product is both a standalone tool and a signal source for the organisational graph. No product is an island.

Moonboard

Sends to Crew

Relationship signals

Milestone signals

Celebration signals

Receives from Crew

Employee names

Profile photos

Auto-triggered milestones

Docs

Sends to Crew

Lifecycle signals

Structure signals

Mobility signals

Receives from Crew

Employee name & title

Start date & manager

Org legal name

Spotlight

Sends to Crew

Recognition signals

Skill tag signals

Values signals

Receives from Crew

Employee profiles

Team membership

Manager relationships

Launchpad

Sends to Crew

Structure signals

Relationship signals

Lifecycle signals

Receives from Crew

Employee profiles

Manager relationships

Onboarding routing

Compass

Sends to Crew

Goal signals

Growth signals

Manager confirmation

Receives from Crew

Employee profiles

Spotlight recognitions

Pulse sentiment

Pulse

Sends to Crew

Sentiment signals

Receives from Crew

Employee profiles

Team membership

Showcase

Sends to Crew

Contribution signals

Project edges

Expertise signals

Receives from Crew

Employee profiles

Team membership

Skill tags

Learning

Sends to Crew

Skill signals

Certification signals

Expiry signals

Receives from Crew

Employee profiles

Existing skill graph

Critical integration points

The moments where products must talk to each other correctly.

If any of these break, the graph degrades and Atlas becomes unreliable. These are the integration points we validate continuously.

Moonboard → Crew

Relationship seeding

Real-time

Docs → Crew

Structure confirmation

High weight

Launchpad → Crew

Org structure foundation

New employee onboarding creates the highest-weight structural signal in the system. Department, team, manager, location and start date — all confirmed through a live workflow, not a static import.

Highest weight

Spotlight → Crew

Skill and influence graph

Every recognition contributes a relationship edge. Skill tags build the expertise graph. Cross-team recognitions receive a 1.5× weight multiplier. Manager recognitions receive 1.3×.

Weighted

Learning → Crew

Certified skill evidence

Completed certifications carry the highest skill signal weight. Expiry dates enable automatic decay — so the graph stays current without anyone maintaining it.

Decaying

Two paths to Helm

Start with a single board. Or onboard your whole organisation.

Two fundamentally different entry points with different goals, timelines and success metrics. Both lead to the same platform.

Path A

Moonboard first

An individual, a manager, or a small People Team who wants to create a celebration board. No account required. No organisation setup. Just one link and the whole team contributes.

Create a board

Select type, enter recipient name. Board is live in under 2 minutes.

Share the link

No account needed to contribute. Anyone can post messages, photos and reactions.

Save to account

Claim the board to manage contributions, download the Memory Book and track messages.

Connect your org

After 3+ contributions, set up your organisation to auto-trigger future boards.

< 3 min

to first board

> 70%

completion rate

contributions/board

Path B

Organisation onboarding

A Head of People or HR Operations Manager who wants to onboard their entire organisation. They have a mandate, a budget and a deadline.

Account & organisation setup

Company details, plan selection, operator seat invitations. Target: 10 minutes.

Employee data import

CSV upload with validation, manager resolution and inline error correction. Target: 15 minutes.

First product setup

Configure Moonboard auto-triggers, Docs templates and approval routing. Target: 10 minutes.

Team communication

Pre-written announcement email, ready to send or copy. Target: 5 minutes.

< 40 min

full setup

> 75%

import completion

0.6+

graph coverage at 90 days

The transition between paths

The transition is voluntary, clearly motivated and low friction. The graph gets its first real data the moment the import completes.

✓All existing boards preserved

✓Messages linked to profiles

✓Signals converted retroactively

Signal architecture

Seven signal types. One coherent graph.

Every action in Helm emits one of seven signal types. Each carries a weight, a source and a timestamp. Together they build the most complete picture of how your organisation actually works.

Relationship

Board created, message posted

Moonboard, Launchpad

Recognition

Peer shoutout, skill tagged

Spotlight

Lifecycle

Document requested, policy signed

Docs, Launchpad

Skill

Certification complete, tag added

Learning, Spotlight

Contribution

Demo presented, project shipped

Showcase

Structure

Manager confirmed, team assigned

Launchpad, Docs

Sentiment

Check-in submitted

Pulse

Confidence-weighted

Every edge in the graph carries a confidence score derived from signal weight, recency and source diversity. Atlas never asserts without evidence.

Time-decaying

Signals lose weight over time. A certification from five years ago matters less than one renewed last month. The graph stays current automatically.

Cross-team amplified

When signals cross team boundaries, they receive higher weight. Cross-team collaboration is harder to observe and more valuable to surface.

The graph promise

What Helm commits to every customer.

Month 1

✓Your People Team will have processed documents faster than before.
✓Your employees will have celebrated at least one colleague's milestone.
✓Your organisational graph will have started building — automatically.

Month 3

✓Your graph coverage will be above 60%.
✓You will have a richer picture of how your organisation works than any org chart or HR system has ever given you.

When Atlas ships

✓Your graph will be ready.
✓You won't need to do anything to prepare.
✓The intelligence will already be there — because you've been building it every day.

Atlas readiness

Atlas doesn't ship until the graph is ready.

Per-organisation gate

Workforce covered≥ 70%

Relationship signals per employee≥ 5

Skill signals per employee≥ 2

Time since first signal≥ 60 days

Built on trust

Intelligence you can explain. Governance you can verify.

Three levels of inference

Level 1: public knowledge. Level 2: team-level insights, visible to managers. Level 3: sensitive HR-only queries with audit logging and 90-day retention.

Evidence, not assertions

Every Atlas insight shows a confidence score and a "Why?" drawer. Every recommendation links back to the source signals that informed it.

Employee transparency

Every employee can see what Helm knows about them and why. No hidden scoring. No black-box profiles. Disputed signals surface to HR admin.

Database-level access control

Row-level security on every table. Salary data in restricted tables. Document URLs signed and expiring. Audit log append-only and immutable.

GDPR by design

Built to EU standards from day one. Data export, right to erasure and consent management built into the architecture, not bolted on.

Humans decide

Atlas recommends. People decide. The system surfaces confidence-weighted options — accountability stays with your team, not with the algorithm.

Start with one board.
The platform builds from there.

Every Moonboard message is a relationship signal. Every Docs request is a lifecycle event. By the time Atlas ships, your organisational graph is already populated.

Create a Moonboard — free Talk to us about your organisation

No card required. Free to start.

Every product is a signal source.The graph is the architecture.

What each product sends. What it gets back.

The moments where products must talk to each other correctly.

Start with a single board. Or onboard your whole organisation.

Moonboard first

Organisation onboarding

Seven signal types. One coherent graph.

What Helm commits to every customer.

Atlas doesn't ship until the graph is ready.

Intelligence you can explain. Governance you can verify.

Start with one board.The platform builds from there.

Every product is a signal source.The graph is the architecture.

What each product sends. What it gets back.

The moments where products must talk to each other correctly.

Start with a single board. Or onboard your whole organisation.

Moonboard first

Organisation onboarding

Seven signal types. One coherent graph.

What Helm commits to every customer.

Atlas doesn't ship until the graph is ready.

Intelligence you can explain. Governance you can verify.

Start with one board.The platform builds from there.

Every product is a signal source.
The graph is the architecture.

Start with one board.
The platform builds from there.

Every product is a signal source.
The graph is the architecture.

Start with one board.
The platform builds from there.