01
Performance Management
Objectives, reviews and ratings in one managed cycle.
- Objective plans per employee and period
- Self and manager reviews on a shared rating scale
- Stage-by-stage progress across the organization
The platform
One platform for the work of running a business.
People, projects and customers belong together. Flipp’s modules build on shared records and access controls, so each team works with the same context. Explore the live modules and the work in development below.
The tools to run your business.
Explore the modules below. Time management and expenses are in development and marked accordingly. AI assistance is built into relevant workflows across the platform.
02
Project Management
Keep clients, projects, tasks and responsibilities connected.
- Projects linked to clients and team members
- Billable rate per member, with a project default
- Client records alongside project delivery
03
Recruiting
From open role to signed candidate on one board.
- Roles with salary range, skills and hiring manager
- A public application page per open role
- Candidate pipeline with your own workflow stages
04
Onboarding & offboarding
Give arrivals, departures and handovers a clear owner.
- Role-based checklists with owners and due dates
- HR and IT coordination, from equipment to access
- Buddy assignments, probation reviews and handover planning
05
Employee Questionnaires
Ask the whole organization and get structured answers back.
- Questionnaires distributed by their own link
- Ratings, multiple choice and free text in one form
- Submissions collected and reviewed per campaign
06
Compensation Development
Follow how pay develops next to performance.
- Compensation bands and salary history per employee
- Read alongside ratings and objectives
- Visible only to the roles you allow
07
Product & Service Management
The catalogue your commercial team quotes from.
- Products and services with categories and prices
- Assigned to the clients that buy them
- One source for what the company actually sells
08 In development
Time management
Time capture, working-time rules and review, now in development.
- Timer and manual entries linked to projects and activities
- Weekend, public-holiday and overtime rates applied on save
- Review workflow and optional AI assistance defined in the specification
09 In development
Expenses
Receipt capture, approvals and reimbursement tracking, now in development.
- Scan a receipt into structured fields
- Per-category limits and receipt rules
- Approvals scoped by who manages whom
In development
This module is in development. The details below describe its current scope and direction, including work that is not yet generally available.
Deep dive
A clear record of work, from timer to review
Capture time against projects and activities, apply your organization’s working-time rules, and give managers the context to review exceptions. Recorded hours and credited hours stay distinct. The specification also sets out optional AI assistance and the requirements still to be delivered.
- 1
Start the timer
Start a timer for the work in front of you. It follows your account across devices and survives a page reload. Starting another timer first closes the current one.
- 2
The entry is evaluated on save
Time that crosses midnight is split at the local day boundary. Each day is classified as a workday, a weekend or a public holiday and credited at the matching rate. Minutes past the daily threshold are credited as overtime.
- 3
Managers approve the exceptions
Weekend, holiday and overtime entries reach an approval queue with the reason attached. Approval is post-hoc: the hours are recorded either way, and review decides whether they are accepted.
- 4
The week adds up by itself
Employees see logged, credited and overtime hours against their weekly target, with weekends and public holidays marked by name. Project and client totals draw on the same stored figures.
Rates are applied, not worked out by hand
These are configurable product defaults for time credits. They are not statutory Swiss pay rates or a payroll calculation.
| Day type | Credited at | Applies to |
|---|---|---|
| Workday | 1× | Monday to Friday, no public holiday at the employee's work location |
| Weekend | 1.5× | Saturday and Sunday |
| Public holiday | 2× | A holiday in the employee's work canton. Takes precedence over the weekend rate. |
| Overtime | 1.25× | Minutes past the daily threshold, eight hours by default |
Rates never stack
The ninth hour on a Tuesday is credited at 1.25×. The ninth hour on a public holiday is credited at 2×, not 2.5×. Each segment gets exactly one factor — the highest that applies.
Swiss public holidays, canton by canton
The calendar is imported one year at a time from a public source and held per organization. Nationwide holidays count for everyone; a cantonal holiday counts only for employees whose work canton matches.
Administrators can add company holidays and bridge days; re-importing a year preserves manual additions. The current calendar works with full days and cantons. Local observances and half-days need separate rules before they can be represented accurately.
Validation with clear reasons
Manual entries are checked against the rules below. The timer stop path does not yet enforce the same checks; consistent handling and a way to retain actual work over a policy limit are delivery requirements in the specification.
- Over the daily maximum, twelve hours by default
- Over the weekly maximum, forty-five hours by default
- Overlapping an entry that already exists
- Ending in the future
- Longer than twenty-four hours
Approval after the fact, not before
Weekend, holiday and overtime work can be reviewed after recording. Managers and administrators see the trigger, calculated credits and review status. The current approval scope is organization-wide; reporting-line delegation is a proposed extension.
What was recorded stays recorded
Saved entries retain their calculated time credits when policy factors or holiday calendars change. Editing an entry recalculates it and resets its review. Period locking and corrections to closed periods are proposed extensions.
One set of figures
The week view separates recorded time, credited time, overtime and time awaiting review. Credited totals can include pending or rejected entries; they are not an approved payroll total. The specification defines the remaining reporting requirements.
Optional · Proposed, not yet available
Less timesheet admin, with an AI assistant
An assistant could assemble the day, suggest project allocations and surface entries that need attention. You would review the evidence and decide what becomes a time record. Each option below can be enabled separately; the timer and manual entry remain available.
Draft my day
Turn selected calendar events and project activity into a private draft, with suggested project, duration and description.
Log time by asking
“Log 45 minutes for the Acme design review yesterday.” Preview the date, project and duration before saving.
Check my timesheet
Flag possible overlaps, forgotten timers, unassigned work and missing details before review. Explain each flag and offer a correction.
Recall work privately
An optional personal activity timeline could help recover forgotten work, with pause, exclusions and deletion under the employee’s control.
Explain project time
Ask where a project’s time went, which entries await review, or how accepted hours compare with a stated budget.
Separate human and agent work
Keep human effort, unattended AI runs and provider costs separate when a project uses AI agents.
The specification, in full
Read the current rules, known gaps, acceptance examples and optional AI workflows. Core requirements and proposed extensions are labelled separately so you can assess what fits your team.
Read the requirements document Opens in a new tab
Performance Management
Goals that stay honest between reviews
An objective period frames the cycle, each person gets a plan inside it, and progress is recorded as it happens rather than reconstructed at the end.
Set the period
An objective period frames the cycle and every person gets an objective plan inside it, so a goal is always scoped to a timeframe rather than floating.
Break goals into key results
Objectives carry measurable key results, and check-ins record progress over time, so a plan shows movement instead of one end-of-cycle guess.
Review from both sides
Manager and self reviews close the period. Ratings sit next to the evidence they were based on.
Behaviour goals
Not everything worth measuring is a number. Behaviour goals track how work gets done alongside what gets delivered.
Development plans
Growth objectives live next to performance ones, so development is planned rather than remembered at review time.
Feedback in context
Employee feedback and comment threads attach to the plan, so the context is already there when the review comes round.
Project Management
Client work, with clear ownership
Clients, projects and tasks share the same context. Give each piece of work an owner and keep the customer relationship alongside delivery. The fuller time-management workflow is in development.
Structure the work
Clients own projects and projects own tasks. Tags keep a growing backlog navigable as the engagement runs.
Run it on a board
Tasks move across a board with assignees, so day-to-day delivery and the client record are the same data rather than two views to reconcile.
Keep the commercial context
Keep project membership and agreed rates alongside the tasks. Time-management and finance handover extensions are described separately.
Rates per membership
An hourly rate belongs to someone's membership of a project, so the same person can be billed differently on two engagements.
Explicit ownership
Tasks carry assignees, so who is doing what is visible without a status meeting to establish it.
The client record
Products and services attach to the client, so commercial context sits alongside the delivery record.
Recruiting
From open role to signed offer
Roles publish to a public application page, candidates move through stages you configure, and every interview leaves structured evidence behind.
Open a role
A role carries its description and requirements, and can be published to a public application page candidates apply through directly.
Move candidates through stages
Workflows define the stages and the actions attached to them, so a hiring process is configured per organization rather than hard-coded.
Interview and decide
Interviews and structured interview feedback attach to the candidate, so a decision rests on recorded evidence rather than recollection.
Configurable workflows
Stages and their actions belong to your organization, so the process matches how you actually hire.
Public applications
An open role reaches a public page with its own URL, and applicants need no account to apply.
Clear pipeline ownership
Candidates carry a managing user, so responsibility for a pipeline is explicit rather than assumed.
Onboarding & offboarding
A considered welcome. A clear handover.
Joining and leaving both involve people, equipment, access and knowledge. Coordinate the responsibilities so a new colleague can get started and a departing colleague can leave the work in good hands.
Prepare the first day
Start from a role-based checklist. Assign HR, IT, manager and employee tasks, with deadlines relative to the start date.
Help people settle in
Assign a buddy, follow equipment and account-setup tasks, and keep probation objectives and check-ins connected to the new colleague.
Plan the departure
Use a departure checklist to agree handover owners, equipment returns and access-removal tasks. The responsible teams carry out and confirm each step.
Reusable checklists
Adapt templates to different roles, with required tasks, priorities and a named assignee for each responsibility.
HR and IT, coordinated
Provisioning tasks have their own queue. Named HR and IT contacts help the right people pick up the work.
A supported first few months
Connect probation objectives, check-ins and reviews to the employee’s start, with a manager and buddy to turn to.
Employee Questionnaires
Ask everyone, then read the signal
Build from typed questions, distribute by link, and collect submissions that stay readable as the response count grows.
Build from typed questions
Single choice, multiple choice, free text and scales, with per-question options, skip rules and limits on how many choices count.
Distribute by link
Each distribution gets its own URL. Respondents open it directly, and sign-in is optional per questionnaire.
Read the results
Submissions collect answer by answer. AI assistance can summarise free-text responses into themes for you to review.
Conditional questions
A question can depend on an earlier answer, so respondents only see what actually applies to them.
Start from a template
Templates give a working questionnaire to adapt rather than a blank page to fill.
Localised questions
Questions carry per-locale translations, so one questionnaire serves a multilingual workforce.
In development
Expenses
Receipt to reimbursement, with policy in the loop
Photograph the receipt, check the expense rules automatically, and submit the expense for approval.
This module is in development. The details below describe its current scope and direction, including work that is not yet generally available.
Capture it
Photograph a receipt and the fields come back filled: merchant, date, total, currency and category. Anything wrong is corrected before submitting.
Check against policy
Category rules are evaluated on read. A blocked category or a missing receipt stops the submission; going over a limit warns and still routes for approval.
Approve and reimburse
Administrators review organization claims; managers review their managed teams. Nobody reviews their own. Only administrators mark approved personal-funds claims reimbursed after payment; company-card claims stop at approval.
Policy evaluated live
Rules are applied when a row is read, so changing a limit updates every open expense rather than only the ones submitted afterwards.
Original currency kept
A foreign receipt retains its original amount and currency. The employee checks and enters the amount in the organization currency; conversion is not automatic.
Export for finance
Filtered rows export to Excel, so a period reaches finance without a hand-built extract.
Compensation Development
Salary bands that hold their shape
Every role carries a band with a floor, a ceiling and a currency, and each person's position is recorded inside it.
Define the band
Each role carries a compensation band with a minimum, a maximum and its own currency.
Place people inside it
Compensation entries record where someone sits, so a salary is a point in a defined range rather than a standalone number.
Track the movement
Entries accumulate over time, so progression through a band is visible instead of being reconstructed from old contracts.
Bands belong to roles
Because a band hangs off the role, a promotion moves someone into a different range by definition rather than by negotiation.
Currency per band
Each band carries its own currency, so a multi-country structure stays readable without a conversion step.
Scoped access
Compensation is gated by role, so the data reaches the people who set it and nobody else.
Product & Service Management
What you sell, attached to who buys it
A catalogue of products and services, grouped by category, priced by plan, and linked to the clients that hold them.
Build the catalogue
Products and services sit under categories, so a growing offer stays organised instead of becoming a flat list.
Price it
Pricing plans attach to what you sell, so commercial terms live with the item rather than in a separate document.
Attach it to clients
Client products and client services record who holds what, so an account's footprint is explicit.
Products and services both
Both are modelled properly, so a mixed offer of licences and delivered work fits without bending one into the shape of the other.
Categories that scale
Grouping keeps a catalogue navigable as the number of things you sell grows.
Per-client assignment
What a client holds is a record you can query, not a note in a free-text field.
Our direction · Company brain vision
Your company’s knowledge, put to work.
Flipp brings people, projects and customers together. Our vision is to turn that foundation into a company brain: shared knowledge that helps every team find answers, understand decisions and take the next step.
Connect the handbook, product knowledge, customer history and lessons from completed work to the records your team uses every day. Help new joiners get started, support teams resolve issues and sales teams prepare with the right context.
Today, Flipp helps draft goals and job descriptions and summarise questionnaire responses. The company brain and the use cases below are a proposed extension.
One company memory. Useful to every team.
Help new joiners find their feet.
Bring together role guides, team responsibilities and approved processes, with the person to ask when an answer needs context.
“How do we start a client project, and who can help me?”
Give support the full context.
Find product guidance, previous resolutions and the customer’s history to prepare a useful response. Share only information approved for that customer.
“What solved this issue last time, and what can we tell this customer?”
Help sales prepare with substance.
Bring customer history, product details and approved case studies into meeting briefs and proposal drafts. Keep commitments grounded in what the company can deliver.
“What have we promised this customer, and which offer fits their needs?”
Keep everyday work moving.
Find the process, the decision behind it and the person responsible. Prepare a handover or follow-up using the current project context.
“What changed on this project, and who needs to act?”
Knowledge with an owner.
Each guide, policy and reusable answer should have a source, an owner and a review date. Turn resolved questions into knowledge only after someone checks them.
Answers people can check.
Show the sources and how current they are. Respect each person’s access, separate internal knowledge from customer-approved content, and ask an owner when information is missing or conflicts.
From an answer to a next step.
Start by finding and explaining. Then help prepare replies, tasks, handovers and follow-ups for review. A person approves sending a message or changing a business record.
Find the right starting point for your business.
Bring us a workflow, a team or a customer process you want to improve. We’ll show you the relevant modules and discuss what is coming next.
Get in touch