In their own words

A few teams who let us into the quiet parts of their week.

These aren't logo-wall placeholders. They're real people teams who put real workflows — leave, hiring, letters, attrition signals — through Orios every day. One of them is ours.

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Quietly running at
Why we use it ourselves

We use Orios at Colate. Every day.

The simplest reason: if a feature isn't good enough for our own people team, it isn't good enough to ship. Every leave request, promotion letter, and quarterly review at Colate runs through Orios — same modules, same agents, same rate limits. When something breaks, our team feels it before you do.

  • Same product. No internal-only build, no parallel admin console — we're on the tenant we sell.
  • Same on-call. The first page when something goes wrong is to our own team using the product.
  • Same bar. Every release ships through our own people ops week before it hits a customer rollout.
Colate
HR · the team behind Orios · 50–100 people · Bengaluru · Mumbai
From the team

We ship Orios using Orios.

If a feature isn't good enough for our own people team, it isn't good enough to ship. Every leave request, promotion letter, and quarterly review at Colate runs through Orios — same modules, same agents, same rate limits. When something breaks, our team feels it before you do.

"
We're an HR product, so the bar is brutal: we have to live inside what we ship. The week we promoted three engineers, Drafter wrote the letters before our COO finished her coffee. The next week Luna caught a leave clash we'd missed. We don't dogfood because it's a good slogan — we dogfood because we'd rather find the bug than ship it.
✦
The Colate team
Engineering & People Ops · Colate
100%
HR ops in-product
0
spreadsheets in payroll prep
9×
faster letter turnaround
Blocktwin
Web3 infrastructure · 120 people · Singapore · Bengaluru

Hiring senior engineers without the bidding-war chaos.

Web3 talent moves fast and lies often. Blocktwin needed a sourcing layer that read their team, not a generic ideal-candidate model.

"
Hiring in Web3 is a knife fight for senior eng talent. Scout reads our actual team — what good looks like here — and ranks against that. Last quarter the top three Scout picks were the three we made offers to.
M
Maya Sharma
Head of People · Blocktwin
18d → 7d
time-to-fill, senior eng
4×
sourced offers / quarter
92%
offer acceptance
RecruitmentScout AICore HR
Aumbit Inc
Vertical SaaS · ops tooling · 180 people · Austin · Pune

Four tools, one Notion page, and a board review on the calendar.

Aumbit was running people ops on a Frankenstein stack. The board review deadline forced consolidation; Orios shipped before the meeting.

"
We had four tools and a Notion page running people ops. Orios replaced all of them in three weeks. The org chart shipped first; Documents pulled every signed policy into one place so quarterly access reviews stopped being a fire drill. Boring is the goal.
D
Daniel Ortiz
Director of HR · Aumbit Inc
4 → 1
tools in HR stack
3 wks
to full migration
$87k
saved / yr on tooling
DocumentsComplianceCore HR
Corvee
Tax planning software · 220 people · Fort Lauderdale · remote

Catching attrition risk before it becomes a resignation.

Corvee tripled headcount in 18 months. Without an early-warning layer, the people team was always reacting; with Pulse, they earned conversations weeks earlier.

"
We grew from 60 to 220 in eighteen months. Pulse caught attrition risk on a manager three weeks before her resignation hit our radar. We didn't fix it, but we earned the conversation. That's the job.
L
Lauren Whitaker
VP People · Corvee
60 → 220
employees in 18mo
3 wks
avg. early-warning lead
−14%
regrettable attrition YoY
Pulse AnalyticsArden AICore HR
Across the cohort
12h
reclaimed / wk by the median HR lead
3×
faster onboarding across the cohort
−14%
lower regrettable attrition (YoY)
$87k
saved / yr on HR tooling
Two minutes from here

Give your HR team a
quieter Monday.

Spin up Orios in under five minutes. Bring your team in this week. Wonder how you ever ran HR the old way.

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