WorkMonitor for mid-market teams
The manager who knew everyone no longer does
Spreadsheets stop reconciling, the org chart lives in three places, and the first real audit is booked. Roles scoped to the structure, one capacity signal, and approval that counts as a control.
Free for two seats, no card.
Team or Business, per seat, no minimums.
- Product32
- Engineering44
- Support29
- Sales20
- Operations13
- Finance7
Mid-market
What changes at a few hundred people
Pick a line and the page it happens on opens on the right.
- AKProjectsRun client work.Search or ask…
- Projects
- Timesheets
- Time reports
- Invoices
- Payouts
- Billing
Northlight StudioProjectsBudget burn and margin, liveTOTAL BUDGET$486,5006 projectsBURNED59%$286,200HOURS TRACKED2,382hOVER 90% BURN1projectPROJECTBUDGET BURNHOURSMARGIN- AKBrand systemHarbour Foods · Fixed fee93%$78,100 of $84,000Over 90%648h12%
- JMNorthlight redesignKestrel Labs · Time & materials74%$45,500 of $61,500379h34%
- RPMobile app buildOrbit Retail · Fixed fee66%$84,500 of $128,000704h41%
- LMPackaging refreshHarbour Foods · Time & materials52%$19,800 of $38,000165h29%
- SDDesign retainerVela Health · Retainer41%$29,500 of $72,000246h46%
- TVData platform UXRidgeway Group · Time & materials28%$28,800 of $103,000240h38%
Burn is computed from tracked hours, so it is current rather than reconstructed at month end.6 projects · 5 clients
- Projects
- Timesheets
- Time reports
- Invoices
- Payouts
- Billing
- AKBrand systemHarbour Foods · Fixed fee93%$78,100 of $84,000Over 90%648h12%
- JMNorthlight redesignKestrel Labs · Time & materials74%$45,500 of $61,500379h34%
- RPMobile app buildOrbit Retail · Fixed fee66%$84,500 of $128,000704h41%
- LMPackaging refreshHarbour Foods · Time & materials52%$19,800 of $38,000165h29%
- SDDesign retainerVela Health · Retainer41%$29,500 of $72,000246h46%
- TVData platform UXRidgeway Group · Time & materials28%$28,800 of $103,000240h38%
Rollout
Putting structure under a company that outgrew informality
- 1
Model the org, then scope to it
Org structure syncs from your HRIS and roles bind to a node, so a divisional lead sees their division and nothing above it.
- 2
Compare capacity across teams
One load signal reading at person, team and org level, so rebalancing between teams stops being a negotiation between managers.
- 3
Make approval a control
Multi-stage approval with separation of duties, on append-only timesheets, the version that survives an audit rather than explaining one.
- 4
Give every manager their own digest
Scoped to what each of them manages rather than broadcast org-wide, which is what stops it being ignored.
Running on everyone knowing everyone vs. running on structure
workmonitor.vsHow it worked at forty people
Who can see whom
With WorkMonitor
Roles scoped to a node in the org tree, enforced on the server against the session.
How it worked at forty people
Everybody, because at forty people it did not matter.
Capacity
With WorkMonitor
One signal at person, team and org level, comparable in both directions.
How it worked at forty people
Compared within a team, never across them, so rebalancing is a negotiation.
Approval
With WorkMonitor
Multi-stage with separation of duties, on an append-only record with a correction chain.
How it worked at forty people
Worked because everyone knew each other, which is not a control.
Reporting
With WorkMonitor
A digest per manager, scoped to the people they actually manage.
How it worked at forty people
One org-wide broadcast that most managers ignore.
Systems of record
With WorkMonitor
Nine HRIS connectors syncing people and org structure.
How it worked at forty people
A second directory maintained by hand, drifting from the first.
Targets
With WorkMonitor
Evaluated on read, reporting no data honestly rather than defaulting to a pass.
How it worked at forty people
A green dashboard nobody has audited.
- Today
- Insights
- Activity board
- Live screens
- Team
- Agents
- Integrity
- App categories
- Reports & digests
- Capacity
- AKAria K.Figma92Active
- JMJon M.Terminal78Active
- SDSara D.Slack61Active
- RPRavi P.Notion34Idle 11m
- LMLena M.Teams55In a call
- TVTomas V.Off shift0Off
What a mid-market company gets to work with
- Custom roles & granular RBAC
- SSO (SAML/OIDC)Beta
- SCIM v2Beta
- Members & invitations
- Org structure / hierarchy
- Multi-entity holding roll-up
Ask AI
Ask AI across every team
Answers assembled from capacity, delivery and coverage across the whole org.
Pick a question above and WorkMonitor AI will answer from your team's real numbers.
- Today
- Insights
- Activity board
- Live screens
- Team
- Agents
- Integrity
- App categories
- Reports & digests
- Capacity
- AKAria K.Figma92Active
- JMJon M.Terminal78Active
- SDSara D.Slack61Active
- RPRavi P.Notion34Idle 11m
- LMLena M.Teams55In a call
- TVTomas V.Off shift0Off
The status meeting, already written
Status is normally assembled by asking. Here it is already: hours, activity, attendance and risk on one board, for one person or the whole company. Set the thresholds once and it tells you who needs you.
Jobs to be done
The jobs a mid-market company runs here
- Score productivity & focusOne score per person, team or company, with the breakdown behind every one. Your categories rather than our defaults, and a capacity signal that names who is running hot.
- Manage remote & hybrid teamsOne live board across every zone, attendance in each person’s local day, capacity bands that name who is drowning, and a rollout that never touches a machine.
- Run payroll from approved hoursApproved timesheets seed the run, one rate engine prices pay and billing, an integer-cent pre-flight has to balance, and the export is gated to the owner.
- Catch anomalies with smart alertsAnomaly detection against your own baseline, six named agents on specific jobs, evidence-cited summaries, and delivery to a channel your team already reads.
Straight answers
The questions we would ask in your position
Every answer here is the one you would get on a call. Open as many as you like; they stay open, so two can be held side by side.
No. Role scoping to the org tree, tenant isolation, the audit chain and approval with separation of duties are how the platform works rather than an enterprise add-on. What Enterprise adds is scale of rollout and the commercial terms; the security posture is not a tier.
Sync it. Nine HRIS connectors, Workday, ADP, SAP SuccessFactors, Oracle, Deel, Finch, Okta, Entra ID and Google Workspace, bring people and structure in, and the org chart can drive team structure automatically. Your HRIS stays the system of record.
They should not have to, which is why the digest is scoped per reader and the alerting is push. A manager who never opens the dashboard still gets their team’s top movers weekly and an alert the day a pattern breaks, and, as the example above shows, whether they open it is itself a signal.
Nothing changes technically: the same platform runs at ten thousand seats. See the enterprise page for the rollout, identity and procurement side of that.
Nearby
Teams with the same problem, from another angle
Take these with you
The software is the easy part of a rollout
Here is what we would send a manager doing one for the first time: how to read a productivity number, what to say to a remote team before anything is installed, and a policy you can adopt as written.
Point it at one team for a week.
Create the account, put the agent on a handful of desks, and leave it alone. On Friday you read the week instead of reconstructing it: hours against their projects, focus and idle per person, and the timesheets already filled in.
Free for two seats. No card, and no sales call to sit through.