Before anything else, it's a workspace for running a team.
People, decisions, authority, a weekly check-in. Set up your company once, and Operations and the engine read the same people.
K
W144 TestB2B services
The company
Stageearly
People12
FounderMMara Ellison
Running the team
People12 working4 critical roles, 1 leaving
Decisions14 in 28 days4.6 days to decide on average
Authority7 decision types5 rules written, 2 not yet
Weekly check-in11 weeks runningfive questions, about 90 seconds
Read by Operations and the engine
Map who does what
Profiles, reporting lines, and the roles the business cannot run without.
People12 working4 critical roles
NameRoleReports to
MMara EllisonFoundercriticalnobody
JJonas WeberHead of deliverycriticalMara Ellison
AAnton RaisFinance leadcriticalMara Ellison
IIngrid AasEngineercriticalJonas Weber
PPetr NovakHead of growthcriticalMara Ellison
The people registry
One profile per person, with the role, the start date and what they own.
P
Petr NovakHead of growth
StartedNov 4, 2025
Reports toMara Ellison
OwnsGrowth reporting
The org chart
Reporting lines drawn from the same records, with critical roles flagged on the chart.
Mara EllisonFounder
Jonas WeberHead of delivery
Anton RaisFinance lead
Petr NovakHead of growth
Anna VogelOffice and people
Log the calls you make
A decision is only reviewable if someone wrote it down.
The log14 in 28 days
What was decidedLog it
Move the ad spend from LinkedIn to searchMara Ellison, Oct 3Budget2 days
Offer for the second support hireSara Oduya, Oct 1Hiring3 days
Move the weekly from Monday to TuesdayJonas Weber, Sep 29Process1 day
End the trial for the June contractorMara Ellison, Sep 30Firing11 days
The decision log
What was decided, by whom, on what date, and how many days it waited.
End the trial for the June contractorMara Ellison, Sep 30, waited 11 days
Maria to senior bookkeeperMara Ellison, Sep 27, waited 9 days
Offer for the second support hireSara Oduya, Oct 1, waited 3 days
Where they pile up
It also shows how many calls still route through one person, the first sign of a bottleneck.
Founder in the room64%of 14 decisions in 28 days
60, a bottleneck
See who is allowed to decide
The authority map sets what each role can settle without asking, and shows where the answer is still you. It is what makes delegation real rather than verbal.
Decision typeswho settles what without asking4 of 7 still need you
TypeWho owns itNeeds the founderClose within
HiringHead of deliveryno5 days
FiringFounderyes3 days
Promotionnot setyes, by defaultnot set
BudgetFinance leadno7 days
StrategyFounderyes14 days
Process changeHead of deliveryno5 days
Anything elsenot setyes, by defaultnot set
Answer five questions a week
Five questions, ninety seconds, worded for a salaried, mixed or contractor team. Enough signal to catch key people running hot, short enough that you actually answer it.
This weekweek of Oct 5, about 90 secondsSalariedMixed or offlineContractors
01
How many of the key decisions came through you this week
under 20%20 to 50%50 to 80%over 80%
02
Did anything wait three days or longer for an answer
noyes, at least one
03
Did the team escalate to you more than usual
lessthe samemore
04
Were there conflicts over who decides
noyes
05
How loaded are the people you depend on
12345one is relaxed, five is burning out
Find the roles with no backup
Every critical role is marked with who covers it, and the knowledge map shows what lives in one head. A role with no second owner is what turns a resignation into a lost quarter. Name a second and the map stops counting it.
Critical roles4 marked, 1 with a stand-in
RoleHeld byWho can cover
Finance leadAAnton RaisMaria Lopez
FounderMMara Ellisonnobody
Head of deliveryJJonas Webernobody
Head of growthPPetr Novaknobody
Petr leaves in under four weeksGrowth reporting: only Petr knows it
Hire from one pipeline
Every opening with its seats and candidates, so you see how many people you still need and where each one stands.
Job openings12 on the team5 seats still to hire
OpeningFilledIn the pipelineStatus
Senior engineer0 of 25 candidatesopen
Support specialist0 of 23 candidatesopen
Product designer0 of 12 candidatesopen
Growth analyst1 of 1Tomas Reyes, hiredfilled
The hiring pipeline
Every candidate by stage, from applied to hired, with the opening, the source and the interview score.
Applied4
Screening3
Interview2
Offer1Johan Vik, 5 of 5
Hired1
Hours before headcount
Weekly hours against the hours already promised: who is overloaded before you open a seat.
This week367 of 448 hours promised
Jonas46 of 40
Sara43 of 40
Ingrid38 of 40
Mara36 of 40
03·THE TENSION ENGINE
Every team carries a reading no HR tool ships with.
Founder Bottleneck. Decision Latency. Role Fragility. Burnout Signal. Reading layered on the people your team already tracks.
DecisionEnd the trial for the June contractorMara Ellison, Sep 30
TypeFiringMap says3 days, founderTook11 days
W144 reading
Active tensionSeverityLast moved
Decision Latencyfiring took 11 days against 3 on the mapHighSep 30
Founder Bottleneckfounder in the room for 64% of decisions, past 60%Highthis week
04·WHAT IT CATCHES
Here's what catching them actually looks like.
Four reads your team logged and never flagged. Each surfaces in the weekly review with a cue in one line.
Firing · who decides, how fast
MEFounderon the map · within 3 days✓
MEEnding the June contractor trialtook 11 days
DAYS IT TOOK
SIGNAL 01·DECISION LATENCY
The map says three days.
The authority map gives firing to the founder within three days. Ending the June contractor trial took eleven. Every decision that runs past its line on the map feeds Decision Latency.
End the June contractor trial11 daysME
Maria to senior bookkeeper9 daysME
Pause the second market6 daysME
Offer for the second support hire3 daysSO
Move the weekly to Tuesday1 dayJW
SIGNAL 02·FOUNDER BOTTLENECK
Decisions aging on your desk.
Fourteen decisions in 28 days, 4.6 days to decide on average, the founder in the room for 64 percent. Past 60 percent, the decision view marks a bottleneck. The slowest ones are the founder's.
MSMarek SowaLEAVING RISK · 60 OF 100
No one on one+25
Under the band+20
Sounded middling+15
SIGNAL 03·BURNOUT SIGNAL
The quiet before someone quits.
No one on one in 132 days, paid under the band, and he sounded middling in the last one. Each reason adds points and every point is shown. A team that loses people faster than it hires is in Burnout Signal.
Finance leadARML
FounderME
Head of deliveryJW
Head of growthPN
SIGNAL 04·ROLE FRAGILITY
One resignation from a freeze.
Of four critical roles, only the finance lead has a stand-in. For a team of twelve, three uncovered roles is past the critical line. Petr, head of growth, leaves in under four weeks, and growth reporting is known only by him.
Founder load, decision wait, fragility, burnout. HR feeds 9 of the 27 patterns.
05·THE MONDAY LOOP
Three flags. You know who to talk to first.
What W144 does before you open the org chart Monday morning.
Monday Team Review · People SliceMonday, Oct 12
01
List last month's decisions and hand off the top five this weekfor Founder Bottleneck, the founder is in the room for 64% of decisions, past 60%MMara Ellisonlook again Oct 19
02
Pick the one or two riskiest roles and plan their cover within 30 daysfor Role Fragility, 3 of 4 critical roles have no stand-in, and Petr leaves in under four weeks
03
Review the decision log weekly and close anything pending over five daysfor Decision Latency, decisions wait 4.6 days on average, firing took 11 against 3
6 more people tensions quiet, nothing new since last Monday
WITHOUT W144
Skim Slack to guess who's blocked.
Guess who's overloaded this week.
Notice the resignation when it lands.
No read on where decisions stall.
MONDAY REVIEW~45 min
WITH W144
One view. Three flags already surfaced.
Bottleneck, fragility, latency flagged for you.
A cue for who needs a one on one, before you meet.
People risk caught today, not at exit.
MONDAY REVIEW~5 min
06·WHEN HUBS TALK
It gets sharper when other hubs join.
The people you set up here are the people the rest of W144 reads.
WHAT THE ENGINE GAINS WHEN
…OPERATIONS JOINSProjects that rest on one person, checked against the stand-ins named in HR.
…ENGINE JOINSOpen roles, uncovered critical roles and decisions waiting over five days, counted straight from HR.
…PAYROLL JOINSPay pulled from Gusto lands in each person's salary history, matched by email.
These signals only exist where the hubs meet.
OperationsStand-ins → Single owner
EngineOpen roles → HR page
PayrollPay → Salary history
HR
07·WHAT CHANGES IMMEDIATELY
Day 1First founder-dependency reading from your first check-in.
90 secWeekly check-in. Five answers only you can give.
Bus factorCritical roles without backup, flagged before someone quits.
Same weekAttrition risk surfaces from early signals, not the exit interview.
08·WHAT IT COSTS
Three plans. One bill. No per-feature tax.
HR Hub starts as intelligence: who decides, who's irreplaceable, who's at risk. Then it grows into your team's operating system. Basic from Operate, Full at Scale.
✕ NO HR HUBLAUNCH
$49/month
Solo founder
For founders pre-launch. Web, Marketing, and the Stress Test. Upgrade to Operate when you have a team to run and work to track.
·Web Hub
·Marketing Hub
·Business Stress Test
·Dominant tension + primary lever
·300 AI operations / month
Less than three monthly subscriptions you'd buy separately.