You have hit the breaking point around 50 people
Statutory leave entitlements, reporting obligations and formal policy requirements arrive together, with no single system tracking whether you have crossed them.
Growing businesses · 25–100 employees
The stage where process either scales with you, or breaks.
For HR Managers, Heads of People and operations leaders.
You have outgrown spreadsheets but cannot absorb a six-month implementation. Doo gives you performance cycles, structured hiring and connected operations that hold together while headcount doubles — without adding headcount to run it.
Free for 1–5 employees. Virtual Workers cost extra.Records · One source of truth
Keep employee details, documents, reporting lines and leave information connected to the employee record.
What actually goes wrong at 25–100 employees
These are the patterns we see most often at your stage — and what each one costs if you leave it alone. If two or more land, Doo is aimed squarely at you.
Spreadsheets have become a liability
Manual entry errors are baked into the process. Version control is guesswork, and payroll, leave and reviews live in separate files.
One HR generalist is a single point of failure
When everything routes through one overloaded person, approvals stop when they are away and the process leaves with them.
Managers are absorbing people admin
Policy questions, onboarding logistics, leave approvals and review chasing all escalate to line managers.
Onboarding quality is visibly degrading
Early hires got a personal welcome. Recent hires got a laptop and a link, slowing ramp and weakening early engagement.
Review season is a spreadsheet exercise nobody finishes
Cycles are announced, chased and quietly abandoned, leaving feedback too late to act on.
Nobody can answer basic workforce questions quickly
Turnover, capacity and hiring costs require cross-referencing files and hoping the numbers line up.
What changes, concretely.
Today
Review cycles finish late, partially, or not at all.
With Doo
Cycles complete on schedule with feedback summarised into themes managers can act on.
Today
Every new hire is re-typed into three different systems.
With Doo
A signed offer becomes an employee record, an onboarding plan and a set of tasks in one step.
Today
Leadership asks for headcount reporting and waits a week.
With Doo
Headcount, turnover and engagement are live, because they read from the same record.
Today
Managers escalate every policy question to HR.
With Doo
Employees self-serve from published policy, and only real decisions reach a human.
How much AI, and where
This is where Virtual Workers earn their place. Hire the HR Assistant and Performance Manager to carry cadence and chasing, so your one HR hire does judgement work instead of follow-ups.
01 · Scoped workers
Scoped to a single job each
Meet the Virtual Workers 02 · Permissioned accessPermissioned by role, like an employee
Explore controls 03 · Human approvalHuman approval on anything consequential
See how it worksPerformance Manager
Cycle progress 82%3 managers need a nudge
Cadence and chasing carried by a bounded worker.
HR Assistant
Open actions 124 owners need a decision
Routine follow-through surfaced for human judgement.
Growing Businesses, answered.
We already have an HR system. Is migrating painful?
Invite your people and Doo builds records, org structure and access instantly. Because it is pre-configured, there is no design phase before you can use it.
When does a growing business need a proper HR system?
The pain usually starts between 20 and 30 employees and becomes acute around 50, when statutory thresholds, multi-location complexity and manager load arrive together.
Can we roll it out module by module?
Yes. Most companies at this size start with Core HR and Performance, then switch on Recruitment and Tasks & Projects once the basics are embedded.
How much of our process can we keep?
Start from a pre-built template and adjust cycles, questions, pipelines and lifecycles to match how you already work.