Titles, levels, and pay don’t match.
Roles are defined in one place, pay in another, and the org chart in a third. Nothing quite lines up, and no one can explain why.
room to play space to grow
Roles, pay, and org structure that actually line up.
Playground is a suite of five connected tools that helps HR teams design and roll out their workforce structure so employees understand it and trust it.
Workforce decisions get made in disconnected pieces.
Sound familiar?
Every change means starting over.
Growth, an acquisition, or AI reshaping the work sends your team back into spreadsheets to rebuild roles, pay, and structure by hand.
Good plans stall at rollout.
The design is solid, but managers aren’t ready to explain it, and employees can’t see where they fit or what comes next.
Leaders can’t see the full picture.
It’s hard to tell how a hiring, pay, or restructuring decision affects cost, capacity, and the people involved.
The result is slow decisions, inconsistent outcomes, and employees who don’t trust the system.
our solution.
Playground brings roles, pay, work, teams, and headcount planning into one suite, so each decision builds on the last instead of starting from scratch.
Start with the employee’s point of view: the work they do, how they’re rewarded, and where they can grow.
People lead.
AI helps.
design.
Build the roles, pay, and workforce structures your organization needs, on a clear, shared foundation.
deploy.
Roll it out with change management, clear communication, and employee support, from the plan to adoption across teams.
One connected foundation for every workforce decision.
Who we arefive products. one playground.
Job Architecture Tool
What roles and levels do we have, and how do people move between them?
Define role families, levels, and career paths, then bring consistent roles and growth paths into the organization.
give growth a clear path.
Open Job Architecture
Sign in to your workspace to build or use an architecture.
Compensation Builder
What should each role pay, and how do we explain it?
Build salary ranges around jobs, market context, and your pay philosophy, then apply one consistent pay framework to workforce decisions.
connect roles with reward.
Open Compensation
Available to enabled organizations. Individual pay requires permission.
Work Designer
Which tasks should people own, and where does AI help?
Explore the tasks inside each role and where people and AI contribute best, then put better ways of working into practice while growing employee capability.
make room for better work.
Discuss Work Designer
Product preview. Contact us to discuss availability.
Org Designer
How should our teams and reporting lines fit together?
Model teams, layers, and reporting relationships, then turn the structure into clear responsibilities and connections.
bring the pieces together.
Discuss Org Designer
Product preview. Contact us to discuss availability.
Workforce Planner
What roles, skills, and capacity will we need next?
Connect business goals with future roles, skills, and capacity, then activate plans to develop, hire, or redistribute people.
build the path ahead.
Discuss Workforce Planner
Product preview. Contact us to discuss availability.
Start anywhere. Connect as you grow.
who is playground for?
Your people. Your business.
One connected foundation.
For the C-suite
Where should we invest in our workforce?
See how roles, cost, and capacity fit your business priorities.
- Compare structures before you make a move.
- Plan where to build, hire, or redeploy.
- Connect pay investment to the work ahead.
put a value on time.
Explore what less coordination could return to your team.
your illustrative scenario
hrs
$
%
The value of time returned
$171,000
illustrative annual labor capacity
1,800
team hours returned
225
eight-hour workdays
Your assumptions, not measured product results. This is labor capacity, not guaranteed cash savings. Product and implementation costs are excluded.
Illustrative annual capacity value: $171,000. Team hours returned: 1,800.How the numbers work
Hours returned = decisions × total team hours per decision × assumed reduction. Annual capacity value = hours returned × loaded hourly labor cost. Workdays = hours returned ÷ 8. Loaded cost includes pay, benefits and employer costs.
Financial savings require real changes such as avoided overtime, external spending or planned hiring. The time reduction is an illustrative assumption.