You have an org chart. It just doesn’t do anything
In a lot of companies, the org chart is a slide in a deck. When a new sales rep joins, four different people add them to the CRM, the team chat, the knowledge base, and payroll, in four different tools. Six months later they move to another team, but they still have access to their old accounts. A year later they leave, and someone forgets to cut off their customer conversations.
TEAMUS flips that around. Here, the org chart is the control panel for the whole company. You add a person once, and they appear in every app. Their access follows from where they sit on the chart. Move their card and TEAMUS offers to process the transfer, while access, tasks, and paperwork rearrange themselves.
How the org chart works
The canvas holds departments and sub-teams of any depth, plus people, open roles, and AI employees. The lines between them carry meaning: who manages whom, who assigns work, who oversees, who covers for whom. A stand-in automatically gets the access of the person they’re covering for.
Everything that happens to an employee runs through 16 HR events, including hiring, transfers, promotions, leave, and termination. Each event updates the chart, drafts the order and the document pack (28 document types in all), and notifies accounting, in a single action.
Access is granted in bundles per department. Each app has its own levels. In the CRM, for example, that’s viewer, operator, manager, and admin. You can add personal overrides on top. Every permission change is logged, and the system warns you about conflicting duties. To get started fast, there are 16 ready-made department templates.
How TEAMUS connects to the rest of PRANUS
TEAMUS sits at the center, and the other apps depend on it.
- Tasks. TASKUS learns from TEAMUS who can assign work to whom. In return, TEAMUS builds an activity map showing who actually assigns work and where overdue tasks pile up.
- Sales and customer conversations. Departments become teams in CRMUS and in the CONNECTUS shared inbox, and access levels decide who sees which customers.
- Documents. Orders, contracts, job descriptions, and acknowledgment forms are issued in DOCUS.
- Payroll. Hires, transfers, bonuses, and terminations flow as events into BUHUS.
- Structure checks. LOGUS checks the org chart for reporting loops, like a department that accidentally ends up reporting to its own sub-team.
Offboard someone once and their access is gone everywhere: CRM, inbox, knowledge base, accounting, and team chat. Their tasks go back to the team, and agent keys are revoked.
What the AI does
- Writes job descriptions and department summaries that reflect each role’s place in the structure, then issues them as documents employees must acknowledge.
- Recruits for an empty seat. Click “Find someone” on an open role and the department, manager, and job description fill in automatically. AI interviews the hiring manager about who they need, searches your own talent pool, past applicants, and Telegram channels, and sorts candidates into “fits / maybe / no” with a reason for every criterion.
- Screens fairly. A requirement only counts as met with a direct quote from the candidate. There’s deliberately no match percentage. AI books interviews in the manager’s calendar, and a human confirms rejections in one daily batch.
- Carries the hire through. An accepted offer becomes a hire event: the order and contract, salary set up in accounting, and an invite to the system. The empty seat on the chart becomes a person.
Getting started
Implementing PRANUS starts with TEAMUS. The onboarding agent asks about your company, takes your employee list and policies, builds departments and reporting lines, sets up access, and invites people. Each step comes as one plan you approve with a yes, and any step can be rolled back. Learn more on the 14-day PRANUS implementation page.
Who it’s for
- Founders who want the company structure to do real work instead of hanging on the wall.
- HR teams that need hires, transfers, and offboarding to produce the right paperwork and access changes without manual work.
- Department heads who need to fill a specific seat fast and give the new person the right access on day one.
See how your org chart can grant access and route work. Book a demo.