The platform
People, projects and customers belong together. Flipp’s modules build on shared records and access controls, so each team works with the same context. Explore the live modules below.
Explore the modules below. AI assistance is built into relevant workflows across the platform.
Time capture, working-time rules and review.
Objectives, reviews and ratings in one managed cycle.
Keep clients, projects, tasks and responsibilities connected.
From open role to signed candidate on one board.
Give arrivals, departures and handovers a clear owner.
Ask the whole organization and get structured answers back.
Receipt capture, approvals and reimbursement tracking.
Follow how pay develops next to performance.
The catalogue your commercial team quotes from.
Deep dive
Track time with a timer that is always in the header, see what each person owes, what they worked and where their balance stands, and close every month with their manager. The module helps you follow the Swiss rules on breaks, rest, maximum hours and vacation in the Labour Act (ArG) and the Code of Obligations (OR). It is not a certification of legal compliance.
The timer sits in the header of every page: S starts or stops it, N adds an entry by hand. It follows the employee across devices, and stopping for lunch and starting again records the break.
What the employee owes (Soll), what they worked (Ist) and their running balance (Saldo), with holidays, absences and their workload percentage already taken into account. The list, calendar and timesheet views show the same figures.
Nothing is cut off to fit a rule. Missing statutory break time is deducted, and short rest, night or Sunday work, long days and weeks over the maximum are flagged with the article they relate to.
The employee confirms the month, the manager approves it or sends it back, and the approved month is locked. Payroll gets an Excel export of each person’s hours, balances, overtime and absences.
An employee on a 42-hour week works from 08:00 to 17:00 and records no break.
| Figure | Time | Why |
|---|---|---|
| Target (Soll) 42 hours over five days at 100 % | 8:24 | 42 hours over five days at 100 % |
| Recorded work 08:00 to 17:00 without a gap | 9:00 | 08:00 to 17:00 without a gap |
| Break shortfall More than 7 hours of work needs a 30-minute break (ArG Art. 15) | −0:30 | More than 7 hours of work needs a 30-minute break (ArG Art. 15) |
| Actual (Ist) Recorded work minus the missing break | 8:30 | Recorded work minus the missing break |
| Balance (Saldo) Actual minus target, added to the running balance | +0:06 | Actual minus target, added to the running balance |
Weekend, holiday and overtime hours count as the hours worked. Night, Sunday and holiday hours and statutory overtime (Überzeit) go to payroll, which applies any wage supplement. The only time credit is the statutory 10 % for regular night work (ArG Art. 17b), on work-time models that switch it on.
Public holidays are synced per canton, half days included, and apply according to each employee’s work canton. Administrators add company days, such as the afternoon of 24 December.
Bridge days can be worked in advance: their hours are spread over the year’s other workdays. A company closure books vacation for everyone automatically.
The time is always saved. These situations are flagged for the employee and their manager:
Flextime, fixed, annual or trust-based hours, with core hours, a flex window and a cap and floor on the flextime balance. Each employee has a model, a workload percentage and workdays, effective from a date.
Vacation, sickness, accident, military service, parental leave and more. Requests go to the manager; sickness and accidents are recorded straight away. Vacation is counted in days, with the entitlement set by OR Art. 329a.
Once the manager approves a month, it is read-only. Administrators can reopen it with a reason, and every later change to an entry keeps a revision.
Optional · Proposed, not yet available
An assistant could assemble the day, suggest project allocations and surface entries that need attention. You would review the evidence and decide what becomes a time record. Each option below can be enabled separately; the timer and manual entry remain available.
Turn selected calendar events and project activity into a private draft, with suggested project, duration and description.
“Log 45 minutes for the Acme design review yesterday.” Preview the date, project and duration before saving.
Flag possible overlaps, forgotten timers, unassigned work and missing details before review. Explain each flag and offer a correction.
An optional personal activity timeline could help recover forgotten work, with pause, exclusions and deletion under the employee’s control.
Ask where a project’s time went, which months still await approval, or how approved hours compare with a stated budget.
Keep human effort, unattended AI runs and provider costs separate when a project uses AI agents.
Read how the ledger, breaks, flags, absences and monthly close work, with worked scenarios, the defaults of a new work-time model and the optional AI proposals.
Performance Management
An objective period frames the cycle, each person gets a plan inside it, and progress is recorded as it happens rather than reconstructed at the end.
An objective period frames the cycle and every person gets an objective plan inside it, so a goal is always scoped to a timeframe rather than floating.
Objectives carry measurable key results, and check-ins record progress over time, so a plan shows movement instead of one end-of-cycle guess.
Manager and self reviews close the period. Ratings sit next to the evidence they were based on.
Not everything worth measuring is a number. Behaviour goals track how work gets done alongside what gets delivered.
Growth objectives live next to performance ones, so development is planned rather than remembered at review time.
Employee feedback and comment threads attach to the plan, so the context is already there when the review comes round.
Project Management
Clients, projects and tasks share the same context. Give each piece of work an owner and keep the customer relationship alongside delivery.
Clients own projects and projects own tasks. Tags keep a growing backlog navigable as the engagement runs.
Tasks move across a board with assignees, so day-to-day delivery and the client record are the same data rather than two views to reconcile.
Keep project membership and agreed rates alongside the tasks. Time-management and finance handover extensions are described separately.
An hourly rate belongs to someone's membership of a project, so the same person can be billed differently on two engagements.
Tasks carry assignees, so who is doing what is visible without a status meeting to establish it.
Products and services attach to the client, so commercial context sits alongside the delivery record.
Recruiting
Roles publish to a public application page, candidates move through stages you configure, and every interview leaves structured evidence behind.
A role carries its description and requirements, and can be published to a public application page candidates apply through directly.
Workflows define the stages and the actions attached to them, so a hiring process is configured per organization rather than hard-coded.
Interviews and structured interview feedback attach to the candidate, so a decision rests on recorded evidence rather than recollection.
Stages and their actions belong to your organization, so the process matches how you actually hire.
An open role reaches a public page with its own URL, and applicants need no account to apply.
Candidates carry a managing user, so responsibility for a pipeline is explicit rather than assumed.
Onboarding & offboarding
Joining and leaving both involve people, equipment, access and knowledge. Coordinate the responsibilities so a new colleague can get started and a departing colleague can leave the work in good hands.
Start from a role-based checklist. Assign HR, IT, manager and employee tasks, with deadlines relative to the start date.
Assign a buddy, follow equipment and account-setup tasks, and keep probation objectives and check-ins connected to the new colleague.
Use a departure checklist to agree handover owners, equipment returns and access-removal tasks. The responsible teams carry out and confirm each step.
Adapt templates to different roles, with required tasks, priorities and a named assignee for each responsibility.
Provisioning tasks have their own queue. Named HR and IT contacts help the right people pick up the work.
Connect probation objectives, check-ins and reviews to the employee’s start, with a manager and buddy to turn to.
Employee Questionnaires
Build from typed questions, distribute by link, and collect submissions that stay readable as the response count grows.
Single choice, multiple choice, free text and scales, with per-question options, skip rules and limits on how many choices count.
Each distribution gets its own URL. Respondents open it directly, and sign-in is optional per questionnaire.
Submissions collect answer by answer. AI assistance can summarise free-text responses into themes for you to review.
A question can depend on an earlier answer, so respondents only see what actually applies to them.
Templates give a working questionnaire to adapt rather than a blank page to fill.
Questions carry per-locale translations, so one questionnaire serves a multilingual workforce.
Expenses
Photograph the receipt, check the expense rules automatically, and submit the expense for approval.
Photograph a receipt and the fields come back filled: merchant, date, total, currency and category. Anything wrong is corrected before submitting.
Category rules are checked automatically. Disallowed categories, missing receipts and exceeded limits are flagged for the approver. Employees can still submit, and the approver decides.
Administrators review organization claims; managers review their managed teams. Nobody reviews their own. Only administrators mark approved personal-funds claims reimbursed after payment; company-card claims stop at approval.
Rules are applied when a row is read, so changing a limit updates every open expense rather than only the ones submitted afterwards.
A foreign receipt retains its original amount and currency. The employee checks and enters the amount in the organization currency; conversion is not automatic.
Filtered rows export to Excel, so a period reaches finance without a hand-built extract.
Compensation Development
Every role carries a band with a floor, a ceiling and a currency, and each person's position is recorded inside it.
Each role carries a compensation band with a minimum, a maximum and its own currency.
Compensation entries record where someone sits, so a salary is a point in a defined range rather than a standalone number.
Entries accumulate over time, so progression through a band is visible instead of being reconstructed from old contracts.
Because a band hangs off the role, a promotion moves someone into a different range by definition rather than by negotiation.
Each band carries its own currency, so a multi-country structure stays readable without a conversion step.
Compensation is gated by role, so the data reaches the people who set it and nobody else.
Product & Service Management
A catalogue of products and services, grouped by category, priced by plan, and linked to the clients that hold them.
Products and services sit under categories, so a growing offer stays organised instead of becoming a flat list.
Pricing plans attach to what you sell, so commercial terms live with the item rather than in a separate document.
Client products and client services record who holds what, so an account's footprint is explicit.
Both are modelled properly, so a mixed offer of licences and delivered work fits without bending one into the shape of the other.
Grouping keeps a catalogue navigable as the number of things you sell grows.
What a client holds is a record you can query, not a note in a free-text field.
Our direction · Company brain vision
Flipp brings people, projects and customers together. Our vision is to turn that foundation into a company brain: shared knowledge that helps every team find answers, understand decisions and take the next step.
Connect the handbook, product knowledge, customer history and lessons from completed work to the records your team uses every day. Help new joiners get started, support teams resolve issues and sales teams prepare with the right context.
Today, Flipp helps draft goals and job descriptions and summarise questionnaire responses. The company brain and the use cases below are a proposed extension.
Bring together role guides, team responsibilities and approved processes, with the person to ask when an answer needs context.
“How do we start a client project, and who can help me?”
Find product guidance, previous resolutions and the customer’s history to prepare a useful response. Share only information approved for that customer.
“What solved this issue last time, and what can we tell this customer?”
Bring customer history, product details and approved case studies into meeting briefs and proposal drafts. Keep commitments grounded in what the company can deliver.
“What have we promised this customer, and which offer fits their needs?”
Find the process, the decision behind it and the person responsible. Prepare a handover or follow-up using the current project context.
“What changed on this project, and who needs to act?”
Each guide, policy and reusable answer should have a source, an owner and a review date. Turn resolved questions into knowledge only after someone checks them.
Show the sources and how current they are. Respect each person’s access, separate internal knowledge from customer-approved content, and ask an owner when information is missing or conflicts.
Start by finding and explaining. Then help prepare replies, tasks, handovers and follow-ups for review. A person approves sending a message or changing a business record.
Bring us a workflow, a team or a customer process you want to improve. We’ll show you the relevant modules and discuss what is coming next.
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