Novatree.aiLinking people. Powering work.

The intelligent platform for the people who build organizations.

Every people decision, one conversation.

Novatree is the AI-native platform for every people decision across the employee lifecycle, from hire to retire. HR, managers and candidates ask in plain language, see their people on a living org chart, and act on the answer, while AI handles the busywork.

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Lighthouse partner applications are open. General availability Q4 2026.

The Novatree mark: a tree with people in its canopy, whose roots form an org chart.
From records to insights and actionsExample

Priya Shah, Senior Engineer

  1. What the HRIS stores
    EMP-00482EngineeringL4Active
  2. What Novatree sees
    • No 1:1 in six weeksHer last 1:1 was Sep 3. The four since were rescheduled.
    • Pay below band midpointHer pay sits in the lower half of the Senior Engineer band.
  3. What to do next
    Recommend a spot bonusGoes to her manager and HRBP for approval.
Four examples of what Novatree adds to what your systems store: retention, hiring, a return from leave and a team change. Each shows the insights, with their reasons, and an action for a person to approve.

From records to insights and actions.

Your people are more than records. Novatree turns your HR system from a filing cabinet into an always-on AI agent: you ask about your organization, and it answers and acts. Transfers, 9-box, spot bonuses, new reqs. AI handles the busywork: scheduling, phone screens, job descriptions. For HR, managers and candidates alike.

It’s the night before comp committee. Your CEO asks who you lost this quarter and who’s at risk next.

Today, that’s a week of exports.

With Novatree, you ask, and you get the answer, the reasons and the actions to approve.

Board and comp-committee prep

TodayExports from several systems, stitched into decks the week before, often past midnight.

With NovatreeAsked in chat and answered there, with the reasons behind every number and a deck draft ready to edit.

Team changes and scenarios

TodayA spreadsheet model built from last quarter’s export, checked by hand.

With NovatreeA scenario run on your live organization, showing who moves, what changes and who needs attention, with reasons.

From insight to action

TodayThe insight sits in one system. The action happens in another, over email threads and spreadsheets.

With NovatreeInsights arrive with the action attached. Draft it, route it and approve it in the same conversation.

Knowing your people

TodayA row: ID, title, level, status. You learn someone was unhappy when they resign.

With NovatreeRetention signals, each with its reasons, and the next step to take.

Who it serves

TodayHR’s screen. Everyone else waits for a report or files a ticket.

With NovatreeA first-class seat for HR leaders and HRBPs, leaders and managers, recruiters and hiring managers, and candidates, on one shared foundation.

Hiring is one people decision. There are hundreds more.

An ATS handles one of them: who to hire. Everything after the offer lives in other systems, spreadsheets and inboxes, so HR, managers and finance each see a different slice and nothing connects. Novatree is built for every people decision, from hire to retire, on one foundation.

  1. Hire

    Where an ATS stops

    • Open a role
    • Write the job description
    • Schedule and screen
    • Make the offer

  2. Onboard

    • Day-one setup
    • First-week plan
    • Manager check-ins

  3. Grow

    • 1:1s and feedback
    • Talent reviews and 9-box
    • Promotions

  4. Move

    • Transfers
    • Team changes
    • New managers

  5. Reward

    • Merit and pay bands
    • Spot bonuses
    • Kudos

  6. Step away and return

    • Leave of absence
    • Coverage plans
    • Welcome back

  7. Leave and retire

    • Resignations
    • Confidential exits
    • Backfills and succession

One picture of every person.

Novatree keeps everyone in one place, with their teams, managers, pay, leave and reviews. That shared picture is what lets an insight arrive with its action, whether the decision is simple or complicated.

  • Employees
  • Contractors
  • Candidates
  • Offers
  • Teams and managers
  • Pay, leave and reviews
A simple decisionExample
Novatree, Friday morning

Jane Park returns from leave on Monday, Nov 2. Her access is restored, a first-day 1:1 with her manager is on the calendar, and a welcome-back note to her team is drafted.

Send the welcome noteReview her return plan
Example: Novatree prepares an employee’s return from leave.
A complicated oneExample
HRBP

Plan a confidential exit for a Sales director, and open a backfill only the VP and I can see.

Novatree

Drafted. The exit plan is visible only to you, the VP of Sales and Legal. The backfill opens as a confidential role at the same level and band, with a job description drafted from the team’s skills map. Her four direct reports need an interim manager, and Ana Torres is ready now. Nothing reaches the team until you approve.

Review the exit planOpen the confidential backfillAssign the interim manager
Example: a confidential exit with a private backfill and an interim manager.

Your people change every day. Your insights should too.

Finance closes the books every month, and the P&L tells you what already happened. People data runs on the same lag: a monthly dashboard at best, a quarterly report more often. But people decisions happen every day, and updating the HRIS only records them. It doesn’t tell you what a change means, or what it sets off next.

  1. Every quarterThe people report lands, long after the decisions it describes.
  2. Every monthThe books close, and the dashboard refreshes.
  3. Every dayPeople join, move, step away, return and leave. Novatree keeps up.
Today in your organizationExample

  1. Jane Park returns from leave on Monday. Her welcome-back plan is ready.

    Send the welcome note

  2. Two offers accepted in Data Platform. Onboarding has started and laptops are ordered.

    Review onboarding

  3. A manager asks for spot bonuses for the migration team. They fit this quarter’s budget.

    Approve the bonuses

  4. Transfer requested: Priya Shah to Data Platform. The consequences are checked before anyone approves.

    See the consequences

  5. A resignation in Mobile. A backfill is drafted, and two teammates show retention signals, with reasons.

    Open the backfill
Example: one day of people decisions at a fictional company, each with an action.
Before you approveExample

Priya Shah moves to Data Platform

What you intended

  • Data Platform gains a senior engineerThe migration gets the experience it was missing.

What else it sets off

  • Platform drops to one senior engineerOn-call coverage falls below plan for Q4.
  • Her pay sits below the new team’s band midpointA pay review would keep the move fair.
  • Sam Ruiz’s team loses its only mentor for two new hiresBoth started in September.
Approve with a pay reviewPlan Platform coverage
Updating the HRIS records the move. Novatree shows what it means, including the parts nobody planned for.

Conference week, with the board, audit and compensation committee meetings the week after.

Why we built Novatree

It was our annual conference week at Blend, and the week after brought our board, audit committee and compensation committee meetings. I led HR, along with several other functions, so those decks were mine to deliver. I was on calls with my HR team until 2 a.m.

We had a leading HRIS, a leading ATS and a strong HR team, HRBPs included. We still couldn’t bring our own data together, or say what it meant and what to do next. Every system held our people as records.

Novatree is the system I needed that night: one conversation where your people data becomes insights, and insights become actions.

Amir, FounderNovatree.ai

When the CEO asks, “What if we brought these two teams together?”

Answer on the spot.

Ask Novatree in plain language. It runs the scenario on your live organization and comes back with who moves, what changes, who needs attention and why, and the actions to take next.

Scenarios run on today’s organization, not last quarter’s export.

ChatExample
CHRO, for the CEO

What if we brought Mobile and Platform together under Sam Ruiz?

Novatree

Here’s the scenario. Mobile’s 7 people join Platform under Sam Ruiz, so his organization grows from 6 to 13. Two cost centers become one. One open role should be rescoped. Two people on Mobile need attention, with the reasons attached: one has had no 1:1 in six weeks, and one was passed over for the lead role. No pay changes are needed.

Sam Ruiz’s organization
6 to 13 people
Cost centers
2 become 1
Open roles
1 to rescope
Pay changes
None needed

Needs attention, with reasons

  • One Mobile engineerReason: no 1:1 with their manager in six weeks.
  • Another Mobile engineerReason: passed over for the lead role.
Draft the transfersCompare another scenarioShare with the CEO
Example chat exchange with a fictional company: bringing two teams together, answered with its effects, people who need attention and next actions.

Ask in plain language. Get the answer and the action.

Chat is the interface. Ask about anyone or anything in your organization, and Novatree answers with the reasons, drafts the work and hands the decision to the person who owns it.

  • Chat-firstYou ask, it answers and does the work. Voice is coming soon.
  • Data powers tasks, todayEvery insight arrives with the action attached, from the day you connect your HRIS.
  • AI handles the busyworkJob descriptions, interview scheduling and first-round phone screens, summarized for human review.
  • Reasons, never bare scoresEvery signal says why, so nobody acts on an unexplained number.
ChatExample
CHRO

Build the comp committee view for Q3.

Novatree

Ready. 14 promotions, 22 spot bonuses ($41,500 total), voluntary attrition 3.1%, down from 4.4%. Two items need a decision: pay compression in the Senior Engineer band, and one top performer in Sales with no merit increase in 18 months.

Open the deck draftReview pay compressionPropose merit adjustment
Manager

Move Priya Shah to the Data Platform team, effective November 1.

Novatree

Transfer drafted. New manager: Dana Okafor. Cost center 4410 to 4520. Two things to review first: Platform drops to one senior engineer, and her pay sits below the new band midpoint. Needs approval from her HRBP and Finance.

Send for approvalSee the consequences
HRBP

Jordan Lee starts parental leave on December 2.

Novatree

Leave of absence drafted: Dec 2 to Feb 23. Coverage plan suggested: Sam Ruiz takes Jordan’s two direct reports. Payroll and benefits will be notified on approval.

Approve leaveAdjust coverage
Hiring manager

Open a req for a Senior Data Engineer and set up phone screens.

Novatree

Job description drafted from your team’s skills map. First-round phone screens are scheduled with six candidates this week, and each will be summarized for your review. You decide who advances.

Review job descriptionSee screen summaries
Example chat exchanges with a fictional company: comp committee reporting, a transfer, a leave of absence and a new req with phone screens.

Two ways in: chat and the org chart.

Chat

Ask about anyone or anything in your organization, in plain language. Novatree answers with the reasons and drafts the work for approval.

Not a chart in a slide deck. A living map.

The org chart is how most leaders already manage their people. In Novatree it stays current, and every person and team carries its insights and actions, so you can act right from the chart.

One platform for the whole employee lifecycle.

Hiring is one thing Novatree does. HR and managers want the whole organization optimized, so Novatree runs the decisions that shape it every day and automates the busywork around hiring as one part of it.

Org actions

Drafted from a sentence, approved by people.

  • Transfers and team changes
  • Org scenarios
  • 9-box and talent reviews
  • Succession planning
  • Leave of absence and returns
  • Spot bonuses and kudos
  • Confidential exits and backfills

Insights and reporting

Every signal with its reasons.

  • Org health
  • Retention signalsEach with the reasons attached
  • Consequences of a changeIntended and unintended, before you approve
  • Comp-committee and board reporting
  • Management reporting
  • Living org chartsEvery person and team carries its insights and actions

Hiring, automated

AI handles the busywork. People decide.

  • Job descriptions
  • Interview scheduling
  • AI phone screensSummarized for human review
  • Pipeline and offers
  • Candidate portal
  • Onboarding

Roots: your data

Starts on the HRIS and ATS you already run. Novatree connects to both from day one. When you add the AI Hiring Cycle, it replaces the ATS, so hiring runs on the same foundation as every other people decision.

Your data powers tasks today, not only next year’s AI. Every insight arrives with its action, and every decision made in Novatree becomes data too, so the next one starts sharper.

Everyone gets a first-class seat.

Each person gets their own view on one shared foundation, so the people who make decisions and the people affected by them work from the same facts.

HR leaders and HRBPs

Org health, retention signals, talent reviews, succession, and comp-committee and board reporting, asked for once and kept current.

“Build the comp committee view for Q3.”

Leaders and managers

Your team on a living org chart. Transfers, spot bonuses, kudos and new reqs, drafted from a sentence and sent for approval.

“Who on my team should I talk to about retention, and why?”

Recruiters and hiring managers

Job descriptions, interview scheduling and AI phone screens handled, with every screen summarized for a person to review.

“Open a req for a Senior Data Engineer and set up phone screens.”

Candidates

A clear portal that shows where they stand and what comes next, with no chasing by email.

“Where am I in the process?”

Admins keep it governed: one shared foundation, with approvals that stay with people.

AI coordinates. People decide.

Every recommendation shows its reasons. Approvals stay human.

  • Every signal comes with its reasons, never a bare score.
  • Transfers, leave, bonuses, exits and offers go to the people who own them for approval.
  • AI phone screens are summarized for a person to review. You decide who advances.

Intelligence isn’t installed. It’s accumulated.

Every decision you make in Novatree becomes data, and every piece of data makes the next decision sharper.

The AI you deploy next year is only as good as the data you start collecting now.

Start with your org. Add hiring when you’re ready.

Two steps, priced so the whole organization can take part. Never per seat.

See plans and pricing

  1. 1Start here

    Org Insights & Actions

    Connect your HRIS. See your organization and act on it.

    • Living org charts
    • Org health
    • Scenarios
    • 9-box
    • Succession
    • Transfers
    • Leave of absence
    • Spot bonuses
    • Kudos
    • Management reporting
    • Comp-committee reporting

    Flat annual platform fee

  2. 2When you’re ready

    Add the AI Hiring Cycle

    Bring hiring into the same conversation, with AI handling the busywork. It replaces your ATS, so hiring joins every other people decision.

    • Job descriptions
    • Interview scheduling
    • AI phone screens
    • Pipeline and offers
    • Candidate portal
    • Onboarding

    Priced per hire · never per seat

Frequently asked questions

What is Novatree?

Novatree is the AI-native platform for every people decision across the employee lifecycle, from hire to retire. HR, managers and candidates ask in plain language, see their people on a living org chart, and act on the answer. It turns your HR system from a filing cabinet into an always-on AI agent: you ask about your organization, and it answers and acts.

How is Novatree different from an HRIS or an ATS?

An HRIS stores your people as records, and an ATS handles one decision: who to hire. Novatree covers every people decision across the lifecycle on one foundation. It turns people data into insights, each with its reasons, and into actions you can approve, through chat and a living org chart.

How does Novatree work day to day?

People decisions happen every day, so Novatree works every day. It flags what needs attention, such as a return from leave or a retention signal, shows the consequences of a change before you approve it, and drafts the work. You ask in chat, or act from the org chart.

What can Novatree do beyond hiring?

Hiring is one thing Novatree does. It also handles transfers and team changes, org scenarios, 9-box and talent reviews, succession, leave of absence and returns, spot bonuses and kudos, confidential exits and backfills, comp-committee and board reporting, and org health with retention signals.

Does Novatree replace my HRIS or ATS?

Novatree connects to your HRIS and ATS from day one, so you can start without changing systems. When you add the AI Hiring Cycle, Novatree replaces your ATS, and hiring runs on the same foundation as every other people decision. Your HRIS stays connected.

How is Novatree priced?

Org Insights & Actions is a flat annual fee, starting at $10K a year. The AI Hiring Cycle is $500 per hire, never per seat. Enterprise plans add a platform fee. See the pricing page for details.

Does AI make people decisions?

No. AI coordinates; people decide. Every signal shows its reasons, every action goes to the person who owns it for approval, and AI phone screens are summarized for a person to review.

When is Novatree available?

General availability is Q4 2026, and lighthouse partner applications are open now. Request a demo on this page or email info@novatree.ai.

See Novatree on your organization.

Bring the people decision you’re working through today. We’ll show you how Novatree answers it, what it would set off, and what it takes to act.

Lighthouse partner applications are open. General availability Q4 2026.

Prefer email? info@novatree.ai

We review every request personally.