Org charts are easy to create and hard to keep current. The first version usually comes together quickly, thanks to a clean export from the HRIS or an afternoon with a new diagramming tool. But six months later, the chart hasn’t changed while your organization’s hierarchy looks entirely different. Without a clear owner keeping it current, employees end up routing questions to the wrong people, or not knowing who to go to at all.
A new hire might spend their first week figuring out who they should report their onboarding progress to because nobody’s updated the reporting lines since the last restructuring. Or a manager introducing their team to a new stakeholder is piecing together a current picture from LinkedIn, the HRIS, and memory rather than pulling up a chart they can actually trust.
The right organizational chart software helps close those gaps, but every organization’s gaps look different—and each tool is built to address specific needs. Some are purpose-built charting tools that need manual upkeep to stay accurate. Others connect directly to your people data and stay current without intervention, which can be more complex and costly than teams need. The right fit depends on how your organization is structured, how often things change, and how much you can invest in keeping org charts accurate.
Below are nine org chart tools that cover that full range, each with a specific category to help you make your decision based on need and fit.
Jostle is an employee platform built around the idea that people can't do their best work if they can't find the right information, reach the right person, or understand how the organization fits together. Rather than solving those problems in isolation, it brings communication, knowledge, recognition, and org structure into a single hub that employees have a genuine reason to open every day.
The Teams feature handles org chart functionality, supporting standard reporting hierarchies as well as dotted-line and matrix structures, which is useful for organizations where an employee reports to a department head on paper but works day-to-day under a project manager in a different function. Cross-functional project teams can be built and managed directly in Teams, with members added via drag-and-drop and targeting updated automatically. Social and interest-based groups sit here too, which employees can add themselves to. Joining automatically grants access to all the Discussions, Events, and News published to that Team, so the connection is immediate rather than dependent on an admin manually updating permissions.
The People directory extends that visibility at the individual level. Profiles include roles, skills, background, and contact details, syncing directly from Active Directory, Azure AD, Google, Okta, and HRIS systems so employees always see the most up-to-date information rather than a manually updated snapshot. Search finds people even without an exact name or spelling, filtering by role, location, department, or skill. For a manager trying to identify someone with a specific expertise across a large organization, that lookup happens in seconds rather than through a chain of introductions.
That org structure also drives how content reaches employees across the rest of the platform. When someone joins or moves between teams, the content targeted to them updates automatically—News announcements, Library resources, and event notifications all adjust to reflect their current role and team membership without anyone managing a separate audience list. That means a policy change only reaches the people affected by it, like the sales team or employees in a certain regional office, without crowding the whole organization’s feed.
Recognition and milestone celebrations flow through Activity parallel to that official communication, keeping culture visible without crowding the feed where operational updates live. And for employees who aren't logging in daily, Weekly Digest emails pull together relevant News, Library updates, and Activity highlights into a single personalized summary that reflects their place in the org, so people can easily stay up to date.
What separates Jostle from every dedicated org chart tool on this list is that the chart and directory don't exist in isolation. A new employee getting oriented isn't switching between systems to figure out who leads each function; that context is waiting in the same place they found their first week's resources and read the team's latest announcements. When the information is already where people spend their day, they're far more likely to find and use it than if it lives behind a separate login they only remember when something goes wrong.
Jostle fits organizations that want org chart accuracy and employee directory visibility as part of a broader hub, without the overhead of maintaining a standalone tool that employees only open when they need to draw a diagram.
Jostle pricing depends on how many users your organization has and what functionality it needs.
People is included with all plans, while Teams is an add-on option available with Silver or higher-tier plans.
For 500 users:
Every plan also includes mobile apps, free onboarding & coaching, governance controls, SSO and provisioning, integrations (including Google Workspace and Microsoft 365), AI features, and more.
G2: (4.5/5) – Based on 217 reviews
Capterra: (4.4/5) – Based on 73 reviews
Pingboard is a cloud-based org chart and employee directory platform, now part of the Workleap suite of employee experience tools. Its core focus is giving organizations—particularly distributed and hybrid teams—a clear, current picture of who works there, what they do, and how to reach them, without extensive manual upkeep that often leads to out-of-date charts.
The org chart syncs automatically from HRIS systems including BambooHR, Workday, ADP, Ceridian Dayforce, Azure Active Directory, Okta, and Google Workspace. When someone changes roles or managers, the chart updates without anyone manually redrawing it. Private planning org charts extend that functionality for HR and people ops teams, letting them model headcount scenarios and restructuring options in a separate view that doesn't affect what employees see.
Pingboard’s custom profiles let employees document their skills, interests, and background, turning a name-and-title list into a resource employees can search when they need to find the right person for a project. For more people-focused insights, a company calendar keeps milestones, work anniversaries, and availability statuses visible in one view, with Slack and Google Calendar integration keeping statuses current across tools employees are already using. The Who's Who game encourages employees to learn faces and names across the organization, which is particularly useful when a growing remote team has a large portion of colleagues they've never met in person.
While Pingboard makes it easy to build detailed org charts, its admin controls are limited to a single permission level—anyone granted admin access can see all employee data, not just the parts relevant to their role. That's rarely a concern when HR owns the platform outright, but organizations where IT or operations teams need admin involvement may find it creates more exposure than they're comfortable with, so teams with that requirement are better served by a tool with more granular permission controls built in.
Pingboard fits growing and mid-sized organizations that want an org chart and employee directory that stays current and is easy for employees to use, without taking on a platform that requires significant setup or ongoing administration to maintain.
Pingboard provides access to read-only charts for any Workleap plan, but advanced editing, sharing, and customization requires a quote-based premium add-on.
Workleap plans include:
Capterra: (4.6/5) – Based on 595 reviews
Gartner: (4.0/5) – Based on 6 reviews
ChartHop is a full people operations platform connecting org structure, headcount planning, compensation, performance, and DEI analytics. For HR and finance teams at growing organizations, the org chart functions as the visual layer on top of a unified data set rather than a standalone diagram, which changes the insights and actions managers can do with it.
The chart updates automatically as employee data changes across connected systems, with integrations spanning Workday, BambooHR, ADP, HiBob, UKG, Deel, and others. Beyond reporting lines, each employee card carries compensation data, headcount against budget, and attrition trends, so a manager reviewing their team sees that context without opening a separate report. Plus, the animated timeline slider lets teams track how the org has shifted over time, useful during succession planning or when reviewing the impact of a previous reorg.
For planning, finance and HR can model multiple headcount scenarios simultaneously—adding roles, shifting teams, and testing cost implications—with budget impact calculated in real time as changes are made. Approved changes push directly to connected applicant tracking system (ATS) platforms like Greenhouse, Ashby, or Lever, so hiring execution follows the plan without a separate handoff. Managers can also submit org change requests through guided approval workflows rather than routing everything through HR.
Compensation cycles are configured and run in ChartHop, with approval flows tied to budget thresholds and decisions linked directly to performance and engagement data. This gives HR and finance a shared view of pay decisions rather than reconciling separate spreadsheets after the fact. DEI analytics sit natively in the platform, with workforce data segmented by gender, ethnicity, tenure, and department, and historical views that show how representation has shifted alongside headcount changes.
The tradeoff is that ChartHop requires meaningful investment to get right. Implementation typically runs two to three months, and the platform rewards organizations that have a dedicated internal owner who can configure reporting, manage integrations, and keep workflows current. Organizations with that infrastructure in place can often justify the implementation and ongoing maintenance required to use ChartHop, while those without it usually choose another platform that’s more self-sufficient.
ChartHop fits HR and finance teams at mid-to-large organizations where workforce decisions are complex enough to warrant a dedicated platform, and where connecting org structure, planning, and compensation data into a single view delivers meaningful operational value.
ChartHop plans are modular, starting with the basic plan and allowing for seven different add-ons. Paid modules may also incur separate implementation fees.
G2: (4.3/5) – Based on 161 reviews
Capterra: (4.7/5) – Based on 79 reviews
Gartner: (4.2/5) – Based on 7 reviews
Organimi is a cloud-based org chart platform that covers the full range of what most organizations actually need from a charting tool — building, maintaining, and sharing accurate org charts — without the per-user pricing that makes most alternatives increasingly expensive as headcount grows. For an HR team managing charts across 400 employees, that difference can significantly impact budgeting.
Charts can be built from a CSV or Excel import, connected directly to an HRIS, or assembled manually through a drag-and-drop interface. When employee data changes in the source system, the chart updates automatically so there’s always a clear, up-to-date visual aid accessible to employees.
Premium integrations cover Google Workspace, Azure Active Directory, SharePoint, and Salesforce, with API access for organizations syncing from other systems. For more flexibility, Organimi also supports multiple chart types within the same account, including traditional hierarchies, matrix structures, project team charts, and accountability charts, so a single subscription covers multiple ways a growing organization needs to visualize its structure at different moments.
The Photoboards and Directory feature sits alongside the org chart itself, letting employees browse colleagues by department with profile photos and role information visible at a glance to help find who they need more quickly. Profiles also support custom fields, so teams can highlight what matters to them beyond the defaults—office location, certifications, language spoken, or anything else relevant to how the org actually works. Those profiles carry the same sharing controls as the charts: public or private via link, exportable as PDF, PNG, or PPTX, or embeddable directly into internal tools like an intranet or company wiki.
Organimi's drag-and-drop interface works well for standard hierarchies but becomes harder to manage as complexity grows. The platform requires every node to have an employee attached, which means open roles or parallel positions at the same level need placeholder accounts to display at all—a workaround that adds manual overhead as headcount changes. Smaller organizations with stable, predictable structures will rarely run into this limitation, but those with more complexity or high role turnover may need to invest in a tool with more flexible node handling.
Organimi suits HR teams, operations managers, and executive assistants who need clean, current org charts that are detailed, shareable, and maintainable, without per-seat overhead that limits budget-conscious organizations.
Organimi pricing depends on the number of people charted and the plan chosen. Implementation and onboarding support is available separately for annual plans.
For 150 people (annual billing):
G2: (4.5/5) – Based on 150 reviews
Capterra: (4.3/5) – Based on 137 reviews
Gartner: (4.0/5) – Based on 4 reviews
Lucidchart is a cloud-based diagramming platform used across more than 180 countries, with org charts sitting alongside flowcharts, network diagrams, process maps, and wireframes as part of a broader visual workspace. Many teams that already rely on Lucidchart for other documentation and need their org chart to live in the same environment choose to extend it to cover organizational structure as well.
Org charts can be built from scratch using drag-and-drop shapes, generated from a CSV or Google Sheets import, or pulled in directly from BambooHR on paid plans. Once the chart is built, data overlay lets teams layer additional employee fields onto each shape: department, hire date, location, pay rate, and other data points pulled from the source. Conditional formatting can apply color rules across the chart automatically—highlighting managers, flagging roles above a certain headcount, or marking departments by location—which makes large charts significantly easier to read at a glance than a static diagram.
Real-time collaboration is where Lucidchart's diagramming roots show most clearly. Multiple editors can work on the same chart simultaneously, leave inline comments, and assign shapes to specific contributors, which makes it practical for HR and operations teams to build or update a chart together without emailing versions back and forth. Org charts can also be embedded directly into Confluence, Notion, and Microsoft Teams, published via URL, or exported as PDF and PNG, so both an executive reviewing a reorg proposal and a new hire trying to understand reporting lines can access charts where they’re already working.
The catch is that Lucidchart doesn't maintain a live connection to people data—when roles or teams change, the chart needs a manual re-import to stay current. Scheduling regular CSV exports from the HRIS helps, but it's administrative overhead that purpose-built tools handle automatically. Organizations that update their chart on a predictable cycle, like quarterly reorgs or annual planning, will find that rhythm manageable. But when structure shifts frequently and an outdated chart creates confusion, alternatives offering live HRIS sync become a better match.
Lucidchart suits teams that want a polished, collaborative org chart within a broader diagramming environment. It’s particularly convenient for those already using it for process documentation, system architecture, or project planning and want org structure to live in the same workspace, but the lack of directory features means it doesn’t give employees next steps once they find who they’re looking for.
Lucidchart pricing is tiered, with a free entry plan for basic diagramming, paid self-serve plans for individuals and teams, and a sales-led enterprise tier.
Lucidchart plans include:
Capterra: (4.5/5) – Based on 2,245 reviews
SmartDraw is a general-purpose diagramming platform covering everything from floor plans and network diagrams to process maps and org charts. Teams often use it for creating structured, professional charts to present to leadership or document headcount, especially when SmartDraw is already used for other diagramming work, so adding org charts requires no additional licensing.
Building a chart from existing data is straightforward: SmartDraw connects natively to Entra ID and SharePoint, and accepts CSV or Excel exports from HR platforms like Workday or BambooHR. Once the data is loaded, an auto-formatting engine handles layout, branch balancing, and alignment automatically. Finished charts can export directly to PowerPoint, Word, or Google Docs, and collaboration works through shareable links so stakeholders can review without needing a SmartDraw license. For teams that want to sketch a structure from scratch rather than pull from a directory, AI generation can help build a starting point from a list of roles.
SmartDraw also helps with the planning work that happens before a reorg goes live. Because charts are standalone diagrams rather than connected records, managers can duplicate a current structure, model a proposed change—shifting a team, adding a role, or redrawing a reporting line—and circulate it for feedback without any risk of affecting live systems. Stakeholders can edit simultaneously and leave comments directly inside Microsoft Teams, Slack, or Confluence, which keeps restructuring discussions in tools people already use rather than requiring a dedicated session in a new platform.
With SmartDraw, data connections are import-based, not live. When someone is promoted, leaves, or a team restructures, the chart doesn't reflect it until someone exports a new file and re-imports it. For a quarterly board update or a one-time documentation project, that process is manageable. But teams that want employees to rely on the chart as a current reference will find themselves running that import cycle frequently enough that it becomes its own maintenance task, which is where a tool with continuous HRIS sync becomes more applicable.
SmartDraw fits organizations that treat the org chart as a deliverable rather than a directory. HR teams preparing restructuring proposals, office managers documenting reporting lines for onboarding materials, and ops teams already using SmartDraw for other diagrams will get clean, presentation-quality output without much ramp-up. Organizations that need employees to find people, understand reporting relationships, or navigate structure in real time should look at tools built around continuous directory sync.
SmartDraw pricing is annual-only and built around the same core diagramming product: the main differences between plans are how much collaboration, admin control, and enterprise IT support an organization needs.
G2: (4.5/5) – Based on 358 reviews
Capterra: (4.1/5) – Based on 135 reviews
Gartner: (4.0/5) – Based on 1 review
Sift is a people directory and org chart platform where the chart and the employee profile are the same object. Clicking a name opens a full profile showing skills, project history, interests, languages spoken, and dotted-line relationships—all drawn from HR, identity, and collaboration systems. For distributed or fast-growing organizations where employees regularly need to find someone outside their immediate team, that connection saves time and makes next steps clear.
Syncing ensures structure stays current automatically as HR and identity data changes, so a new hire, a promotion, or a team restructure is reflected without anyone manually rebuilding the chart. Integrations cover the major HRIS and identity platforms, including Workday, Azure Active Directory, and SuccessFactors, making it easy to add Sift to many existing tech stacks.
Sift’s search depth makes it effective for larger organizations, allowing employees to search across any profile attribute—not just names and titles, but skills, previous employers, languages, or project involvement—which makes it easier to find the right person for a cross-functional project without knowing much about them beforehand. Dotted-line relationships are visible directly in the chart view as well, which is helpful in organizations where formal hierarchy doesn't always reflect how work moves. The Microsoft Teams integration extends all of that into the tools employees already use, so finding a colleague doesn't require opening a separate platform.
HR data populates the structural basics—reporting lines, title, location, department—but the attributes that make Sift's search most useful, like skills, interests, and project history, require employees to fill in their own profiles. Frontline and non-desk workers are the least likely to participate, which creates uneven coverage across the org. Most organizations address this with a dedicated internal champion and some sustained internal promotion, and for larger teams that investment is usually justifiable. Where participation stays half-hearted, the directory functions more as a navigation tool than an expertise engine, and a simpler people directory built around HR-fed data alone may deliver better value for the cost.
Sift fits mid-to-large organizations where not knowing who to talk to is a recurring bottleneck—like a professional services firm routing work to the right specialist, a healthcare system connecting staff across departments and locations, or a technology company where cross-functional collaboration is constant. Organizations primarily looking for a planning or restructuring tool, or those that want to model headcount scenarios, will find Sift's feature set less suited for their needs.
Sift offers two modules with different uses, plus a third plan that combines both, and an enterprise option.
Plans start at 20 users.
G2: (4.8/5) – Based on 490 reviews
Capterra: (4.6/5) – Based on 16 reviews
Gartner: (4.3/5) – Based on 46 reviews
Connecteam is a mobile-first workforce management platform covering scheduling, time tracking, GPS-verified clock-ins, task checklists, training, and internal communication in a single app employees access from their phones. The org chart and employee directory are part of that same environment, which means a retail manager or field services coordinator doesn't need to leave the platform to understand reporting lines or find a colleague's contact information.
Connecteam solves the problem of emails going unread and separate communication apps not getting adopted by frontline teams with centralized scheduling, communication, HR documents, training, and org visibility into one mobile app, which makes adoption across a distributed workforce more achievable than a multi-tool approach. It's a natural fit for construction, healthcare, hospitality, and field services organizations because employees in those industries are already in the app for scheduling and task management—org structure and contact information are just there when needed.
Beyond operations, Connecteam covers enough of the employee lifecycle that smaller organizations can avoid a separate HRIS for day-to-day needs. Onboarding workflows, mobile training courses with quizzes and progress tracking, document storage, digital ID cards, and recognition and rewards tools all sit within the platform. For a growing retail chain or home care provider that doesn't yet have a dedicated HR system, that breadth means a new hire can be onboarded, trained, scheduled, and connected to their team's org structure entirely within one app. In that context, the org chart becomes part of a broader employee experience rather than a standalone administrative tool.
Org chart functionality in Connecteam is deliberately basic. Reporting lines are visible, headcount is clear, and employees can find contact information without going through HR. But there's no skills-based search, no scenario modeling, and no live sync with an external HRIS—charts are maintained through Connecteam's own HR data. Teams that need the org chart primarily for operational clarity won't miss those capabilities, but organizations with more complex needs should evaluate dedicated tools alongside it.
Connecteam fits organizations where the org chart is one component of a broader operational need. Teams already handling scheduling, compliance, and frontline communication in the app will find the org chart a natural extension of what they're already using. Organizations whose primary requirement is workforce planning, restructuring support, or deep people search will find the platform too general for their needs.
Connecteam offers plans that span across three hubs: Operations, Communications, and HR & Skills. Each price covers the first 30 users, with additional fees for each additional user, per month.
There are also limited free plans, and a 14-day free trial for all paid plans.
G2: (4.6/5) – Based on 3,367 reviews
Capterra: (4.6/5) – Based on 4,682 reviews
Gartner: (4.4/5) – Based on 141 reviews
Ingentis org.manager is a dedicated org chart, analytics, and org design platform that connects directly to enterprise HR systems and transforms that data into structured, interactive visualizations. The platform uses live HR data as the foundation for a workforce intelligence layer, where KPI dashboards, span-of-control analysis, headcount and diversity metrics, and scenario modeling all sit alongside the org chart rather than requiring a separate reporting tool.
Integrations cover the major enterprise HR platforms, including SAP HCM, SAP SuccessFactors, Workday, Oracle HCM, ADP, UKG, and others, with data updated in real time or on a scheduled basis depending on the system. The chart itself goes beyond a standard hierarchy view: sunburst charts, heat maps, and customizable dashboards give HR teams and executives different visual lenses on the same data, and conditional formatting can flag issues like span-of-control outliers or open positions directly in the org chart view.
Ingentis stands out from visualization-only tools due to its scenario modeling capabilities. Reorganizations can be simulated via drag-and-drop—moving employees, merging departments, adjusting reporting lines—with the impact on headcount, cost, and structural metrics calculated as changes are made. Simulations run against live HR data without touching the source system, and approved changes can be exported as a delta file and pushed back into SAP, Workday, or Oracle once decisions are finalized. For large organizations managing frequent restructuring or M&A activity, that closed loop between planning and execution reduces the reconciliation work that typically happens between a reorg proposal and its implementation in the HRIS.
The tradeoff is administrative complexity. The flexibility that makes Ingentis powerful, like its fully configurable layouts, custom analytics, and role-specific views—requires meaningful technical involvement to set up and maintain. Changes typically require either Ingentis support or an internal admin who works in the tool regularly. Organizations with that resource generally get full value from the platform, while those expecting a self-service setup find the overhead higher than anticipated and would be better served by a less configurable but more turnkey option.
Ingentis fits large organizations with complex, data-rich HR environments where the org chart needs to carry analytical weight alongside structural visibility. HR operations and organizational development teams running workforce planning in SAP or Workday will find it a strong complement to their existing stack, particularly where restructuring, M&A activity, or ongoing span-of-control management makes a dedicated org design layer worth maintaining. Smaller organizations and those at an earlier stage of HR maturity will find the setup investment hard to justify.
Ingentis does not list pricing or plans publicly.
G2: (4.7/5) – Based on 15 reviews
Capterra: (4.7/5) – Based on 65 reviews
Org chart software looks broadly similar across the category until you start using it. Then, the differences in how data stays current, what employees can actually do with the chart, and how much work it takes to maintain become obvious quickly.
Before evaluating specific tools, it helps to have a clear picture of what your organization actually needs the chart to do and who it needs to serve. The criteria below are the ones that separate a good fit from a frustrating one.
How a tool gets its data determines how accurate your chart will be over time—and how much work it creates to stay that way.
Tools with live integrations to HR and identity systems like Workday, SAP, Azure Active Directory, or BambooHR update automatically as employees join, move roles, or leave. Tools that rely on CSV imports or manual updates only reflect the organization as of the last time someone ran the process, which can become stale quickly in organizations with regular turnover or frequent restructuring.
It's also worth checking how each tool handles structural complexity beyond basic reporting lines. Matrix organizations, dotted-line relationships, project-based reporting, and interim roles all create hierarchies that a simple parent-child tree doesn't capture well. Some tools represent these as visible connections in the chart; others flatten them into metadata or ignore them entirely. If informal and cross-functional reporting is common in your organization, that distinction matters.
Org chart tools in this category generally fall into three capability tiers:
Misalignment between tier and need is where most decisions go wrong. An operations team that needs presentation-ready charts overinvests on a planning platform they can’t use fully. An HR team that wants to run reorg scenarios buys a visualization tool and discovers it can't model headcount impact. Knowing which tier fits your actual use case before evaluating products avoids most of that friction.
If employees use the chart for self-service navigation, people search matters—specifically the ability to find someone by skill, language, location, or project history rather than just name or title. This functionality is only as useful as the profile data behind it, so it's worth asking what attributes are HR-fed versus employee-contributed, and what adoption typically looks like for organizations similar to yours.
On the collaboration side, sharing permissions vary considerably. Some tools allow role-based access so HR sees compensation data while employees see a standard view; others offer broad access with limited controls.
Export flexibility also matters if the chart regularly appears in board presentations or leadership reviews. PDF, PNG, PowerPoint, and embeddable formats are common, but confirming that exports work at the quality and format you actually need avoids surprises after a purchase decision.
A standalone org chart tool requires employees to go somewhere new to use it, which adds an unnecessary adoption barrier. The tools with the highest actual usage tend to be embedded in environments your team already opens daily, like a workforce management app, an intranet or employee hub, Microsoft Teams, or an HR platform with a built-in directory.
For frontline and deskless teams, mobile accessibility is non-negotiable. A chart that requires a laptop or a separate login will not get used by a care worker between shifts or a technician on a job site. If a significant portion of your workforce doesn't sit at a desk, the platform your org chart lives in matters almost as much as the chart itself.
Org chart software pricing spans a wide range of structures, and the model matters as much as the number. A few things are worth clarifying before committing:
Asking vendors specifically how pricing changes as your headcount grows avoids budget surprises twelve months in.
Most of the tools in this article do one thing well. Dedicated platforms build clean charts from HR data. People directory tools turn the org chart into searchable employee profiles. Planning platforms layer scenario modeling and analytics on top of workforce data. What each requires is a deliberate decision to use it—employees navigate to the tool, look up what they need, and leave.
Jostle works differently. The org chart lives inside an employee platform where people already go for company news, team updates, recognition, and resources. An employee checking the latest update from leadership, finding a document in the Library, or celebrating a colleague's work anniversary is a few clicks from seeing how the organization is structured and who does what. That proximity is what drives actual usage: the org chart gets seen because the platform gets used, not because someone made a dedicated effort to consult it.
The Teams feature supports the full range of organizational complexity, including formal reporting lines, matrix structures, dotted-line relationships, and project or community-based teams, and syncs with existing HR systems so the chart stays current without manual rebuilding. JostleAI's search covers Library content so employees can find maintained resources alongside the people and structure they're looking for. And because Jostle is built for mobile and distributed teams from the ground up, that visibility travels with employees regardless of whether they're at a desk.
For organizations where sustained employee awareness of structure and people is the goal—where the org chart should be part of how work happens every day rather than a tool someone opens with a specific task in mind—Jostle stands out.
Get a demo today to see how Jostle gives every employee a clearer picture of the organization they work in.
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