Corporate-grade talent intelligence

Connect People context, agents, and workflows across complex organizations while preserving permissions, approvals, and traceability.

Book intro

Demo-led rollout with human review

Global corporates with layered governance

Transform corporate talent operations

Unify People context, coordinate approvals, and keep decisions traceable without slowing the business.

Governed platform

Controlled adoption

Executive analytics

Finance-aligned dashboards connecting skills, capacity, and business outcomes.

Security & compliance

SSO, SCIM, role-based access, encryption, and traces that support your policies.

Shared services alignment

Integrations and SLAs designed with HRIT, finance, and legal.

Key Features for Corporate teams

Corporate People operating system

Governance

Unify hiring, skills, and mobility with governance-first controls built for matrixed organizations.

Controlled adoption

Start with a bounded workflow, validate it with stakeholders, and expand under structured governance.

Risk, security, compliance

SSO / SCIM

SSO, SCIM, role-based access, tenant isolation, encryption, inspectable traces, and data-residency options support your security review.

Shared services alignment

Partner with HRIT, finance, and legal through managed integrations and clear SLAs.

Executive analytics

Board-ready

Board-ready dashboards that tie talent decisions to cost, capacity, and business outcomes.

Integrations without rework

Pre-built workspace integrations and APIs that fit your architecture without custom sprawl.

Built for complex corporates

Run hiring, skills, and mobility on one governed platform that respects your approvals, controls, and audit needs.

Governance-first controls with audit trails
Review-led adoption across teams and entities
Security, privacy, and data residency options
Executive reporting that aligns to finance

A governed adoption path

Structured steps that align stakeholders before scope expands.

Step 1

Assessment

Map processes, controls, and integration requirements with your stakeholders.

Step 2

Validate controls

Test the first workflow with permissions, approvals, traces, and owner review.

Step 3

Scale & integrate

Roll out regionally, connect key workspace tools, and set SLAs with shared services.

Step 4

Optimize & report

Measure adoption, ship executive reporting, and expand to mobility and learning.

What corporate People teams can govern

Scoped

Access by company, workspace, role, and user

Traceable

Sources, reasoning, messages, and changes

Controlled

Confirmations, approvals, and autonomy settings

Connected

Inbound HRIS sync and supported work tools

Corporate HR questions, answered

Workspaces can be separated for legal entities or operating units. Company, role, user, document, and integration permissions govern access, while authorized leaders can work across the scope assigned to them.
Yes. Supported HRIS connections provide inbound imports and ongoing synchronization. ATS connections are limited to one-time migration into Clous. Other connections may retrieve context, surface Clous, or perform specific supported actions.
The timeline depends on data access, security review, legal entities, custom integrations, data residency, and change management. Clous starts with a bounded workflow and expands after the organization validates its controls and results.
Clous supports encryption at rest and in transit, tenant isolation, role-based access control, SSO, SCIM, data-residency options, and inspectable messages and changes. Security and procurement teams should review the current evidence for their requirements.