01
NumbersWhat actually happens.
Objective work results provide a view of outcomes. Business systems contribute P&L, KPIs, tickets and quality metrics.
- P&L & business results
- KPIs & operational performance
- Tickets & quality metrics
PENTAGON / COMPANY OPERATING SYSTEMOne company.
One company.
Connected by
human insight.
People, processes and performance in one operating system. A clearer picture of your organization, with people at its center.
THE PENTAGON FRAMEWORK5P
5P
Five dimensions. One shared structure.
Five dimensions.One connected organization.
THE COMPANY OPERATING SYSTEM
In production · First migration wave underway
PEOPLE AT THE CENTER
ONE COMPANY. ONE CONNECTED SYSTEM.
Conceptual people study · AI-generatedA company that understands itself starts with understanding its people.
Pentagon connects the work, the results and the context.
A shared structure. A more human perspective.
A connected system.
A fuller picture.
One internally developed platform.
Five dimensions of organizational life.
5Connected dimensions
People, Process, Psy, Power and Purpose.
13Psychometric assessments
Psychological context across eight themes.
3Layers of intelligence
Numbers, opinions and context in conversation.
4Organizational perspectives
Employees, managers, HR and leadership.
In production, with the first migration wave underway.
Platform
01An operating environment for the whole company. Everyday work and organizational intelligence, connected.
See all platform modulesPEOPLE · PROCESS · PSY · POWER · PURPOSE
Back to human.
Five dimensions of one organization.
Explore the relationships that give work its meaning.
CONCEPTUAL MAP · NO MEASUREMENT SCALE01 / PEOPLE
01 / THE FIVE DIMENSIONS
People.
The human foundation.
Every organization begins with its people. Connect their roles, teams and working lives in one shared structure.
Explore the five dimensionsIntelligence
02A clearer picture of the company.
Results, perspectives and psychological context. Three layers that help people understand the work and ask better questions.
02
OpinionsHow people see the work.
Self-review, peer review and manager assessment add different perspectives. Differences between them become a reason for conversation.
- Self-review
- Peer review
- Manager review & Keeper Test
03
ContextWhy it might be happening.
Motivation, psychological DNA and team dynamics help frame questions and choose a supportive approach. Context requires careful interpretation.
- Psychological DNA
- Motivation & team dynamics
- Emotional regulation
ONE SITUATION. THREE PERSPECTIVES.Understand the result.
Illustrative scenario · not company data
Understand the result.
Start a better conversation.
Illustrative scenario · not company data- 01Numbers
The team missed a delivery goal. The result tells us what changed.
- 02Opinions
The team reports competing priorities. Reviews add a perspective that the delivery metric alone cannot show.
- 03Context
Different communication preferences suggest a clearer planning conversation. This is a hypothesis to discuss, not a diagnosis.
PEOPLE / AT THE CENTERIndividual
Individual
perspectives.
Shared
possibility.
A company is shaped by its people.
Every perspective adds to the picture.
03 / FOR EVERY LEVELOne company.
One company.
Four perspectives.
A connected workspace for every role, with the tools and context each person needs.
01
Employees
Your working life, connected.
- ProfilePersonal, work & growth
- My workTasks & OKR goals
- RequestsTime off, travel & equipment
- DocumentsRecords & e-signature
02
Managers
See the team and its work.
- PeopleDirect & indirect reports
- DirectionTeam goals & approvals
- PerformanceCoverage & reviews
- ChangesHires, transfers & departures
03
HR & Operations
A connected employee lifecycle.
- OrganizationPositions & change history
- OperationsLearning, payroll actuals & travel
- AdministrationRoles & custom fields
- LifecycleHiring intake & employee records
04
Leadership
Understand the wider picture.
- CompanyShared priorities & results
- DepartmentsGoals & organizational patterns
- TeamsPerformance & development
- ContextAggregated views & interpretation
Always evolving.
0401Active development
In progress
Establishing the shared foundation.
- Platform rebranding
- First asset migration from HiBob
- Integration transfer
- AI summaries beyond DNA to full profiles
- DNA localization
02Planned expansion
Next horizon
Deepening the daily operating system.
- Benefits, Travel and Compensation modules
- First Performance cycle with the new methodology
- Complete recruiter-to-employee flow
- Expanded two-step benefit approvals
- Remaining migration waves
- Payroll, payslips and weekly data uploads
03Strategic directions
Long term
A more connected view of the organization.
- Compensation benchmarks, bands and forecasts
- Automated cross-module triggers
- Live team heatmaps on the org chart
- Mobile apps for iOS and Android
- Further product specialization
Development priorities from the platform overview. Plans may change.
Explore the roadmapAbout
05THE COMPANY OPERATING SYSTEMA system built from the inside.
A system built from the inside.
Around the reality of work.
Pentagon is a company operating system built around real organizational needs. It grew from a practical ambition: to bring people, processes and intelligence into a single operating environment.
Already in production, it is evolving alongside the organization. The goal is a company that can see the relationships between its people, teams and results, and use that understanding to work better.
Our mission & vision