Atlantic Airways
A need for clarity Operating in a highly regulated and fast-paced industry, Atlantic Airways needed a platform that would allow them to streamline communication, organize company knowledge, and increase transparency across departments. More importantly, they needed a solution that would be easy to implement and feel natural to use — for everyone from HR to […]
Nik Group
Too many tools, not enough connection Before Humand, NIK Group‘s internal operations ran on a patchwork of platforms. Onboarding lived in one tool, and asset tracking in another one. Training was split across two separate systems. Internal communication and information sharing happened on yet another platform. Every single tool required a different login, and there […]
Unifix
The right tool for a team on the move When UNIFIX set out to find a new tool for their field sales team, they evaluated three vendors. What they needed wasn’t just another communication platform; it had to feel natural for people who spend their days in front of clients, not screens. Humand stood out […]
Local Hospice Lottery
The search for the right fit The sunset of their previous platform gave LHL a chance to raise the bar. After evaluating three vendors, Humand stood out in terms of features, implementation process, and pricing that worked for a non-profit. The organization partnered with Humand through Hu for Good, Humand’s program for non-profits and NGOs. […]
PSBank
A single platform for daily operations With over 200 branches and thousands of employees, Philippine Savings Bank (PSBank) needed more than just a communication tool. They were looking for a centralized platform to simplify internal services, training, and cross-team collaboration. Humand became that space—connecting people, support, and culture in one digital home. Built for flexibility […]
MRV&CO
The search for a strategic partner to enhance the employee experience With operations in more than 100 cities and a workforce of over 20,000 employees across Brazil, MRV&CO takes a careful and attentive approach to the experience of its people. From teams working on construction sites to administrative roles, the company operates within a highly […]
Relectroni
When manual processes limit HR’s impact Before implementing Humand, a large part of Relectroni’s HR processes were managed manually. This created operational friction, wasted time, and made it difficult to turn information into actionable insights: Surveys and evaluations conducted on paper, requiring printing and manual collection. Delays of two to five days to collect document […]
Rodelag
The challenge of growing with multiple channels and in-person processes Before implementing Humand, Rodelag’s internal communication relied on multiple channels, including email, WhatsApp, a corporate magazine, bulletin boards, and an internal portal. As a result, information was fragmented and did not always reach all employees in a clear and timely way. At the same time, […]
Transber
The challenge of growth: bringing order and reaching everyone As Transber continued to grow, managing information and HR processes became increasingly complex. Internal communication relied mainly on email, making it difficult to ensure that messages reached everyone clearly and on time, especially within the pace of day-to-day operations. In addition, document management depended on physical […]
La Gaceta
When information does not flow, work becomes fragmented La Gaceta is an organization where areas operate with a high degree of autonomy. While this dynamic is essential in journalism, it also presented a challenge: much of what happened within the organization remained contained within each team. As a result, achievements, awards, good news, and relevant […]