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People & ops

The handbook nobody can't find.

Every company writes the policies down. Almost none of them can tell you whether the version people are reading is the one that's true. Fora's Knowledge Library puts the owner and the date on the shelf, so the answer is visible before anyone acts on it.

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The library, the doc behind it, and a search that lands on the answer.

One library, and it looks official

A policy page should not look like somebody's draft. The library gives settled answers a different skin from working docs — same tokens, more weight and air — so people can tell the difference without being told.

  • Sections by subject — policies, guides, benefits, onboarding
  • An Official label with the owner and the last-updated date
  • Reader counts, so you can see what's actually being used
  • A narrower measure and no editor chrome for people just reading

Knowledge Library

What's true here, who says so, and when they last checked.

Publish a doc
12 entries· nothing stale· 2 due for review
What are you trying to find out?
AllNeeds reviewI steward

Design 1

🎨Brand voiceCalm, confident, zero jargon. How Fora sounds, everywhere it speaks.Fresh

Engineering 2

🚢How we shipTrunk-based, behind flags, released on Tuesdays and Thursdays.Fresh
📟On-callOne person, one week, one phone. What they do and when to page.Review in 6d

People 2

🌱Your first weekWho to meet, what to read, and the one post you should write.Fresh
🧾ExpensesUnder $200, spend it and file the receipt. Over, ask Sofia first.Review in 12d

Onboarding that doesn't depend on a buddy remembering

Week one is mostly a person working out who to ask. Fora shortens it by making the company legible: the floor shows who's who, the library holds the answers, and the assistant can point at the thread where a decision was made.

  • The handbook, the org chart and the floor on day one
  • A new hire can see who everyone is and what they're doing
  • Ask Fora AI why something is the way it is, and get the receipts
  • Groups for the teams they're joining, with their own feed and files

A reorg that isn't a fortnight of admin

The cost of a reorg is rarely the decision. It's the two weeks afterwards spent renaming channels, re-inviting people and fixing permission lists in six tools. When the org chart is the structure the workspace is built from, that work mostly disappears.

  • Departments and reporting lines are first-class structure
  • Every team auto-provisions its feed, chat, board and island
  • Move a person, and the feed, chat, goals and chart follow
  • SCIM keeps it true from your HR system
3
NotificationsMark all read
Sarah Chen mentioned you in Launch Sync notes12m
Felix Berg completed Press kit photos41m
Marcus Johnson confirmed How we ship is still true2h
Amara Nwosu assigned you Venue contract countersign3h
Priya Nair commented on Beta signup email #35h

Questions

Does it sync with our HR system?
SCIM provisioning keeps people and structure in step, so joiners, movers and leavers are handled where you already handle them.
Can we keep some spaces genuinely private?
Yes. Groups come in open, closed and secret, and secret is default-deny — it doesn't appear to people who aren't in it.
What happens when someone leaves?
Access ends with the account, and their work stays where it was — the docs they owned, the decisions they made, the threads they were in. That continuity is the reason to write things down in the first place.

Keep reading

Chat & feedThe company square, group chat, and windows that dockDocs & knowledgeThe handbook and the specs, written down and findableProjects, tasks & goalsBoards, subtasks, and progress that rolls up on its ownMeetings & virtual officeA floor you can walk, knock on, and split into roomsFora AIAsk the company a question and get the decision, with receipts

Run the whole company from one place.

Start free

Free for up to ten people. No card. Bring the company. Leave the stack.