Companies that use CharlieHR

Source: Analysis of 100 job postings that mention CharlieHR

My analysis shows CharlieHR is primarily purchased by people leadership roles, with Heads of People (20%), HR Administrators (16%), and People Operations Managers (12%) making up nearly half of the job postings. These buyers are typically building or scaling HR functions at fast-growing startups and scale-ups. Their strategic priorities center on creating efficient people processes during rapid growth, with many explicitly hiring to support headcounts between 50-150 employees across multiple countries.

The day-to-day users are overwhelmingly HR administrators and people operations specialists who rely on CharlieHR for core administrative tasks. I found repeated mentions of specific workflows including processing leave requests, managing employee data audits, handling onboarding and offboarding documentation, maintaining HRIS records, and ensuring GDPR compliance. Several postings explicitly name CharlieHR as the system employees will use to manage these processes, indicating it serves as the central HRIS platform.

The pain points reveal companies struggling with manual processes and data accuracy during growth phases. One posting emphasizes needing to ensure all people data is accurate and up to date which includes auditing data and managing employee changes. Another seeks someone to keep people systems clean, compliant, and efficient. A third mentions the goal is to design and scale internal operations. These companies want to move from spreadsheets to systematized HR processes that can support their expansion across multiple offices and countries.

Source: Analysis of tech stacks from 2,886 companies that use CharlieHR

I noticed that CharlieHR customers are predominantly technology-focused, product-driven companies, likely in the scale-up phase. The presence of tools like Sentry, Linear, and Retool tells me these are software development shops that prioritize engineering operations and internal tooling. This isn't your typical small business using basic HR software. These are tech companies that need HR systems matching their operational sophistication.

The pairing of CharlieHR with Linear and Sentry is particularly revealing. Linear suggests modern, fast-moving engineering teams that value clean workflows, while Sentry indicates serious production monitoring needs. When I see these alongside Retool, it paints a picture of companies building internal tools and optimizing processes across the board, not just in engineering. They're applying the same build-and-iterate mentality to their HR operations. The Amplitude correlation reinforces this, showing these companies are data-driven and likely running product analytics on everything they do.

My analysis shows these are clearly product-led companies in growth mode. They're past the scrappy startup phase where founders handle HR in spreadsheets, but they're not enterprise-sized yet. The Wistia presence suggests they're investing in content and product education, typical of product-led growth strategies. The Jira Service Desk correlation indicates they're at a scale where they need structured support operations, probably supporting both internal teams and external customers. These companies are likely between 50 and 500 employees, growing quickly, and need HR systems that won't slow them down.

Source: Analysis of Linkedin bios of 2,886 companies that use CharlieHR

I noticed CharlieHR serves a remarkably diverse set of businesses, but they share a common thread: they're building something tangible and specific. These aren't generic service providers. I saw software companies creating metadata catalogues for healthcare and AI-powered chatbots, specialty coffee roasters sourcing beans from specific regions, manufacturers making bone broth and sleep masks, and niche consultancies solving particular problems. Whether it's Log my Care building care management platforms or Borough Broth slow-cooking organic bone broths, these companies have clear, defined offerings they can explain in a sentence.

The employee counts tell the real story. I'm looking at predominantly 11-50 employee companies, with many in the 2-10 range. Some have secured seed or Series A funding (Screenloop raised $6.9M, HelloSelf $20M), but most show no funding stage at all, suggesting bootstrapped growth. They're past the founder-only stage but haven't scaled to enterprise size. They're in that crucial growth phase where HR actually becomes necessary but building an HR department isn't feasible.