No. Oberon acts as an work orchestration layer, complementing your existing systems. It enriches the data from your work systems to continuously update skill profiles and optimize resource assignment, without forcing a system replacement. In the near future, we will add HR Insights to our roadmap to provide quarterly and annual review support data on skills growth.
Oberon is designed to overlay and integrate with systems you already use—such as project management tools (like Jira, Asana), or time-tracking tools. Integration is typically API-based, enabling real-time synchronization without disrupting existing workflows. Currently, the default integration is 'pull mode' only, allowing us to see data from your systems, but not change it. Optionally, we can turn on bi-directional sync to drive changes in Oberon into these systems, but by default we do not change your systems.
Yes. Oberon can manage a blended workforce, including FTEs, contractors, and partner personnel. Skills, work history, and development tracking apply equally to all resources, enabling seamless staffing across mixed teams. You only pay for contractor resources when they are actively deployed on projects. You can have up to 20% of your bench be contractor resources, additional contractors above that 20% level will be billed as regular users.
Traditional PSA systems focus on time tracking, billing, and basic resource allocation based on availability. Oberon focuses on work orchestration—assigning work based on verified, current skills and actively developing your workforce over time. It’s about ensuring the right fit for success, not just filling a seat.
Most enterprise customers begin to see value within the first 30 days. Initial onboarding includes setting up professions for your business - the standard roles and pay levels. Next, we build the management structures for the organization and invite in managers, then each manager onboards their existing teams and projects, which for a 1000 person team takes roughly 3-4 weeks. After another month, all projects and profiles will be active and delivering value. From there, Oberon starts providing staffing insights, gap analyses, and targeted learning assignments immediately.
Oberon provides real-time dashboards and customized reports covering:
Skills coverage across critical domains (e.g., cloud, security, application modernization).
Training and development progress aligned to organizational goals.
By giving employees clear visibility into career pathways, skills growth opportunities, and targeted development plans, Oberon helps foster a culture of continuous learning. It aligns individual development with organizational needs, improving both engagement and retention.
Once we have onboarded your team and built profiles, the Oberon Team application is a very lightweight process. Typically, Team members get notifications about new project assignments, absence requests or learning assignments and don't see the level of alerts that a project leader or support role would see. We designed this to track what people were accomplishing, not to give them another task to accomplish.
Yes, with a caveat. Our summer release will have a new finance module that includes transfer costs, so we will be able to have multi-geography teams with full analysis on intercompany transfer costs. This release will also include new allocation logic settings to enable users to target specific team goals, like utilization rate, before optimizing for profit goals, as an example.
Oberon is very flexible and offers many fine tuning and settings that you can use to customize your experience. Organizations can tailor their recommended schools for training and set organizational reporting structures to fit their unique environments. Oberon also supports customizable professions, roles, and levels to align with internal HR and operational models. The one area that is controlled centrally is the definitions of skills and the competency maps for each skill, as well as the taxonomy of skills and how they relate to each other.
We are here to help you onboard the way you want. Customers can use our onboarding guide to self-onboard, or they can take advantage of our onboarding services, recommended for teams larger than 300 or more.
Customer Questions
The onboarding process can be done in as fast as a week for organization with 200 or fewer people, but typically larger organizations can range from 4-8 weeks, depending on the number of departments, integrations, and complexity of your organizational structure. A phased approach allows critical groups to come online quickly while supporting broader rollout at a sustainable pace. Our onboarding team is also here to help you streamline this process to achieve quick wins, along with sustainable value.
A small but representative Steering Committee is recommended, including an Executive Sponsor, Project Sponsor, Institutional Admins and teams like Finance and Resource Managers. This ensures strong alignment across functional and technical stakeholders.
Practice managers, support staff and bench resources will be involved in their onboarding, but this is a short process.
The Oberon platform is designed to minimize heavy lifting by using standard APIs, but your IT/Operations team will need to review integration plans, ensure security compliance, and assist in validating initial data flows.
The Institutional Admin holds top-level system permissions and governs global settings, reporting, and user structures. Assigning a dedicated, empowered Institutional Admin early ensures configuration consistency, streamlined user support, and long-term data integrity.
Oberon’s onboarding team works with you to map your organizational structure into Practices and Groups. This ensures reporting, staffing, and learning plans align naturally to your business units, geographic regions, or functional departments. We also help you set up your professions and levels to ensure role accuracy.
Oberon’s flexible structure allows Practices, Groups, and user assignments to be adjusted dynamically. A mid-onboarding change plan may be created if major organizational shifts occur to ensure continuity without delaying adoption milestones.
During onboarding, specialized support roles such as Finance Managers and Learning Managers are onboarded specifically to validate approval chains (e.g., budget sign-offs, learning plan approvals). System tests are conducted to ensure workflows function smoothly before broad end-user adoption.
Partner Questions
The Partner Program is designed for IT consulting firms, system integrators, managed services providers (MSPs), and modernization-focused service companies who want to integrate talent and resource management into their customer offerings. Partners who specialize in cloud, DevOps, IT transformation, or continuous workforce development will benefit most
The real benefit of Oberon is in lowing risk and improving margins in your main services business, but we also don't expect you to do our job - our co-selling model is to help support you in your transformation project and for use to work with the customer on the value of Oberon. We have both internal use and referral programs for committed partners.
Oberon optimizes workforce planning by continuously assessing team skills, suggesting training paths, and orchestrating the right resource allocation for projects. It improves project reliability, reduces staffing risks, protects margins, and helps partners embed themselves as long-term strategic advisors to customers.
Yes. Design partners are invited to provide input into the Oberon roadmap and help shape future features. Partners can also resell integration services to customers who need Oberon connected to time tracking, PSA, or task management systems
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