HomeFor Planning & HR
One place to train, onboard, document and multiply.
For Planning & HR, Memberfy brings each person’s plan — goals, reviews, feedback and IDP — together with the day-to-day that moves that plan forward: LMS, onboarding, knowledge base and knowledge sharing. Along the way, it shows the talent and the multipliers no org chart reveals.
NewRun HR through Claude or ChatGPT.Ask in plain English: invite the new team with the right role, tagged by department, publish the week’s announcement, build the onboarding course and see who joined this month.Discover MCP →Four perspectives, one place
Planning
Goals and OKRs per person, team and company, review cycles with a self-review and the manager’s view, ongoing feedback and each person’s IDP. With the Planning & HR extension, the plan of whoever is growing lives in the same place where they learn and talk.
See the Planning & HR extensionLearning
Onboarding, technical tracks and refreshers as course, module and lesson, with each person’s progress recorded lesson by lesson. Whoever runs it sees where the class gets stuck — the information that tells you which lesson needs redoing, not who needs chasing.
See the courses spaceEngagement
A feed for the day-to-day, events for town halls and training with confirmed attendance, a gallery to record what happened. Whoever joined later finds what came before, instead of asking someone to forward it.
See the events spaceCommunication
An announcement becomes content with a fixed address, search and comments — not a message that scrolls away in the timeline. Spaces per team, per office or per program, each visible only to those who should see it, with pre-approval moderation when the topic is sensitive.
See the content spaceFour tools you probably already buy separately
Each of these is usually its own contract, login and user base. Here they are spaces in the same community, with the same people and the same rule for who sees what.
LMS
Course, module and lesson, with each person’s progress recorded lesson by lesson: what they finished, where they stopped and when they last opened it. Technical tracks, compliance, refreshers — and whoever runs it sees where the class gets stuck.
See the courses spaceOnboarding
The first week stops being a folder of links. A learning path to complete, a calendar of sessions with confirmed attendance and a feed where the new person asks questions without having to pull someone aside.
See the events spaceKnowledge base
An answer given once stays at a fixed address, with a category and search, open to whoever should be reached. Documentation that lives next to the conversation ages less than the kind kept in a folder nobody opens.
See the content spaceKnowledge sharing and planning
Anyone authorized can create a course and publish, so those who know can teach without going through the training team. And the call for papers takes proposals by track, with a committee and voting — which is how an innovation cycle or strategic planning gathers ideas from the front line.
See the call for papersExtension
Planning & HR
fromR$ 999/mo
Starter R$ 49 + Planning & HR R$ 950, on the annual plan
The plan grows with headcount.
For a company’s internal community: the performance cycle, goals and each person’s growth, on the same platform where the team already talks and learns.
Performance Review
Performance reviews in cycles: each person writes a self-review, and their manager writes theirs.
Feedback
Ongoing feedback between people, given when it makes sense, outside the review cycles.
Goals & OKRs
Objectives and key results set at three levels: per person, per team and for the whole company.
Time Clock
Each person’s clock-in and clock-out through the day, with the timesheet to review.
IDP
The individual development plan: one plan for each person on the team, with what they will work on.
Recognition
Public praise between colleagues, given in front of the whole team instead of in a private chat.
How the community shows who multiplies
This is the part that usually surprises people. Eleven actions earn points, and you set what each one is worth. Three of them don’t measure effort, they measure influence: replying to someone’s comment, getting a like and completing a lesson. Whoever replies a lot is teaching. Whoever gets a lot of likes is being sought out. The leaderboard adds up per community and also per section, so you can look at the whole company or just one team.
See how the leaderboard is configured- Who answers others — the multiplier the org chart doesn’t show
- Who is sought out — measured by reactions received, not by volume posted
- Who completes learning paths — real training uptake, lesson by lesson
- A leaderboard per section, to compare within the team and not against the whole company
Engagement
Grow multipliers and spot talent.
In every company a handful of people teach the others. You sense who they are, but you can’t show it in a promotion committee — or see who is about to become one.
- Those who teach show up
- Posting, commenting, replying, getting a like, completing a lesson, attending an event: eleven actions earn points, and the leaderboard shows who holds up the company’s knowledge without anyone having asked.
- You define what the company values
- The weight of each action is yours. If what’s missing is people answering newcomers’ questions, replying is worth more than posting — and the leaderboard starts rewarding exactly that.
- New talent doesn’t stay hidden
- Besides the overall leaderboard, there is one per section. Whoever joined last month doesn’t compete with someone who has been there five years: they show up in the area where they are already contributing.
- Recognition is public
- Badges on the profile, visible to the whole team. Recognition only HR can see doesn’t become a reference for anyone.
Three of the eleven actions score what others did with what you produced — replying, getting a like, completing the lesson you built. It is the difference between measuring who talks the most and measuring who lifts the team.
See the platform from the insideThe spaces a corporate community turns on
Six of the eight, and the other two remain available. None of them is charged separately or depends on the plan.
No sales, no fee
The fee per sale only exists when there is a sale. A corporate community that charges no one anything pays only the plan’s monthly fee, which depends on headcount. With the Planning & HR extension, if you want it, it starts at R$ 999 a month: Starter R$ 49 + Planning & HR R$ 950, and the plan grows with headcount.
See the plansHow it looks in practice
- HR and internal communicationsOnboarding, training and announcements at the same addressWhat was agreed stays written down, and whoever arrives later can catch up.
- Innovation hubsInnovation competitions, from open call to demo dayA program that doesn’t depend on a spreadsheet or a messaging group.
- Hackathons and internal challengesThe challenge lasts a weekend. What came out of it doesn’t have to end.The result becomes an archive instead of a shared folder.
- Franchises and networksThe same training reaches every location the same wayA standard that holds without depending on who passed the message along.
- Companies with a customer communityAnswer once. It stays answered for every customer.Fewer repeated questions, and an archive that lasts.
- Schools and online coursesYour online course gets the class that video alone can’t give itYour catalog in one place, without changing how you sell.
What changed
Trust has become the number one factor in corporate buying decisions.
Corporate buyers spend almost all of their decision time away from vendors, learning from peers. A company with a community takes part in that conversation; one without finds out how it ended.
- 82%
- trust peer testimonials and reviews more than any claim on the vendor’s websiteCorporate Visions, 2026
- 17%
- is how much of the buying time B2B buyers spend talking to vendorsGartner
- 58%
- of buyers already start their research directly in AI, up from 24% just a few months earlierSXSW 2026
AI sums up vendor content in three lines. What it doesn’t sum up is what one of your customers answered another of your customers, inside your house, with a name and a date — and that is what decides the purchase.
Use case: Store and Payments
Set up the team’s internal store.
One way to use the Store space with the payments that already come with the platform: event swag, welcome kits and partner perks, sold at a discount to the people in the company. Here the money doesn’t become profit, it becomes access to something better and cheaper, with no order spreadsheet and no collection by message.
- Products in a Store space
- The event T-shirt, the welcome kit, the convention ticket or a partner perk: each is a one-off product, shown in a Store space with the same visibility rule as the other spaces.
- Discounts by coupon
- Fixed or percentage, with a usage limit, an expiry date and, if you want, restricted to a plan. You hand out the code: to a class, to a team or to whoever stood out on the quarter’s leaderboard.
- Payment inside the platform
- PIX, boleto or card in up to 12×, with no checkout link from another company. The 6.99% + R$ 2.49 fee applies to each sale and is the same whatever the payment method.
- Hand delivery
- The swag is picked up at the office or handed out at the next company gathering. The platform handles the sale and the payment; delivery stays with whoever already organizes the event.
Leaderboard points don’t turn into discounts on their own: they measure participation, and the coupon is created and handed out by whoever administers. Combining the two is the company’s decision, not an automatic rule.
See the fee per salePerformance and development tools
What each one covers in reviews, goals, feedback and IDPs, and where the team learns and talks.
- Planning & HRMemberfy or Qulture.RocksFull performance management, or each person’s plan in the same place the team learns and talks.
- Planning & HRMemberfy or FeedzThe most direct competitor: engagement, surveys and performance, with or without the community alongside.
- Planning & HRMemberfy or ImpulseUpDeep competency-based reviews, or performance and learning on the same platform.
We are inviting the first communities.
Memberfy is in closed beta, so access is by request. Tell us what you want to build: we reply, set it up with you and stay close afterward.