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Global managed services provider Execo specializes in AI-powered solutions that help businesses grow revenue, reduce costs, and move faster. With operations spanning Singapore, Philippines, Kenya, India, United States, United Kingdom, and most recently, South Africa, the company acts as a next-generation "execution-as-a-service" firm, blending human expertise with Generative AI to deliver real outcomes like faster contract cycles, stronger compliance, and a tangible Return on AI.
"Omni is like the Swiss army knife of HR tools. They cover all of our HR requirements and customize to what we need as we grow."
As Execo continues to expand, its acquisitions and new country launches come with a new workforce, a new set of processes, and a new layer of complexity for HR to navigate. Today, with employees distributed across delivery centers worldwide, Execo's HR function is responsible for creating consistency, visibility, and equity across their growing workforce. Omni’s HRIS serves as a single source of truth to manage Execo’s global employee data and HR workflows while helping the HR team build and maintain consistent systems and policies for their workforce.
How Omni Adds Value to Execo
1. Consolidated Data Across Multi-Country Operations
The Challenge
When Execo began acquiring businesses across different countries, each came with its own HR infrastructure—or in some cases, none at all. One consistency across each business was spreadsheets, each maintained by different teams, updated at different times, and reflecting different versions of the truth. Their HR infrastructure consisted of "three software and a thousand Excel sheets," as Edsel puts it.
The consequences showed up most prominently around headcount reporting. When leadership asked a straightforward question like "what's our current headcount?", there was no clean answer. "Some managers would have their own set of sheets versus what HR had versus what delivery had versus what sales had," Edsel explains. "Somebody would volunteer their information, it'd get used, and then HR would say, no, that's actually not what we have." The same confusion extended to department labels and service line structures that varied by country and shifted with every organizational restructure. Edsel estimates that roughly 60% of the data in the pre-Omni environment needed to be cleaned or reconciled—not just personal information, but the structural classifications the business depended on for accurate reporting.
Pulling workforce data together under those conditions meant chasing multiple managers across time zones, waiting on their availability, and sometimes receiving conflicting answers. A report due on Monday could easily become a Thursday or next week problem.
Omni's Solution
The move to Omni was driven by one thing above others: it was the only platform that could accommodate all of Execo's countries in a single system. Once the migration began, the real work was a months-long effort to clean and validate data before it could be trusted. Omni's implementation support was instrumental in getting that right. Rather than handing over a tool and stepping back, a dedicated rep worked alongside the team to structure the data properly from day one—aligning labels, mapping departments, and guiding Execo away from over-customization that would create problems later. "We didn't feel lost," Edsel recalls. "The level of support we got felt very much like we had that person next to us."
Today, one person manages Execo's central database in Omni. Organizational changes that once required a week of cross-team coordination now happen in minutes via bulk update. And when someone needs workforce data, it's no longer a multi-day project. "Less than an hour," Edsel says. "Just click right there."
The Results
Once the data was clean enough to be trusted, the downstream effects were immediate. Reporting became self-service, headcount questions finally had reliable answers, and the HR team stopped spending their days chasing discrepancies between sources. "It's been quiet in terms of data error escalations," Edsel notes. Reports that previously took multiple days are now generated in under an hour. And the time that used to be absorbed by reconciling competing spreadsheets now goes toward the structural work Edsel was hired to do—building programs, developing people, and making Execo's HR function match the ambition of the business.
2. Standardized Onboarding Across Borders
The Challenge
At the peak of Execo's early growth, the team onboarded 30 people at once—across countries, with different local compliance requirements and no unified checklist to guide the process. Not everyone got the same experience as a result. With HR managing upwards of 20 action items per employee per onboarding cycle—and no centralized way to delegate or track them—accountability was unclear, and things fell through the cracks. "There have been instances where we were done with onboarding, but we forgot this, this, and that," Edsel recalls. "There was no way to actually track it across so many people."
Communication between HR, IT, and department leads relied on back-and-forth emails that were easy to miss and hard to trace. The more people being onboarded at once, the more chaotic it got.
Omni's Solution
Omni's onboarding workflows gave Execo the structure they needed to standardize the process across every country. Tasks are assigned to the right teams automatically—like IT requests that now flow from Omni directly into Jira via Omni’s integration, where a ticket is created and tracked through to completion. "Because of the workflows, it's easier to just bulk things together instead of the one-at-a-time task thing we used to do," Edsel explains. "The delegating is smoother—it's all in one view."
The Results
Every new hire now moves through the same experience regardless of country, with documentation confirmed and tasks tracked end to end. Omni’s workflows ensure each employee gets a comprehensive onboarding experience with a click of a button, while supplying managers and HR with real-time visibility into new hire’s progress and completion.
3. Unified Policy and Performance Infrastructure
The Challenge
Running HR across seven countries—each with its own inherited processes, benefit structures, and employee expectations—meant that Execo was effectively operating multiple people programs in parallel rather than one. Policy updates went out via email blast with no way to confirm they'd been read. Performance management varied by country depending on what each acquired company had already been doing, which meant some employees had structured review cycles, others had nothing, and nobody had the same experience. "As a company, it's our responsibility to give everyone a uniform experience," Edsel says. "No favoritism—everyone has to benefit from all the resources we can provide." The goal of operating as one unified employer was clear. The infrastructure to get there wasn't yet in place.
Omni's Solution
Omni gave Execo the foundation to close that gap on both fronts simultaneously. On the policy side, the team now distributes updates through Omni and collects signed acknowledgments directly within the platform—each signature tied to a specific version of the document, creating the audit trail that evidence-based HR requires. "We now have employees sign off ‘I acknowledge this specific policy in its current version’, and then signature," Edsel explains. "Which didn't exist before." The plan is to roll out a consolidated global policy framework through Omni, so that regardless of country, every employee is working from the same rulebook—and HR has confirmation they know it.
That documentation infrastructure directly enabled what Execo is building on the performance side. With Omni's performance management module embedded in the same platform as their HR database, onboarding workflows, and employee records, Execo launched its first-ever global performance review program in Q1 of this year—without needing to build a separate integration or set up an API. "Since it's tied with everything else, we don't need to worry about integration," Edsel explains. "We get that information, we plug it in, and then we make the changes we need to make." Employee workshops are running, self-evaluations are underway, and because the performance module lives inside the system employees already use daily, adoption has been smooth. "Performance management is going to be just the start of the globalization of Execo’s benefits," Edsel reflects.
The Results
Every employee, regardless of which company they came from or which country they sit in, now operates under the same policies and has access to the same performance framework. The patchwork of inherited processes has been replaced by a single, consistent employee experience with Omni.
Omni Delivers on Execo’s Multi-Country Needs
What started as a data consolidation effort has grown into the foundation for everything Execo is building on the People side of the business: reliable reporting, standardized onboarding, accountable policy communication, and a global performance program that brings consistency across 7 countries. And because Omni adapts as the business evolves, Execo hasn't had to choose between what they need now and what they'll need next. "It feels like Omni is growing with us, in a way," Edsel says. "Being able to customize it to what we need, and getting something better than what we asked for."
His advice to any HR leader considering the platform? Get your data in order first—and then let the system do its work. "You really get to appreciate Omni's magic once your data is in it and it's actually starting to move," he says. "That's where you see how efficient it gets, how the workflows go."
Ready to bring your global HR operations under one roof? Book a demo to see how Omni can help your team consolidate, automate, and scale.
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