Eyr uses Huma to scale its business quickly and revolutionise the healthcare sector at the same time!

It takes a special type of person to look at what’s on offer within health care today and think "we can improve on that!" Eyr is a kind of hybrid between a technology company and a health company. And where everything to do with the people working in Eyr is concerned, CEO Camilla Kluge Foss has chosen to use Huma!

Eyr uses Huma to scale its business quickly and revolutionise the healthcare sector at the same time!

Eyr is a private health company that offers medical and psychological services digitally across the entire Nordic region. They build their own technology and have recently recorded excellent growth. Ir order to manage the corresponding growth in personnel administration, they have chosen to use Huma. We chatted with CEO Camilla Kluge Foss, to hear why!

Tell us a little about your culture! What is it like to work in Eyr?

Eyr is inclusive, adaptable and fast! There is little bureaucracy and short decision paths. Everyone is encouraged to come up with ideas and we are swift to put them into action and try them out. We always try to think across disciplines so people from across the organisation – tech, sales, medical, operations and marketing – join in all new development processes. We are also generous with each other: We help each other and there is room to make mistakes!

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What was the reason you wanted an HR system in the first place?

We wanted an orderly, manageable way to store and handle all sensitive personnel documents. It was a real bottleneck before, and particularly bearing GDPR in mind, it was a good idea to make a proper job of it. We noticed the problems more and more as we grew, and when we passed 50 employees, there was no question of putting it off. 

Most of our employees have around 3 separate documents each related to their employment. That means about 150 documents when we rounded 50 employees (LOTS of documents!). Before, only the CEO had access to all employment documents (and not all were necessarily sorted/filed correctly), so every time anything came up, the middle managers had to go to the CEO and I had to search for the correct documents. I guess that added up to about 2-3 hours a month. That doesn’t sound much, but it’s a very unnecessary amount of time for a manager, as well as the fact that such ‘unnecessary’ inquiries otherwise interrupt work flow. It’s also more professional that all employees are able to find their own papers when needed, as well as being safer regarding GDPR.


"One problem for us was that our appraisal interviews have been very sporadic and lacking in structure. Now it will be the same for everyone in the organisation: more professional and more transparent. This is important for our employees. "


What made you choose Huma?

We liked you being a Norwegian start-up, because we are too! We have a very good impression of you as a team: You are very helpful and accommodating. We have found you responsive to input and liked your focus on developing what people need and not all kinds of other things. Not only that, Huma was cheaper than some of the competitors. Huma is user-friendly and intuitive to use. That’s important to us. It’s also adapted to Norwegian conditions, and with the extra adaptations for English and Danish personnel, it makes it easy for us to scale.

We’ve been using Huma for a while now, and we have been surprised at how incredibly fast you launch and come up with new things! You deliver new features when you say they’ll be ready. As a tech company too, we know that things can get in the way or that you have to prioritize differently from time to time. But with Huma, we want new things, and they actually arrive very quickly!

As CEO, what do you get out of an HR system?

I get everything in order! All the contracts in one place; I can search for employees easily. I also use the absence module a lot to see who’s away and who’s at work. And i have a complete overview of birthdays too, so that’s nice. I also use Huma to keep track of some key figures that we measure ourselves by, gender distribution, country, etc.

Now we’re going to start with our appraisal interviews and take the temperature of our culture. It will be great to be able to do this with Huma this time; much easier than before! We’ve been wanting to take the temperature for a long time, but it’s not been done because we’ve never managed to prioritise it; we’ve always thought the job so big to even get started. The great thing now is that we can simply use Huma and get started very quickly. What’s more, Huma allows us to run the same processes for our employees across several countries. It is important to create greater belonging and to "come together" as one company. 

The problem for us was that our appraisal interviews have been very sporadic and lacking in structure, so some middle managers have had them (with their own questions)while it’s quite likely that others have not had them at all. In essence, we have previously spent too little time on this, but now it will be the same for everyone in the organisation, more professional and more transparent. This is important for our employees.

If you want to read more about appraisal interviews in Huma, you can do it here!


You have integrated Huma with Teamtailor, why did you do that?

Well, we’re a growing company and actually recruiting all the time. The fact that Huma is well integrated with Teamtailor makes the admin work related to recruitment much easier. We get employees directly into Huma without anyone having to spend a calorie transferring the information. In addition, it reduces the risk of information getting lost or misplaced.

The integration probably saves us a total of around 1-2 hours per new employee. Before, the manager had to add the new employee to Huma and ask him or her to register and then ‘plot’ in all their info. Now everything goes seamlessly! When new employees start, this gives a much more professional impression of Eyr, and it is important in itself that everything is already in place.

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