Greater4

Built for Philippine employers · Data Privacy Act ready

The intelligence behind every talent decision.

Greater4 keeps one evidence-based record of what your people can do, checked with the PRC, TESDA, and CHED, across every company in your group, so you can hire, reskill, and redeploy on proof.

Request a demoSee what is built for the Philippines
Try:
app.greaterfour.com/meridian/home

Talent view

GH

Open exchange requests

12

4 awaiting consent

Employees opted in

318

across 4 business units

Evidence coverage

74%

demonstrated or verified

Pending approvals

9

manager release

Exchange requestTypeDemandStatus
Customer Ops Technical supportSecondment60Matching
Finance Finance operationsTransfer14Release approved
Sales Leasing supportProject6Terms drafted
Field Ops Field analyticsRedeployment22Matching

Skills coverage by unit

  • Customer Ops81%
  • Finance76%
  • Sales69%
  • Field Ops64%

Why now

Philippine employers have to reskill at a scale no spreadsheet can track, and prove every step to the NPC and DOLE.

1.89M
people work in Philippine IT-BPM, the sector the IMF finds most at risk of AI displacement.Source: IBPAP, 2025
1 in 3
Filipino workers hold jobs highly exposed to AI. About 6 in 10 of them could be helped by it, not replaced.Source: IMF, 2025
2M
AI-enabled IT-BPM workers is the industry's own target for 2028.Source: IBPAP via GMA, 2026
50%
additional tax deduction on TESDA-registered training under the EBET Act, rising to 75% in 2028.Source: RA 12063

Intelligence

Four intelligences. One view of your workforce.

Greater4 combines what your people can do with what the market, the work, and day-to-day engagement are telling you.

M. SantosCustomer Ops · CebuTroubleshootingWritten supportTicketing systemsWork sample · rubric v3Demonstrated · 14 Oct 2026CCNA · CiscoIssuer verified · expiry trackedComplaint triage exerciseDemonstrated · 2 reviewers agreedCourse completionLearning record, not proficiencyWork sample · 2024Needs refresh
Review status is recorded separately. Demonstrated evidence can still await review; a verified credential does not prove current proficiency in every related task.

Built for the Philippines

The Philippine details global platforms leave to you.

PRC licenses, TESDA certificates, the Data Privacy Act, Viber, regional hubs, and groups with dozens of companies. In Greater4 they are product features, not a services project.

Verified at the Philippine source

Licenses, certificates, and degrees are checked with the issuer, and each check keeps its source, date, and verifier. A certificate with no registry record is flagged, not trusted.

Credential · J. ReyesStatus
  • CPA licensePRC online verificationVerified
  • Contact Center Services NC IITESDA certified-worker registryVerified
  • BS AccountancyCHED eCAV, applicant consentAuthenticated
  • PhilSys IDPhilID QR checkChecked
  • Computer Systems Servicing NC IITESDA registryNo record found

Data Privacy Act, built in

Designed around NPC Advisory 2024-04 on AI, so the controls your DPO needs are already in the product.

  • A named person reviews every consequential decision
  • Privacy impact assessment for each use case
  • Any employee or applicant can contest a result
  • 72-hour breach notice workflow (NPC Circular 16-03)
  • Hosted in Asia

Candidates on Viber and Messenger

Applicants apply, book assessments, and get updates where they already chat, in English, Filipino, or Taglish. No app to download.

Hi Ana! Salamat sa pag-apply. Available ka ba sa Huwebes, 2:00 PM, para sa 20-minute assessment?

Opo, available po ako.

Sige! Naka-book ka na. Ipapadala namin ang link isang oras bago.

Age and birth date are never asked or used in matching, in line with RA 10911.

Redeploy before you release

When AI or restructuring changes a job, Greater4 finds internal moves and retraining first, and keeps the record your labor counsel will ask for.

41

roles where AI now leads core tasks

29

matched to open internal roles

12

offered TESDA-registered retraining

0

released before options were offered

Each offer, answer, and date is kept for the 30-day DOLE notice under Labor Code Art. 298, and for the human-review rules in the AI bills now before Congress.

Mapped to Philippine frameworks

Role profiles line up with the Philippine Skills Framework, PQF levels, and TESDA qualifications, so a development plan speaks the language your training partners use.

PSF · IT-BPMPSF · Analytics and AIPSF · LogisticsPQF Level 5TESDA NC II

Training spend that counts

Grow keeps cost, attendance, and certification records for TESDA-registered programs, ready to support the EBET Act's additional deduction (RA 12063) or CREATE MORE incentives.

50% additional deduction on qualifying training, rising to 75% from 2028. Your tax adviser confirms eligibility.

One exchange for the whole group

Move people between the companies in your group, from the bank to the property arm. Each company keeps its own records until the employee consents to share.

Bank → Property14 opted in

Telco → Shared services31 opted in

Retail → Logistics9 opted in

Evidence

Look past the label. Read the evidence.

A résumé line says what someone was called. Greater4 records what they can demonstrate and what was verified at the source, then carries that record from application to assignment.

Customer-support professional wearing a headset at an office desk

Customer support

Customer Ops

What the résumé says

  • Customer Service Representative
  • 3 years experience
  • Good communication skills

What Greater4 can show

  • Complaint triageDemonstratedWork sample, rubric v3
  • Written responseDemonstratedTwo reviewers agreed
  • Escalation judgmentIn development3 of 5, exercise queued
Finance operations analyst reviewing figures on a monitor in an open-plan office

Finance operations

Finance

What the résumé says

  • Accounting Associate
  • CPA
  • Proficient in Excel

What Greater4 can show

  • CPA licenseVerifiedProfessional Regulation Commission
  • ReconciliationDemonstratedPractical exercise
  • Accounting degreeVerifiedConfirmed with the university
A senior team leader mentoring a younger colleague at a shared desk

Team leadership

Sales

What the résumé says

  • Team Leader
  • Managed 12 people
  • Leadership training completed

What Greater4 can show

  • CoachingInterview-supportedStructured scenario
  • Leadership courseLearning record onlyNot yet proficiency
  • Quality reviewDemonstratedReviewed in 2025

Products

Start with the problem in front of you.

Fifteen products in four families. Each one writes to the same evidence record, so the next one starts with what the last one learned.

01

Acquire talent

Find, engage, and interview the right people, inside and outside.

02

Validate skills

Know what people can do and how you know it.

03

Grow and move people

Develop people and redeploy them before you hire outside.

04

Plan the workforce

Decide the mix of hire, develop, and move with every assumption visible.

Greater4 WX

A workforce exchange for every company in your group.

Your employees get one career center across every company and business unit in the group. Each company gets a talent network to hire from before it hires outside. People choose what to share and when.

Career center

One place where every employee sees open roles, projects, and secondments across all companies in the group, matched to what they can do and want to do.

  • Quality analyst · Customer Ops · CebuMatches 4 of 5 requirements. Spreadsheet analysis to evidence.
  • 9-month secondment · Sales · MakatiMatches all requirements. Opens Monday.
  • Data project, 20% time · Field Ops · RemoteMatches 3 of 4. Mentor available.

Platform

One platform, plugged into the systems you already run.

Six assistants work on one evidence layer. Employee, work, learning, and credential data arrive from each company's own systems, with a recorded purpose for every sync, as the Data Privacy Act requires.

Six assistants on the talent intelligence layer, connected to employee, work, learning, and identity systems

HRIS and payroll

  • Darwinbox
  • Sprout
  • Salarium
  • PayrollHero
  • GreatDay HR
  • SAP SuccessFactors
  • Workday
  • Oracle HCM

Hiring channels

  • JobStreet
  • Kalibrr
  • LinkedIn
  • OnlineJobs.ph
  • Viber
  • Messenger
  • SMS

Credentials and learning

  • PRC verification
  • TESDA registry
  • CHED eCAV
  • PhilSys QR
  • LinkedIn Learning
  • Coursera

Work and identity

  • Jira
  • ServiceNow
  • Zendesk
  • Microsoft Entra ID
  • Okta

Integration targets, built with first customers: validated imports and exports from day one, then Darwinbox, Sprout, and SAP SuccessFactors connectors. Single sign-on and provisioning through Entra ID or Okta. A REST API, approval webhooks, and an MCP server for AI clients. Names are integration targets, not endorsements.

Assistants

Assistants with a job each, and a person who signs off.

Every assistant has a defined scope and a named approval point. Pick a team to see what it gets.

  • Planning assistant

    Runs hire, develop, or move scenarios across every business unit and exposes each assumption.

    Sign-off

    You approve budgets and deployments.

  • Exchange policy

    Sets release rules, minimum tenure, blackout periods, and chargeback terms for the whole company.

    Sign-off

    Central HR owns the policy.

  • Readiness view

    Shows succession and critical-role coverage by unit, site, and role family.

    Sign-off

    Reviewers see only what they are permitted to.

  • Evidence coverage

    Tracks how much of the workforce has demonstrated or verified evidence, and where it has aged out.

    Sign-off

    Refresh policy is yours to set.

Trust

What your DPO and security review will ask, answered.

The controls your CISO, data protection officer, and labor-management council ask about, and how Greater4 handles each one under the Data Privacy Act.

Unit-level isolation
Each business unit owns its records. Data crosses a boundary only through a recorded, consented exchange.
Identity and access
SSO and SCIM with Microsoft Entra ID or Okta. Roles map to unit, location, and function.
Audit on every write
Model version, rubric version, evidence used, caller, and reason, exportable for internal audit.
People approve decisions
Assistants propose. A named person approves shortlists, progression, and deployments, as NPC Advisory 2024-04 expects.
Hosted in Asia
Your data is hosted in Asia, close to your people, with private-cloud and customer-managed options for regulated sectors.
Data subject rights built in
Notice, access, correction, objection, and the right to contest an automated result, as the Data Privacy Act provides.
72-hour breach response
Incident records and notice drafts for the NPC and affected people within 72 hours, per NPC Circular 16-03.
Age-blind by default
Age and birth date are never collected for matching or shown to reviewers, in line with RA 10911.

Industries

Role libraries for the work your industry actually does.

Role libraries, assessments, and planning templates tuned for Philippine industries and mapped to the Philippine Skills Framework, so your first use case is live in weeks.

How Greater4 compares

Keep your HRIS and job boards. Add the layer they miss.

Greater4 sits on top of the systems you already run. It does not replace payroll or posting reach. It adds the evidence, verification, and redeployment record none of them keep.

Capabilities of Greater4 compared with typical global HCM suites, local HRIS and payroll, and job boards
CapabilityGreater4Global HCM suitesLocal HRIS and payrollJob boards
Skills graded by evidence: demonstrated, verified, inferredBuilt inPartial or variesNot a focusNot a focus
Checks with the PRC, TESDA, and CHEDBuilt inNot a focusNot a focusNot a focus
Mobility across companies in a group, with employee consentBuilt inPartial or variesNot a focusNot a focus
Redeploy-first record when AI changes a jobBuilt inNot a focusNot a focusNot a focus
Data Privacy Act and NPC AI advisory workflowsBuilt inPartial or variesPartial or variesPartial or varies
Viber and Messenger conversations in FilipinoBuilt inNot a focusPartial or variesPartial or varies
Payroll, timekeeping, and 201 filesConnects to yoursBuilt inBuilt inNot a focus
Job posting reachConnects to yoursPartial or variesPartial or variesBuilt in

Based on public product information for each category as of October 2026. Individual products vary; ask us for a side-by-side with the system you run today.

Start with one role family. See the evidence in weeks.

The Talent Readiness Pilot runs Greater4 on a real hiring or redeployment need, next to the process you have today.

  • One or two companies or business units and one shared role family
  • Eight to twelve weeks alongside your existing process
  • Measured on time to shortlist, internal fills, credentials verified, and reviewer effort
  • A clear decision at the end: expand or stop

Request a demo

We use these details only to arrange your demo.

Questions CHROs, CIOs, and data protection officers ask first.

  • It combines four views of your workforce: what your people can do (skills and talent intelligence), what is happening in the job market (labor-market intelligence), how people are engaging with the work (people analytics), and how tasks are changing with AI (work intelligence). Greater4 keeps all four on one evidence-based record.

  • Your HRIS runs payroll, timekeeping, and 201 files, and job boards bring applicants. Greater4 sits on top of both and answers what people can actually do, with the evidence behind it, and where in your group they could do it next. It connects to Darwinbox, Sprout, Salarium, PayrollHero, GreatDay HR, SAP SuccessFactors, Workday, JobStreet, and Kalibrr.

  • Yes. It follows NPC Advisory 2024-04 on AI: a named person reviews every consequential decision, each use case gets a privacy impact assessment, and employees and applicants can contest a result. Breach records and notice drafts support the 72-hour notice under NPC Circular 16-03, and data is hosted in Asia.

  • Yes. PRC licenses are checked through the PRC's online verification, TESDA National Certificates against TESDA's registry of certified workers, and degrees through CHED eCAV with the applicant's consent. Each check keeps its source, date, and verifier, and a certificate with no registry record is flagged.

  • Not by default. Each company and business unit owns its records. A profile crosses the boundary only through an exchange the employee opts into, or a standing opt-in the employee controls.

  • No. Assistants draft, retrieve, and propose. Shortlists, progression, development plans, and deployments are approved by a named person, and every approval is recorded with its reason. When AI changes a job, Greater4 shows internal moves and retraining first and keeps that record.

  • No. Candidates apply, book assessments, and get updates on Viber, Messenger, SMS, or the web, in English, Filipino, or Taglish. Age and birth date are never asked or used in matching, in line with RA 10911.

  • Greater4 keeps cost, attendance, and certification records for TESDA-registered programs, which the EBET Act (RA 12063) requires for its additional deduction of 50%, rising to 75% from 2028. Your tax adviser confirms eligibility and files the claim.

  • Claude and any MCP client can search, draft, and prepare with the same permissions as the signed-in user. Consequential actions, such as advancing a candidate or approving a plan, come back as pending approvals for a person to decide in Greater4.

  • Eight to twelve weeks once data and reviewers are ready, with one or two companies or business units and one shared role family. It runs alongside your existing process and ends with a decision to expand or stop.