Directory
A name you are not sure how to spell, a team, a site, a job title. Give the directory whichever one you have and it gives you the person — and who they report to, so you know who else needs to know.
In every plan, at no extra cost · nothing visible to staff until you publish
The directory
Not just names. Ask it for a site and it gives you everyone there — which is the search nobody expects to work.
One staff directory
The directory and the chart are two views of one structure, not two files that drift apart. Move someone onto a new manager and the directory already knows.
Who can see it
A directory nobody can open is a spreadsheet with extra steps. Publish it to your whole company as a read-only view, or scope it per company or division so a subsidiary's HR lead sees their own people and nobody else's.
No, and most people do not at first. Names, roles and reporting lines are already the useful part — photographs just make it faster to place someone in the corridor. Add them whenever, or never.
In the UK, and you are the controller — we are your processor, acting on your instructions. You can have the security notes and our DPA before you upload anything, and we would rather you read them first.
The same way it got there — re-upload the spreadsheet, or connect Entra ID and let it keep itself current. Every change is attributed and timestamped, so when somebody doubts an entry you can see who changed it and when.
Then you may not need us, and we will say so. HR platforms hold the record well and are usually poor at letting the whole company look somebody up. If yours does both, keep it.
Load your list, publish it to a handful of people, and see whether the questions dry up. That is the only measure worth anything, and it takes about a week.