![Anna H.](/assets/transparent-ad5be28fbcd25b7b08d2cebe1d957125437fb5407d75ee717965ad22c8808791.gif "Anna H.") AH Anna H. HR Manager Computer Software Mid-Market (51-1000 emp.) 8/25/2026 "Linear gave HR more visibility without adding another tracking sheet" 4.5/5 What do you like best about Linear? Initiatives are especially useful when several projects need to roll up into the same business goal. They let us review status, priority, and progress without opening every single issue, which really matters when HR is coordinating work that spans IT, Finance, and Operations. Team Initiatives make this even cleaner because ownership can sit with the team actually driving the work, while sensitive planning can stay inside private teams when needed. Linear Asks is probably the feature that fits HR operations best. Requests can come in from Slack, email, and, on Enterprise, web forms, and then land as issues that move through triage, assignment, and follow-up. We use it for things like team changes, access requests, letters, equipment, and other operational questions that involve more than one department. The practical win is simple: HR no longer has to remember which Slack conversation still needs someone to take action. For longer initiatives, Project Updates give owners a place to report health, progress, risks, and next steps, and those updates can also flow back into Slack. That has cut down on status meetings where half the conversation was just trying to figure out what was blocked. We also use Cycles in HR Operations, but more loosely than engineering; they help us limit how much work we pretend we can finish in the same period. Review collected by and hosted on G2.com. What do you dislike about Linear? The biggest limitation for me is that the most useful intake options are locked behind higher-tier plans. Slack and email intake are available on Business, but web forms are only included through Advanced Linear Asks on Enterprise. That distinction matters if HR wants Linear to function like a true internal request portal, rather than just a cleaner layer on top of Slack and email. In our case, the intake setup works well as-is, but I’d still prefer web forms on the Business plan, since that’s typically the point where HR can standardize requests without pushing employees into yet another tool. Review collected by and hosted on G2.com. What problems is Linear solving and how is that benefiting you? We used Linear during the opening of a new office, when hiring, onboarding, payroll, laptops, access, local policies, and Finance coordination were all moving at the same time. Originally, each team tracked its part in a different place, so no one had a reliable view of the overall launch. We set up an Initiative for the office opening and broke the work into Projects for hiring, onboarding, technology, and documentation, with clear owners and explicit dependencies between them. Employee requests came in through Linear Asks from Slack and flowed through Triage, instead of disappearing into private messages. In the first week, we noticed several onboarding tasks were being closed before IT had actually confirmed access, so we added blocking relationships and tightened the workflow. After that, project owners started posting weekly Updates, which gave leadership a clear view of health and risk without asking HR to rebuild yet another presentation. Linear didn’t replace the HRIS or become the place where employee records lived. Instead, it gave HR, IT, and Finance a shared operational layer where dependencies, ownership, and pending work were visible enough that fewer things got lost between systems. Review collected by and hosted on G2.com. Show More Current UserValidated ReviewerIncentivizedSource: G2 invite See what 103 reviewers think of Linear 4.6 out of 5 · Verified reviews from real users [ Read all reviews ](https://www.g2.com/products/linear/reviews)