One message, not twenty retellings
Leadership updates and policy changes released in every language at once, so no team first hears the news through a manager’s improvised translation.
For HR & people teams
Employees do not experience policy as a document; they experience it as a message from the people they work for. Octavia lets HR say the same thing to everyone — onboarding, benefits, policy changes, leadership updates — in each employee’s language, with in-country HR reviewing the words before anyone hears them.
The specific reasons this content usually stays in one language.
When the official message exists in one language, line managers translate it on the fly, and each team hears a slightly different version of the same change.
Misread a pension option, a leave entitlement or an enrolment deadline and the consequence lands on the employee — and then back on HR.
Harassment, restructuring and grievance procedures read differently across cultures and labour laws, and a literal translation can sound evasive, cold or alarming.
The parts of the platform that matter for this work, rather than the full feature list.
Leadership updates and policy changes released in every language at once, so no team first hears the news through a manager’s improvised translation.
Transcript and translation are approved by the local HR partner before any audio is generated — the step that catches a tone problem a translator would miss.
A leader’s voice can carry into other languages with their consent and control over what is produced in it — or assign a professional voice per language.
Scheme names, leave types and HR system terms pinned in a locked glossary, so an entitlement means one thing in every video and matches what the portal says.
Translated subtitles and transcripts alongside the dub, for employees who prefer to read, need to rewatch, or are watching a shared screen on the shop floor.
Diarization keeps each speaker in a recorded all-hands or Q&A on a distinct voice, so employees can tell who answered which question.
Four steps from the file you already have to every language you need.
Benefits, leave, pay and policy changes come before culture and engagement content.
In-country HR — and employee representatives, where consultation applies — see the translated script first.
Publish all versions at the same moment, so no group hears the news second-hand.
Dubbed video, subtitles and transcripts on the intranet or HR portal, with questions going to someone who speaks the language.
One upload in, every format you need to publish out.
Including the ones where the honest answer is a limitation.
In some countries, yes. Changes to working conditions, monitoring or organisation may require informing or consulting a works council or employee representatives before anything is communicated, and translating the announcement afterwards does not meet that obligation. Build their review into the schedule, share the translated script with them where that is the practice, and let local HR confirm the sequence.
In-country HR should decide, topic by topic. Dubbing gets the content understood by people who do not read comfortably; subtitles keep the original speaker, which can matter for trust on sensitive subjects. Either way, this is not content to localize unreviewed: law, reporting channels and cultural framing differ by country, and the local version must name the local process, not the head-office one.
Technically, yes; whether it should be depends on the CEO and on how your employees will receive it. Use it only with their explicit consent, scoped to the content it covers, and tell employees the translated version is AI-voiced — staff who discover undisclosed synthetic audio from leadership tend to discount the message. Subtitling the original is always available as the plain alternative.
The languages your people think in, which are not always the languages of the countries they work in. A warehouse in the Netherlands may need Polish and Romanian as much as Dutch. Use first-language data where you collect it, ask employees rather than assuming, cover every language spoken by a meaningful group at a site, and offer subtitles for the languages you are not ready to dub.
Practical guides from the Octavia editorial team.
The same engine, pointed at a different kind of work.
Start with the next benefits or policy change, in the two languages your managers currently translate for themselves.