For HRIS and HR Technology
A service delivery layer that does not become your problem
You own the HR technology estate. The last thing you need is another platform that requires a dedicated administrator, a release train and a services retainer to change a dropdown.
What you are evaluating
Four questions we get from every HRIS team
How does it integrate?
Certified Workday and Dayforce connectors, SAP SuccessFactors integration and an open API. Your HCM stays the system of record.
No duplicate data
Who configures it?
HR does. Categories, fields, workflows, SLAs and reports change without a developer, a ticket or a release window.
No admin bottleneck
Does it consolidate?
It replaces shared inboxes, spreadsheet trackers, standalone ER tools and repurposed ITSM instances with one platform.
Fewer point solutions
What do we own?
SSO and the initial HCM connection. After go live, ongoing change sits with HR, not with you.
Low ongoing burden
Post go-live
Built for the moment after your HCM lands
A Workday, SuccessFactors or Dayforce go live creates immediate demand for a service delivery layer. The HCM holds the worker record. It was never designed to run a service centre.
- Certified Workday connector and Workday Select Partner status
- Certified Dayforce connector
- SAP SuccessFactors integration
- HCM connector framework and open API for everything else
Consolidation
What it typically replaces
Shared inboxes
No ownership, no SLA, no audit trail, no reporting.
Retired
Spreadsheet trackers
Manual, unauditable and a data protection exposure.
Retired
Repurposed ITSM
ServiceNow, Zendesk or Freshservice adapted for HR use cases.
Displaced
Standalone ER tools
Employee relations casework running on a separate system and licence.
Consolidated
Send us the integration questions
We will answer the architecture and configuration questions before the technical call, not during it.