Connect Every HR System Into One Intelligence Layer
The platform ingests data from your HRIS, ATS, PMS, LMS, ERP, and 5 more system categories through pre-built connectors. No rip-and-replace. Your stack stays. The intelligence starts.
Integration Architecture
The Layer That Makes Every HR System Smarter
The average enterprise runs 10-15 HR systems that don't talk to each other. The platform connects them, resolves identities, normalizes schemas, and delivers intelligence back into the tools your teams already use.
- Pre-Built Connectors
- Connects to Workday, SuccessFactors, Oracle HCM, ADP, BambooHR, Greenhouse, iCIMS, and 40+ more platforms through REST APIs, SFTP feeds, and webhooks.
- Bidirectional Data Flow
- Ingests employee records, performance data, and engagement signals. Pushes risk scores and alerts back into the systems where decisions get made.
- Incremental Sync
- Runs incremental sync cycles on configurable schedules per source. Full reconciliation runs nightly. No batch-only limitations, no stale data problems.
- Schema Normalization
- Maps 'Senior Software Engineer' in one system to 'Staff Developer' in another. Normalizes job titles, levels, departments, and locations across your stack.
- Integration Health Monitoring
- Tracks connector sync status, data freshness, error rates, and record counts. Alerts your team when data quality degrades before it affects intelligence.
- Configurable Data Governance
- Controls exactly which data flows in and out. Field-level permissions, consent enforcement, GDPR right-to-erasure propagation, and full audit logging.
System Connectors
Connects to 10 System Categories, Not Just Your HRIS
Most integration stories stop at the HRIS. The platform connects to HRIS, ATS, PMS, LMS, ERP, WFM, compensation, engagement, assessment, and background check systems. Each adds signals no single source holds.
Identity Resolution
One Person, One Profile, Regardless of System Count
The same person exists as three records in three systems. The platform resolves them into one unified profile weighted by source authority and freshness, built from 50+ document types.
Document Intelligence
Ingests 50+ Document Types Into Structured Profiles
Resumes are self-marketed snapshots. The platform parses reviews, assessments, certifications, compensation records, and 40+ more document types into structured, searchable, scored intelligence.
Pricing
Simple, transparent pricing
Start with a single role or scale across the whole company.
Acquire & Retain
Unlimited hiring, retention intelligence, and internal mobility.
Get StartedDevelop & Succeed
Add succession planning, skill gaps, and leadership development.
Get StartedAll plans include Slack, Teams, and WhatsApp access. See full comparison
Common Questions
What Technical Buyers Ask About Integration
Direct answers to the questions we hear most from IT teams, HR operations leaders, and technical evaluators assessing integration capabilities.
- How long does integration take from kickoff to live data?
- Foundation tier (HRIS + ERP) is typically live in 2-3 weeks. Core intelligence sources (ATS, PMS, compensation) add 1-2 weeks each. Full ecosystem integration across all system categories is usually complete within 90 days. Intelligence starts flowing from week three, not month six.
- What happens to our existing HR systems after integration?
- Nothing changes. The platform reads from your systems and writes intelligence back into them. Your teams keep using Workday, SuccessFactors, Greenhouse, or whatever they use today. Nobody learns a new tool. The intelligence layer sits above your stack, not instead of it.
- Which HR platforms do you support out of the box?
- Pre-built connectors cover Workday, SAP SuccessFactors, Oracle HCM, ADP, BambooHR, Greenhouse, Lever, iCIMS, Lattice, Culture Amp, Cornerstone, and 40+ more. For platforms without a pre-built connector, the configuration toolkit enables connection without custom development.
- How do you handle data quality issues in source systems?
- The platform scores data quality per field and per source. Missing fields, inconsistent formats, and duplicate records are flagged and quarantined. Intelligence models weight high-quality sources more heavily. Monthly data health reports show exactly where upstream systems need attention.
- What security and compliance standards does the platform meet?
- SOC 2 Type II certified. GDPR-compliant with right-to-erasure propagation across all stored data. Field-level encryption at rest and in transit. Role-based access with full audit logging. Data residency controls for regional requirements including GCC data sovereignty.
- How does integration work for multi-entity holding companies?
- This is what the platform was built for. Separate HRIS instances, different ERP vendors, incompatible job architectures, and disconnected compensation structures all normalize into one unified workforce view. Cross-entity talent visibility is available from the first month.
Bring Your Stack to the Demo
Show us your HRIS, ATS, and whatever else you run. We'll show you what your data looks like when it actually talks to itself.