01
Core HR and employee data
Keep employee records, organisation structures and permissions aligned with how the business works.
Independent HRIS selection advisor
Find a system that fits the work.
Build an evidence-led starting shortlist using your organisation's scale, countries, HR processes and requirements. Then validate the fit through gates, credible implementation plans and three to five-year cost.
This tool is a first-pass comparison, not a vendor endorsement. A shortlist helps focus your research. Your decision still needs scenario-based demos and a credible implementation case.
The decision rule
Select the highest weighted-score vendor that passes every gate, with a credible implementation plan and three to five-year total cost.
The tool surfaces candidates and checks to investigate. It does not replace your requirements, demos, references or judgement.
HRIS fit assessment
Tell us what the system needs to support.
Complete the four steps. Your answers stay in this browser until you request a shortlist.
Step 1 of 4
Company profile
25% complete
- Company
profile - Pain points
and goals - Technical
needs - Budget and
timeline
What we assess
Start with the requirements your system must support.
Compare needs across six areas. In every category, score evidence from your own scenario-based demos rather than relying on feature claims.
02
Payroll, time and leave
Check payroll scope, local rules, time requirements and the systems that need to stay connected.
03
Recruitment and onboarding
Map the handoffs from approved role to first day, and identify where information is re-entered.
04
Performance and development
Decide which talent processes are in scope now and which can be phased later.
05
Reporting and people data
Define trusted metrics and the decisions leaders need the system to support.
06
Integrations and access
Test the data flows, role-based permissions, audit needs and access controls that matter to you.
A fair comparison
Use the shortlist as a question list, not an answer.
The rank order is based on broad public product descriptions and the assessment inputs. It is not an independently verified fit score. Use the checks below to validate each candidate, document what it passes or fails, then apply your agreed weighted score.
Selection resources
Make the next decision defensible.
The result should lead to a clearer buying process, not a rushed vendor choice.
HRIS Selection Toolkit
Use the companion cheat sheet and decision matrix to score evidence, apply gates and compare total cost.
HR Foundations Framework
Map complexity and assess systems, data and process before considering AI.
Work Design Readiness Assessment
Check where work design and operating practices need attention.
Independent support
Shortlist with care. Then check the evidence.
Talk through your organisation's requirements, the decision gates and what a credible implementation plan needs to cover.