Project
HR technology selection
When to call
Three signs this is the project
Employee data lives in three places and none of them agrees with payroll.
The current system was chosen for a company half this size, and everyone works around it.
A vendor has quoted, the demo looked good, and nobody has written down what the system has to do.
What you get
Named deliverables, in the order they land
01
Requirements
What the system must do, ranked, written from the processes it has to run rather than from a feature list.
02
The shortlist
Three vendors that fit, evaluated against the requirements, with the trade-offs made plain.
03
Negotiated terms
The commercial and contract terms worked through before signature, including what happens at renewal and exit.
04
The implementation plan
Phases, owners, data migration, and the manager and employee rollout, sized to the team you actually have.
05
The data standard
One definition for each people field, so the new system starts clean and the scorecard can trust it.
How it runs
Four to eight weeks
- 1
Requirements
Weeks 1 to 2
The processes, the data, the integrations, and the people who will run it.
- 2
Evaluate
Weeks 3 to 5
Demos scripted to your processes, references checked, the shortlist scored.
- 3
Decide and plan
Weeks 6 to 8
Terms negotiated, the decision made, the implementation plan handed to a named owner.
Tell us what is changing
Tell us where hr technology selection stands today. You will leave with a clear read on the scope and what we would do first, whether or not you work with ScalePath.