HRIS implementation that actually holds.
We configure every module, migrate your data, wire the integrations, and stay close after go–live so the system holds.
Who this is for.
Scaling companies
outgrowing spreadsheets
and scattered workflows.
Multi-state employers
who need clean data
and standardized handoffs.
Leaders who want
decisions based on real
numbers, not guesswork.
Exiting a PEO?
You're losing the PEO's HR infrastructure and have 60-90 days to replace it. We'll map your current setup, give you an honest platform recommendation, and have you live before your offboarding deadline.
Talk to us about your PEO exitWhat you get.
We implement a working system, not just a configured tool.
Platform design and build: Core HR, payroll, time, benefits, learning, and recruiting integrated to your workflow.
Integration architecture: API design, error handling, field governance, single source of truth.
Data migration: Field mapping, cleanup, validation, testing, and historical accuracy.
Operating cadence: Approvals, validations, exception handling, and escalation logic built into workflows.
Enablement: Admin and manager training, playbooks, and post-go-live support.
From configuration to control.
Most teams get an HRIS installed. Few get one that runs to a standard. We build the second kind.
Clean data
-
Accurate records -
Audit-ready reporting
Standard workflows
-
Playbooks and automation
-
Clear ownership
Manager adoption
-
Training and accountability
-
Consistent execution
How we work.
One plan. One owner. One standard.
Assess
Design
Build
Launch
Operate
Assess
Design
Build
Launch
Operate
Where we go deep.
Two platforms we specialize in. Everything else we've implemented too.
Primary Platform
Best for companies that want HR, IT, and payroll unified on a single platform. The default recommendation for PEO exits, net-new builds, and rescue implementations.
We implement this for:
- Companies exiting a PEO
- Teams standing up HR infrastructure
- Companies rescuing a broken config
Secondary Platform
Best for mid-market teams at 100-250 employees focused on people analytics, comp benchmarking, and culture infrastructure.
We implement this for:
- Mid-market teams that have outgrown their current HRIS
- Companies transitioning to a more robust people analytics platform
- Teams that need stronger comp benchmarking and reporting infrastructure
Already selected a different platform? We implement that too.
+ More on request
- Application tracking
- Performance + engagement
- Learning
- Compensation + pay equity
ATS tools we wire into your HRIS.
We wire your ATS + HRIS together so reqs, offers + new hire data land in one place instead of spreadsheets.
Performance + engagement hub.
We connect surveys, goals + feedback tools so managers see a single picture of performance, not six tabs.
Learning stack integrated.
We tie LMS, content + certifications back to roles so you can prove who’s trained, compliant + ready for promotion.
Compensation + pay equity hub.
We link comp planning, market data + HRIS so merit cycles, promos + equity stay fair, fast + fully auditable.
ATS tools we wire into your HRIS.
We wire your ATS + HRIS together so reqs, offers + new hire data land in one place instead of spreadsheets.
Performance + engagement hub.
We connect surveys, goals + feedback tools so managers see a single picture of performance, not six tabs.
Learning stack integrated.
We tie LMS, content + certifications back to roles so you can prove who’s trained, compliant + ready for promotion.
Compensation + pay equity hub.
We link comp planning, market data + HRIS so merit cycles, promos + equity stay fair, fast + fully auditable.