Your systems disagree about who a person is.
Until they resolve to a single identity, a dossier is a guess, internal mobility is impossible, and every report is quietly wrong. This is the practice that fixes that.
Enterprise talent data is not one dataset. It is a Workday record, a Greenhouse application, a learning history, a contractor row in a procurement system, and a spreadsheet somebody maintains because none of the above agree. The same human being appears in all of them under slightly different names.
A platform built on verified identity cannot tolerate that. If the system cannot say with confidence that the Workday employee and the internal applicant are the same person, then internal mobility does not work, the dossier is incomplete, and every report is quietly wrong.
Resolving that is not a data cleanup exercise you do once. It is a piece of running infrastructure that has to keep resolving as records change, people leave and vendors ship releases.
The ones you already pay for.
We integrate with what you run rather than asking you to consolidate first. Consolidation is a fine goal, but it is not a prerequisite for getting value out of this quarter.
- Core HRIS
- Workday, SAP SuccessFactors, Oracle HCM, UKG and the rest. Worker records, organisation structure, position management and effective dated changes.
- Applicant tracking
- Greenhouse, Lever, iCIMS, SmartRecruiters, Taleo. Requisitions, candidates, stages and dispositions, kept in step in both directions.
- Identity and access
- Okta, Entra ID and SAML or OIDC providers. Single sign on, provisioning and deprovisioning that actually removes access.
- Service management
- ServiceNow and equivalents, so a talent workflow can raise, track and close a ticket like every other enterprise process.
- Data platform
- Snowflake, BigQuery, Databricks or a plain warehouse. We land clean, documented tables rather than a dashboard you cannot query behind.
- Anything with an API
- Assessment vendors, background check providers, payroll, learning platforms. If it exposes an interface, it can be wired in. If it does not, we say so early.
Four things, and the tests that keep them honest.
Integration work fails quietly. It keeps returning a 200 while sending the wrong field. Most of the engineering here is about making failure loud.
Identity resolution
A deterministic and probabilistic matching layer that collapses duplicate person records into one identity, with a confidence score and a human review queue for the cases it will not decide on its own.
Bidirectional sync
Changes flow both ways with conflict rules you agreed in advance, so nobody has to remember which system is the source of truth for which field.
Event streaming
Webhooks and a queue rather than nightly batch, so a hire, a transfer or a leaver propagates in minutes. Retries, dead letters and replay included, because a webhook you cannot replay is a webhook you cannot trust.
Contract tests
Every integration ships with a test suite that asserts the shape of what each vendor sends. When a vendor changes a field in a release, the suite fails in your pipeline instead of in your reporting three weeks later.
Nothing here requires ripping anything out.
Every integration is additive and reversible. If you decide in month four that a connection is not earning its keep, it comes out without taking a system with it. That is a design constraint, not a promise, and it is why the contract tests exist.
Start with the map.
Before anything gets built, you get a written view of every system holding a person record and every handoff between them. That map is useful to you whether or not we build the rest.