All-in-ones lock you into compromise. Integration lets you choose the best tech to get your job done.
The HR tech landscape is full of all-in-ones that promise the world. They pledge to handle everything from recruitment and payroll to benefits and contractor management. The convenience of an all-in-one is compelling, but this promise often falls short.
The reality of the all-in-one boils down to “broad capabilities, shallow expertise.” While the core functionality — usually payroll or human resources information system (HRIS) — may be robust, the add-ons for talent acquisition, contractor management, or engagement fall short.
The path to true efficiency lies in an integrated HR ecosystem. By connecting best-in-class solutions, you can build a tech stack that serves your unique needs — without compromising on performance or compliance.
The “all-in-one” myth
The appeal of a single vendor is undeniable. It simplifies procurement and suggests a unified user experience. However, HR technology evolves quickly. A vendor that excels at payroll processing may not have the expertise or resources to build a cutting-edge employee benefits platform or a sophisticated applicant tracking system (ATS).
When you lock into a single suite, you inherently accept mediocrity in critical areas. A recruitment module within a massive enterprise resource planning (ERP) might lack the intuitive candidate experience of a dedicated ATS. A generic compliance module won’t offer the robust, country-specific workflows of a dedicated global compliance solution.
This trade-off has real business costs. If your recruiting tools are clunky, you lose top talent. If your compliance framework is fragmented, you risk regulatory penalties. In an attempt to simplify IT management, you inadvertently hamstring your HR functions.
The proven alternative: an integrated HR ecosystem
All-in-ones sacrifice quality for convenience. An integrated HR ecosystem delivers both. Instead of building every component internally, it connects specialized, best-in-class platforms — like ADP, Workday, SAP, or UKG — into a unified solution.
This approach acknowledges that no single vendor can be the best at everything. It allows you to curate a suite of tools where every component is top-tier. You get the best payroll system for finance, the best employer of record (EOR) for global hiring, and the best HRIS for employee management.
APIs make this experience seamless. They enable each system to "talk" to each other in real-time, eliminating manual data entry and disparate spreadsheets. APIs create a unified experience that rivals any all-in-one suite.
By partnering with G-P as our EOR, we ensure compliance with local regulations while maintaining centralized payroll management through SD Worx. The combined services from G-P and SD Worx have helped us scale quickly while keeping global workforce management streamlined.
Patrick Proost
Compensation and Benefits Manager, Biocartis
Superior functionality without compromise
An integrated ecosystem gives you benefits that go beyond just having "better features." It changes how HR data is used across the business.
Data centralization as a single source of truth
One of the biggest fears with using multiple vendors is data fragmentation. HR leaders worry about having employee data scattered across different systems. But a well-architected ecosystem solves this by establishing a single source of truth.
Data centralization isn’t about having one database. It’s about having connected databases that update synchronously. Integrations ensure that when an employee is hired in the ATS or EOR, their data automatically populates in the HRIS, which then pushes relevant information to payroll, benefits, and IT provisioning systems.
Synchronization ensures reporting is accurate and decisions are based on real-time information, not stale exports.
End-to-end workflow automation
Manual "hand-offs" between systems drains your time and disrupts workflows. An integrated ecosystem automates these transitions.
Take the offboarding process:
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In a manual or disconnected environment. Your HR team has to deactivate the employee in the payroll system, then log in to the benefits portal to stop coverage, and finally email IT to revoke access.
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In an integrated ecosystem. The "terminate" action in the core HRIS triggers workflows across all connected platforms. Access is revoked, end of coverage notices are generated, and final pay is calculated automatically. This reduces the risk of compliance errors and frees your HR teams from administrative tasks.
The competitive advantage of partnerships
Best-in-class vendors invest heavily in their specific domain. A specialized compensation management platform is constantly updating its benchmarks and modeling tools to reflect the latest market trends. An all-in-one suite updates modules much more slowly, as its R&D budget is spread thin across dozens of products.
An ecosystem of best-in-class partners gives you collective innovation of multiple market leaders. You don’t have to wait for one vendor to update their roadmap two quarters from now. You get immediate access to the latest capabilities across your entire stack. This agility allows you to respond faster to market changes, regulatory updates, and shifting workforce dynamics.
How to spot a limited all-in-one
If your all-in-one suite is holding you back, it’s time to switch to an integrated system. Start by auditing your current stack. Where are the friction points? Which areas are your teams avoiding because they’re "too hard to use"? These are your opportunities for improvement. Look for best-in-class solutions that offer pre-built connectors to your core HRIS.
Build your HR ecosystem — your way
HR leaders have their hands full — and you need tech that can keep up. This doesn’t mean buying a new tool for every function. Identify the pillars of your HR strategy — typically core HR, talent acquisition, talent management, and payroll — and choose technology that can scale with your business.
Start building an HR ecosystem that drives your business forward today.
