Every vendor answers this question in their own favour. The all-in-one HRIS tells you that best-of-breed means chaos and integration debt. The specialist tool tells you that suites are mediocre at everything. Both are selling. Both are partly right. We are building a neutral vendor database to base your HR stack decisions on, so here is the neutral answer to the question: What point solutions genuinely give you Depth. A dedicated ATS will beat a suite's recruitment module on almost any...

Nobody designs an HR stack. It accumulates. A tool for payroll, then one for recruitment because hiring got busy, then engagement surveys because someone read an article. Here is what a stack looks like when you lay it out on purpose. Five layers. 1. Core HR component: the record Employee data, contracts, absence, benefits. One place that answers "who works here, on what terms". In Belgium there is an added twist. Your social secretariat, whether that is SD Worx, Securex, Acerta, Partena or...

Every HR lead we talk to knows their HR tool stack costs too much. Almost none of them can say by how much. And that is the whole problem. "We have too many tools" is a feeling. However, your CFO does not sign off the budget on feelings. Start with what you are actually paying for HR tools Licence fees are the easy part. Pull every HR-related invoice from the last twelve months. Most 250-person Belgian companies find between eight and twelve, and at least two nobody remembers approving. Then...