Comparison

PeopleSpheres vs Workday

A synthetic comparison based on objective criteria to help you choose the right platform for your organization and your needs.

Abstract

The verdict in 30 seconds

On one side an open base that connects your tools, on the other a closed suite. It’s up to you to judge.

Choose PeopleSpheres

Reduced risk and cost of change through the use of connectors between your software
Flexibility, modularity and scalability are possible without going through the redesign of your entire HR ecosystem
All your HR data is centralized in a secure, unified, and compliant foundation
A single-service self-service portal is made available to your employees to allow them to easily access their data, documents, and requests

Choose Workday

A very structuring suite lacking flexibility
Complex parameterization that leads to a high dependence on experts and integrators
A heavy load increase: it will take you longer to see the value of the solution
A "central platform" logic can create more disruption in work habits
GDPR compliance and enterprise-grade security
A unified suite
Strong multi-country and multi-entity capacity

Table of Contents

Comparison Summary

Everything you need to know to compare, in a few minutes of reading.

product

Product Positioning & Philosophy

Understand the fundamental differences between the two models before going into detail.

Approach: Modular HRIS / integration platform

Origin: France

Target: Mid-sized & Large Account FR/EU with +200 employees.

Approach: Integrated all-in-one HRIS suite

Origin: USA

Target: Large international groups +5000 employees.

Comparison

Detailed comparison based on 9 criteria

Review each criterion to compare the two solutions in depth.

Target enterprise size

Midsize companies, large companies

Large companies

Diversité des outils

Plateforme de connecteurs RH, reliant flexibilité maximale, sans rupture technologique.

Suite unifiée et fermée. Crédible pour les grands comptes mais très structurante et peu agile.

Coverage

Choice of modules adapted to your needs, fully customizable perimeter.

Broad native HR coverage, but the suite takes care of everything in its own ecosystem, with no openings.

Implementation

Fast and economical: keeping tools in place, limited worksite.

Cumbersome and costly: adoption of a new, complete ecosystem, many interlocutors to mobilize (HR, IT, professions, etc.)

Scalability

Modular approach by connectors: the platform evolves at your own pace

Workday-centric ecosystem: developments remain the publisher perimeter

Time-to-value

Fast implementation without redesign: the data can be used from the first weeks

A long project to frame, deadlines stretched by the complexity of the deployment sites.

Follow-up

Notifications to make it easier to track apps

Notifications especially designed for Workday products: less natural for hybrid processes

Customization

Strong

Limited

Total Cost of Acquisition/Possession

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Caption:

Zoom

A closer look at 3 Criteria that make all the difference

In-depth analysis beyond the table

Architecture

While Workday opts for a monolithic architecture for its software, PeopleSpheres offers a modular architecture.
The main advantage of this approach is the freedom it gives you. You are not limited by imposed software. In the event of changes, you don’t need to rethink your entire HR ecosystem and start from scratch.
Choosing modularity is the guarantee of having software that evolves with you and supports you.

Legal compliance

As a French solution, PeopleSpheres takes into account the specificities of local law: collective agreements, mandatory professional interviews, GDPR, and DSN. The data centralized by PeopleSpheres is hosted in Europe, with a high sensitivity to CNIL requirements. Although efficient, Workday may request additional settings and the intervention of local integrators to fully adapt to the requirements of the French Labor Code.

Personalization

Rather than imposing a one-size-fits-all solution on you, PeopleSpheres adapts to your needs and preferences. You can choose to prioritize certain aspects and skip others by referring to our partner applications or yours. We don’t know what software you’ll use tomorrow, but we do know that we can connect it to our platform. This way, you’ll always be able to enjoy your favorite applications while centralizing your data in a unified foundation.

CONTEXTE

Quel SIRH pour quel DRH

3 scénarios type, reconnaissez-vous le votre ?

Scénario A : ETI 500-2000

“Nous avons déjà Silae et Cornerstone…”

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Nos Recommandations :

Scénario B : Groupe multi-pays

“15 pays, 1 process RH unifié…”

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Nos Recommandations :

Scénario C : Refonte complète

“On part de zéro, SIRH legacy obsolète…”

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Nos Recommandations :

testimonials

Already adopted by discerning HR directors

Philippe Vincent

Senior VP Technology

We needed a solution that was not only multilingual but also truly suited for an international audience: we’ve deployed it in 110 countries, so it had to be credible in that regard. From a technical standpoint, it was also essential to have connectors, which is what PeopleSpheres provides. The platform acts as a central hub and connects to all of our applications via SSO.

Soraya PAQUIRI LEPRINCE

HR Project Manager

On the HR side, we were facing classic yet fundamental challenges: rapid growth in multi-site organizations and, above all, highly varied processes—some of which were manual. Our priorities were to standardize our processes, ensure the reliability of HR data, and improve the employee experience while empowering managers and teams.

Nohella DEKHISSI

HRIS Project Manager

With PeopleSpheres, the first benefit was time savings. Previously, teams had to re-enter all employee data into various systems; now, employees enter their own personal information directly into the tool. The second benefit, which became apparent once the implementation was complete, relates to data: higher-quality data, which now allows us to produce more reliable and accurate reports.

Sandrine VASSAL

Data and HRIS Manager

PeopleSpheres has ultimately become the hub—the central point of access—for our employee data. This has then allowed us to integrate all of our internal tools into it, ensuring reliable data transmission and eliminating double, triple, or even quadruple data entry—which is a common source of errors when switching between tools.

Jenna PIGNEROL

HR Director

At launch, we decided to work with a publisher on the GTA component, but that didn’t work out. PeopleSpheres very quickly found a solution that worked well for both us, the client, and their service provider. New demos were launched very quickly with new partners. It offered an incredible amount of freedom and flexibility!

FAQ

Questions We Receive from HR Directors

Can PeopleSpheres compete with Workday in an international group?

YesThanks to its HR Hub approach, PeopleSpheres can connect local tools specific to each country, while harmonizing and unifying data. The tool centralizes HR data from different countries in a single interface. PeopleSpheres also counts international groups such as Accor and Provalliance among its clients.

What are the deadlines for migrating data from a competitor of PeopleSpheres?

To migrate your data from a competing platform to PeopleSpheres, the deadlines will depend on:

The competing platform
The project and its complexity

Depending on your project, it will take Between three weeks and three months.

What are the deployment deadlines?

Deployment times depend mainly on the size of the company, the scope of the project, and the quality of the data to be used. For the PeopleSpheres solution, it is necessary to count between 14 and 34 days for the configuration of the solutionn. For a Full deployment (all stages included), count between six months and a year and a half.

LET'S TALK ABOUT YOUR PROJECT

PeopleSpheres vs Workday

The verdict in 30 seconds

Choose PeopleSpheres

Choose Workday

Comparison Summary

Product Positioning & Philosophy

Detailed comparison based on 9 criteria

A closer look at 3 Criteria that make all the difference

Quel SIRH pour quel DRH

Already adopted by discerning HR directors

Questions We Receive from HR Directors

Ready to see PeopleSpheres in action?