A general-purpose tool
does not solve an HR problem.
The question is not whether generic automation tools work technically. They do. The question is whether they are the right foundation for HR processes, and what they really cost over the years.
Three reasons
that decide everything.
It is not an HR product, it is an IT project
Every integration is developed from scratch. Every change to a process needs an IT ticket. Every error in the payroll run can only be fixed by specialists from IT. HR stays technically dependent instead of becoming operationally self-sufficient.
It costs more than it looks
The cheap licence is deceptive. Behind it sit developer time, external consulting, maintenance with every vendor update and the price of delayed processes. With us there is one fixed amount that covers everything.
The compliance risk sits entirely with you
Access rights for salary data, audit-proof logs, storage that meets data protection law, all of it to be built yourself and monitored permanently. Every technical error can be a breach.
When we fit.
And when we do not.
Four routes HR teams usually weigh up. The last one is the point other vendors leave out.
One vendor for everything, then it all fits together.
You would have to replace the programmes you have grown into. That takes years, costs a great deal and you lose functions that fit today.
Not a replacement, a connection. You keep Personio, DATEV and everything else. We make sure they talk to each other.
Zapier or Make connect everything too, surely.
You build every piece of HR logic yourself: deadlines, roles, deletion policy, retrospective calculations. And you need someone to maintain it.
HR is built in, not rebuilt. The six-week deadline, payroll formats, the employee file, deletion deadlines, we know them already.
We will have exactly what we need built for us.
It works until a programme changes. Then you need someone again, and they are rarely available straight away.
You make changes yourself. And when a vendor changes its integration, that is our problem, not yours.
Programmes with no interface at all. Where there is only a screen and no data connection, automation does not help either.
If the same person is named differently in three systems, that has to be sorted out first. We help with it, but it is work that comes beforehand.
We do not replace professional judgement. Whether someone is hired is still decided by people.
Twenty criteria
that count day to day.
We deliberately name no names. We mean general automation tools built for every department, not for HR.
Technology and integration
Available integrations
New or in-house systems
Data logic and field mapping
Separating business logic from technology
Operation and ownership
Who it is made for
Dependence on IT
How usable it really is
How deep the logic can go
Ready-made HR workflows
Operation and reliability
Maintenance when an integration changes
When something goes wrong
Growth
Dependence on the vendor
Data protection and evidence
Responsibility for security
How the data is handled
What the data protection officer gets
Economics
What it really costs
Proven effect
How long until it works
What it costs IT
A general-purpose tool creates a permanent IT project.
HR-Autopilot delivers mature processes from day one, independence for HR and complete evidence, at a price you know in advance.
Work out the numbers
before you decide.
What manual work costs you today you can see in 60 seconds. What HR-Autopilot costs we settle in a call.
Are we right for you?
Let us find out.
You describe your programmes and workflows, and we tell you honestly whether HR-Autopilot is the right route. Including when the answer is no.
