The HR tech RFP: a sector-specific template (HRIS, ATS, performance, comp)

An HR tech RFP is not a generic RFP. The traps are sector-specific. Below is the layered template — common questions plus category-specific deep cuts.

Questions for all HR vendors

• Data model: how is employee, position, role represented? Show the schema.
• RBAC: how granular? Can a country HRBP see only their country?
• Audit log: what's logged, retention, export.
• Data residency: where is data stored; can we pin to a region?
• SLA: uptime, support response, severity definitions.
• Integration: REST API + webhooks + native connectors. List with versions.
• Sub-processors + DPA terms.
• Implementation timeline at our headcount, with named team.
• Three customer references at similar size + industry.

HRIS-specific

1. Run your hardest payroll case (mid-month promo with retro, multi-country, equity, bonus, tax) in demo 1, not last.
2. How are org changes (M&A, reorg, country addition) handled?
3. Termination flows: how fast is downstream system access removed?
4. Reporting: how easy is it to build the report leadership will demand next quarter?

ATS-specific

1. Integration with your sourcing, assessment, scheduling, BGC providers.
2. Candidate experience: can the candidate edit their own profile? See status?
3. Interview kit + structured scorecard: native, not bolted on.
4. EEO / OFCCP / DEI reporting: out-of-the-box vs build-your-own.

Performance-specific

1. Configurability vs maintenance: every config field is a future migration.
2. Calibration UI: does the room see distributions in real time?
3. Continuous feedback: is the inbox usable? Or does it die in week 6?
4. Manager experience: time-to-complete a review at scale (test with 8 reports).

Comp-specific

1. Data model: bands, geos, employee data — clean joins?
2. Scenario modelling: budget changes, performance distributions, equity refresh.
3. Pay equity audit: native vs spreadsheet export.
4. Letter generation: templated, localised, signed digitally.