Valoir proves the ROI of HR tech: See how HiBob drives real results

If the C-suite or Finance has ever raised an eyebrow at a new HR initiative, proving ROI should be at the top of your agenda. A new independent ROI study from Valoir offers the data HR leaders need to build a strong business case.

Valoir is a technology analyst firm that measures the real-world value of workplace tech. In their latest independent study, analysts quantify how Bob, HiBob’s HCM, delivers measurable business impact—and spotlights the best practices customers use to get even more from the platform.

Here’s a quick summary of their findings, plus a downloadable PDF to keep on hand the next time Finance (or the C-suite) raises an eyebrow.

Where Bob delivers HR ROI: 5 key outcomes

These five areas reflect where today’s HR teams are under pressure to deliver, and where the Bob platform helps them deliver measurable value.

Valoir’s research found that HiBob customers consistently see returns in five core areas: 

1. HR productivity
2. Manager efficiency
3. Tech cost savings
4. Visibility
5. Risk reduction

These outcomes weren’t just anecdotal. They were measurable, repeatable, and often faster to realize than expected.

Whether you’re scaling your team globally, reducing overhead, or improving access to people data, these are the results that matter most.

Here’s where HiBob made the biggest impact:

ROI area	Measured benefit	What improved
HR productivity	Up to 12.5% productivity gain	Manual work is reduced across onboarding, reviews, self-service, and offboarding
	80% fewer employee requests	Employee self-service deflected HR tickets
	2–4 hours saved per new hire	Onboarding processes automated
	10–15 min saved per employee per cycle	Performance reviews streamlined
	1–2 hours saved per employee	Offboarding tasks automated
Manager productivity	1–6% productivity gain	Real-time visibility into teams and workflows
Tech savings	30–40% internal IT savings	Fewer systems and lower support needs
	90–100% external support costs avoided	Less reliance on consultants
Increased visibility	Better decision-making	One source of truth for people data
Reduced risk	Fewer compliance gaps and legal risks	Automated flows for contracts and offboarding.

<<Download the full Valoir report in PDF format here>>

Why customers choose HiBob

When Valoir asked HR leaders why they chose HiBob over other HCM platforms, the answers were consistent and grounded in everyday use. These weren’t theoretical benefits. They came from real-world HR teams using Bob every day to drive results.

Here’s what stood out most.

Ease of use

Ease of use came up most frequently in customer feedback. Leaders emphasized that Bob’s intuitive interface made adoption faster and required less training. One customer shared, “The big choice was do I go for a huge package like Oracle or Workday, but those work better for large corporations. We looked for a better user experience and the social aspect.” Another added, “It matched our demographic. It felt like a social media platform.”

That usability translated directly into productivity gains. As one HR leader put it, “Because of the simplicity of the system and ease of use, it has made HR more productive. It’s easier for admins to make changes, and more than 2 times the time we spend on HiBob was spent on Success Factors.” 

Rapid time to value

Another standout theme was HiBob’s rapid time to value. Customers appreciated how quickly they could get up and running without a heavy IT burden. “From demo to implementation, it took about two months, and the core product took about four months,” one leader said. “Once you get it and watch the videos, it goes very quickly. We had a few meetings with the HiBob team, but the majority of work we were able to do on our own.”

Teams also highlighted how easy it was to customize the platform independently after going live. Many were able to configure new workflows and modules without needing outside support.

Flexible configuration

Customers also pointed to Bob’s flexibility as a major advantage. Instead of relying on IT teams or external consultants, HR was able to make changes directly and tailor the system as needs evolved. One leader shared, “You’re the expert in how you want the system to run, and that gives you a lot of freedom.”

Another emphasized how this flexibility shows up day-to-day: “With other applications, anytime you want to make big changes, you need coders or outside consultants or expensive experts. With Bob, changing an onboarding process or task is something we can do ourselves, and basic maintenance is an HR task, not an IT one.”

This ability to adapt workflows and scale over time made Bob a practical fit for fast-changing organizations.

Continuous innovation

HiBob’s commitment to ongoing innovation stood out as a key differentiator in Valoir’s research. HR leaders noted that the platform continued to improve well after implementation, with regular product updates that reflected their evolving needs. “They continue to deliver. HiBob is so different than it was two years ago,” said one customer.

Another emphasized the importance of customer input in driving product development: “They are constantly developing HiBob, and they are constantly improving the platform and listening to their customers, better than other HCM providers.”

This combination of fast iteration and responsiveness gave HR teams confidence that Bob would continue to support them as their organizations grew and changed.

How customers maximize HCM ROI with HiBob

In addition to the ROI findings, Valoir identified a set of best practices shared by HiBob customers who saw the most significant impact. These HR leaders didn’t just plug in new tech. They used Bob to drive process improvement and support culture change across their organizations.

Here’s what worked best:

• Keep the business case focused on three to four measurable outcomes with data that leadership can trust
• Standardize workflows across teams to reduce manual work and build consistency
• Map KPIs and expectations to Bob so they are visible and aligned across managers, HR, and leadership
• Use Bob’s attrition alerts and workforce planning to make smarter hiring decisions and retain top talent proactively
• Embrace recognition tools like Kudos to reinforce a culture of appreciation and performance

Taken together, these practices demonstrate that customers derived the most value from HiBob when they utilized it as more than just a system of record. Those who saw the greatest impact approached implementation as an opportunity to streamline processes, align teams, and reinforce their culture. By mapping KPIs, standardizing workflows, and utilizing tools such as workforce planning and recognition, they transformed Bob into a foundation for long-term HR and business success.

From raised eyebrows to real validation

Valoir’s independent research reflects what many HR teams have seen firsthand: that strategic use of Bob can lead to measurable improvements in productivity, cost efficiency, and decision-making.

If you’re building a business case, planning your next HR investment, or just want to keep those eyebrows in check, the full Valoir report is worth a read and available for download.

Download the full report in PDF here and keep it close for the next conversation with finance, the C-suite, or anyone who needs proof that people-first tech pays off.