HiBob vs Workday
See why thousands of companies choose HiBob over Workday to build the future of their people operations and create an engaged and inclusive culture.
Modern, fast-growing, global businesses love Bob
See how Bob compares
Say Hi! to Bob
See why people-first businesses love Bob:
Bob solutions
Boost HR influence
Manage complex processes and organizational structures for any size, stage, and setup of your company.
Engage your people
Build an engaging community for your people with shoutouts and kudos tied to company values.
Decrease time-to-value
Get started faster with an intuitive UX and UI that shortens the learning curve and system onboarding.
Scale as you grow
Easily (re)configure automated workflows in a few clicks and keep up-to-date with your growing company.
Why HR teams prefer HiBob
Unmatched user experience
Bob is the award-winning HCM that both employees and HR love to use. If the whole company doesn’t use your HR tool, it may as well not exist. Workday is more cumbersome and can be confusing to navigate for employees and even for HR.Drive company-wide adoption with a modern UI
Nurture employee engagement and foster a strong community
Spotlight your company culture and bring values to life
Flexibility as you scale
Bob’s intuitive, powerful customizations make it the perfect platform for any stage, size, and setup. Workday, on the other hand, is complex to configure and often requires many resources to maintain.Make instant changes to workflows, org charts, and policies in a few clicks
Get a dedicated CSM allocated as your strategic partner
Make everyone a ‘Bob expert’ with an intuitive UX and UI
Get started faster
Since Bob is a modern platform, the average core HR implementation takes 60-120 days! Whether you want white-glove service or prefer to self-serve, setting up Bob is easy so that you can get to the fun part faster. Workday, on the other hand, can take up to 18 months (or longer!) to implement.Get started in an average of 2-6 months for enterprise
Operate without the need for advanced technical knowledge
Select your own personalized implementation path
ROI you can count on
Uala is a 1,400+ employee financial services company that implemented Bob in 2019. A 3-year retrospective study by Nucleus Research found that Uala achieved 405% ROI:
- $200,000 annual savings on HR personnel as Bob efficiently maintains daily HR operations without the additional staff
- $54,000 cost avoidance on additional Business Information employee as Bob effectively manages large volumes of hiring
- $6,000 in annual survey subscription fees avoided by using Bob’s fully integrated survey tool
- $30,000 in annual time savings by cutting onboarding time by 50% with Bob’s automated processes
Bob is recognized as an award-winning HR platform
Don't just take our word for it.
Customers that already made the switch...
[Bob’s] remarkable automation capabilities not only lighten our workload but also pave the way for us to explore innovative avenues for nurturing our team's growth and fostering a dynamic and inclusive environment.
Beki K.People Coordinator | Origin Coffee
The user experience is unlike any other HR system I have used - it's easy to navigate and engaging for your business users, not just HR. The system is also constantly evolving with new features and functionality added monthly.
Clare A.Director of People and Culture | Nottingham Forest Football Club
Our previous HR system was very limited, so we relied heavily on manual excel trackers and diary management. [T]he majority of tasks are now managed through automated flows and reports.
Sian W. HR Systems & Administration Manager
A million worlds ahead of previous systems we’ve used! Through its fantastic reporting functionality and analytics, it's massively helped to ensure our data is accurate at any given moment. It's provided us with more trust in our data.
Ashley M.HR Generalist | Exclaimer
HiBob has been a game-changer for me. It's straightforward to use and very intuitive. You don't need to learn how to use it. It also provides a sense of community for our global team, and the value of what you get relative to the tool's cost is exceptionally high.
Rickie G.
HiBob is the only product I have found that can seamlessly handle w2 employees and overseas independent contractors. We can distribute and store documents, track OOO schedules, and include ICs in teambuilding and employee engagement.
Emma S.
Learn more about competitive Compensation
Why you should conduct regular compensation reviews
Providing a competitive compensation package, including competitive salaries and benefits that your people want and need, is instrumental in attracting the best talent. And, once your new hires are onboarded and ramped up, you want them to stay with your company and not look elsewhere for other opportunities. That’s why it’s essential that you continuously revisit and review your compensation offering, ensuring that you are compensating your people fairly and staying competitive.
The best way to do this is by conducting a compensation and benefits review. Doing so will help you identify pay gaps and ensure your people are compensated according to their experience, skills, and performance. When done correctly, it eliminates scenarios of inequitable pay across your organization.
Compensation reviews and compliance with local transparency regulations are fundamental to building your compensation strategy, but it doesn’t stop there. You must also determine how transparent you want to be with your people around compensation. Once you set your compensation strategy, you can create a culture of pay equity that your people will value.
With that in mind, let’s look at how to start building a compensation strategy in Bob that will keep you compliant, ensure equitable pay, and help boost retention across your company.
Build your compensation strategy in Bob in three easy steps
Bob includes several features that support you as you build your compensation strategy and help you create a culture of pay transparency and equity for your people.
1. Create a consistent job structure with Bob’s job catalog
As your company grows in headcount and expands to multiple geos, it’s essential that you create a consistent structure for your positions, organizing them according to job function and level. Bob’s job catalog is included in Bob’s Core HR functionality and provides a clear understanding of leveling and responsibilities across your organization.
With Bob’s job catalog, you can see all of the job titles, job levels, the number of employees assigned to each job name, salaries, and job functions at a glance. Having this data at your fingertips helps you make decisions on your company’s current and future state—including areas for expansion and defining the salary range for each position—helping you stay compliant and ensure equitable pay for your current employees and new hires.
2. Stay competitive with Compensation Benchmarking Powered by Mercer
To attract and retain the best talent, you must offer competitive salaries and relevant benefits. Bob’s Compensation Benchmarking Powered by Mercer provides you with trusted, industry-leading benchmarking data directly within Bob. The global compensation data comes from 60+ countries and has been sliced and diced to include only relevant data for our customers regarding job sector and company size.
Compensation Benchmarking Powered by Mercer provides you with the data to price jobs with geo-specific pay ranges and stay competitive in every market. Use the data to compare your company’s compensation against other companies in your industry and adjust your people’s compensation to stay competitive, eliminate pay gaps, and plan your future workforce.
3. Ensure pay equity across your org with Bob’s new compensation bands
We recently added compensation bands, a much-awaited new feature to our Compensation module. Compensation bands, also known as comp, salary, or pay bands, refer to the minimum, mid, and maximum amount a company will pay someone within a job level and location. Compensation bands help you stay organized, scale efficiently, and pay new hires and current employees equitably.
Using compensation bands, you can transform the Compensation module into the core system for building your compensation structure based on your unique compensation philosophy. Compensation bands create consistency and standardize compensation for every position, eliminate pay gaps, and ensure pay equity.
You can also increase pay transparency company-wide by sharing compensation bands internally or when hiring—complying with local pay transparency laws, increasing trust across your organization, and positively impacting retention.
Bob supports your compensation strategy from start to finish
Whether you’re just starting your compensation strategy and pay transparency journey or ready to take it to the next level, Bob has your back. From creating a consistent job structure using Bob’s job catalog and staying competitive with Compensation Benchmarking powered by Mercer to ensuring equitable pay with compensation bands, Bob has you covered. You can build an equitable company culture where your people feel valued and are compensated fairly for their contributions while staying compliant with local transparency regulations. It’s a win-win for all.