What to Look for in a Budget-Friendly HR Tech Stack (and Why You Still Need Analytics)
For small and mid-sized businesses, building the right HR tech stack is a balancing act. All-in-one platforms—like HiBob, BambooHR, or Rippling—promise simplicity: one contract, one login, and streamlined implementation. That can be appealing when your team is small, resources are tight, and you just need the basics to run smoothly.
But that simplicity can come with trade-offs. All-in-one solutions often include “lite” versions of features like applicant tracking, performance management, or analytics. These built-in tools may cover surface-level needs but fall short when your business needs deeper insights or more sophisticated functionality.
On the other hand, assembling a tech stack from best-of-breed tools (a separate HRIS, ATS, survey platform, etc.) gives you flexibility and depth—letting you choose the right tool for each job. But this approach can introduce complexity around data integration, reporting, and user training.
The good news? You don’t have to choose one extreme or the other. Many growing companies find success with a hybrid approach: using a strong HRIS or all-in-one platform as the foundation, and then plugging in specialized tools—like a dedicated people analytics layer—to unlock greater visibility and strategic value.
Here’s what every HR tech stack should include, no matter the configuration—and why people analytics is the layer that makes all the other pieces work together.
7 Essential Capabilities for Your HR Tech Stack
Whether you’re using a single vendor or several, your HR systems should collectively deliver these seven functions:
1. Core HRIS Functionality
This is your system of record—handling employee data, org charts, and document storage. Platforms like BambooHR, Rippling, and Gusto cover these basics. Just be aware: built-in reporting tends to be limited to descriptive data, not insights.
2. Employee Self-Service (ESS)
ESS tools let employees manage their own data, view pay slips, or update personal information. These systems reduce admin work and are linked to faster payroll cycles and better employee satisfaction.
3. Integrated Payroll & Benefits
Errors in payroll cost more than frustration—they cost time and money. Integrated payroll systems reduce the frequency of errors and the overhead of reconciliation.
4. Compliance & Document Management
Your stack should support digital I-9s, automated reminders, and role-based access. Ideally, you can track compliance issues before an audit makes them visible.
5. Applicant Tracking System (ATS)
An ATS like Greenhouse or Lever should integrate with your HRIS and support smooth handoffs from recruiting to onboarding. You’ll also want API access for deeper insights later.
6. Employee Engagement & Feedback Tools
Surveys and feedback mechanisms are critical for tracking morale and predicting turnover. These tools are most effective when their data is centralized and connected to other systems.
7. Integration-Ready Architecture
Your systems should allow for scheduled exports, APIs, or webhooks so that external tools—like people analytics platforms—can connect and unify your data.
Why You Still Need People Analytics
While your tech stack manages transactions, it doesn’t always explain what’s driving outcomes. That’s where dedicated people analytics platforms come in.
Tools like PeopleInsight layer on top of your existing systems, transforming raw data into insights—without needing a data team or BI tool. With PeopleInsight, HR teams can:
Identify trends across hiring, DEI, attrition, and compensation
Receive AI-powered summaries, predictive analytics, and executive-ready reports
Launch in just 5 business days
Scale as needs grow—without switching platforms
FAQs
Is analytics usually built into HR platforms?
Basic reports often are, but strategic people analytics rarely is. That’s why many HR leaders add a dedicated layer like PeopleInsight.
Does PeopleInsight replace our HRIS?
No. It enhances your stack by connecting to existing tools and delivering cross-system insights.
Can we pilot it before committing?
Yes. PeopleInsight Essentials offers monthly billing and no long-term contracts.
How to Get Started
Map your current tools and identify gaps
Rank the seven core features by importance
Shortlist integration-ready platforms
Run a 30-day pilot with PeopleInsight or another people analytics solution to see the impact firsthand
Final Thought
You don’t need one tool that does everything. You need the right combination of systems that cover your operational needs—and a dedicated analytics layer to bring it all together. That’s where true HR impact starts, request a demo here to get started today.