What go-live means
Go-live is not a slide. It is the moment HR and managers work on a live employee file: synced data, role-based permissions, and at least one document or process running in the system — not in Excel.
The commercial product is the HR system — employee record. This page explains the project around it: who does what, and in how many weeks.
Typical timeline
Week 1 — short discovery. Map the source of truth (payroll / ERP), populations, and what must run in the first cycle. Skip this and the project bloats.
Weeks 2–3 — data and permissions. Payroll connection, org structure, two-dimensional permissions (fields × populations), and SSO if needed.
Weeks 3–5 — one core process and training. Onboarding, document archive or a single form. Train HR and direct managers. Go live with close support.
Reviews, portal or surveys come after the file is alive — not in the same sprint. See the products hub.
What we need from you
- One HR owner (not a committee of eight)
- An IT contact for SSO / Active Directory and payroll
- A decision on the source of truth per field — payroll, ERP or B2E
- A list of populations and direct managers
- Short training time for managers, not only HR
Without these the project stalls in meetings, not in code. Real rollouts are on the customers page.
Migration, training and support
Migration is usually an export from payroll and folders, not a conversion of every file from 1998. We move core data and active documents; older archives stay readable as needed.
Training is split: HR gets depth (permissions, reports, processes). Managers get 30–45 minutes on what they actually do. Employees meet the system through the portal or self-service — not an admin screen.
After go-live we stay: permission fixes, a second process, and field questions. That is the part global vendors leave to an expensive integrator.
