Your payroll provider bundled a talent module into the contract. For simple, low-volume hiring it may be fine. This page is for the moment it stopped being fine.
We're not competing with your payroll. Keep it. Payroll, employee HR records, and tax are what those companies are good at, and if a basic bundled module is solving your hiring, use it. Bring its numbers to a Talent Improvement Session, drop-off rate and time-to-fill, and we'll score them against the benchmarks. If it's working, we'll tell you.
The bundled apply flow was built for the payroll record, not the candidate. It asks too much up front, so people leave, or too little, so you can't evaluate the ones who finish.
You can't see where candidates come from, where they stall, or how long each step takes without building it yourself, every time.
Nobody can see who's qualified for what without asking HR, and a "watched" flag isn't the same as a record you'd hand a surveyor or an inspector.
The complaints are consistent across the category: modules that are "very basic" at volume, separate implementation specialists for each module who don't talk to each other, support that thins out after year one, and renewal increases that aren't tied to anything you added. The bundle looks like a zero on the invoice. Free that doesn't get used is the most expensive kind.
In a free Talent Improvement Session we look at your actual funnel: how many start, how many finish, how long a qualified candidate waits before a manager sees them. Within 48 hours you get a Talent Improvement Plan. If the fix is a process change inside the tool you already own, that's what the plan will say.
We design the recruiting and onboarding process, then run it on the Visibility HR platform alongside your payroll system. You keep the contract you already negotiated. Nothing gets ripped out.
A signed offer triggers onboarding automatically, carrying everything recruiting collected. The role someone is hired into drives their training requirements. And for training, you get one hub everyone can see: requirements by role, reminders that go out on their own, on-the-job hours, renewals, and a transcript ready whenever someone asks.
Not the completion report. The evidence.
Ask their reference how support went in year two.
Then compare it to a flat three-year number.
One investment to design and build, then one flat ongoing amount that includes the software and the team behind it, locked for three years, no escalator, additive to the payroll system you keep, roughly a quarter of what a full suite runs. We are not competing on the payroll line. We make the talent line actually work.
The Talent Improvement Session is free, runs about 60 minutes, and is not a demo. Pick recruiting, onboarding, or training management. Within 48 hours you get your Talent Improvement Plan. And nobody will chase you afterward.
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