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HR Tech Requirements Builder

Tick the requirements your next HR platform has to meet, weight them, name your shortlist and score every vendor in the demo. Out comes a weighted evaluation scorecard you can defend to the board. Everything saves in your browser, nowhere else.

Your shortlist

Vendor names label the scorecard columns. Leave them blank to print a scorecard you can fill in by hand.
Saves on this device as you go. Your requirements, vendors and scores are never uploaded.
Your evaluation
 
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Your requirements list

Two kinds of risk, eight categories, 48 requirements. Tick what your next platform has to do, weight it, and add anything we missed at the bottom of each column.

Process risk

The half your current system probably covers: admin, compliance, workflow. Still has to work.

Core HR & records

Pay, leave & compliance

Recruitment workflow

Onboarding & lifecycle admin

People insight risk

The half most requirement templates leave out: the decisions about people that the admin layer cannot see.

Hiring fit & selection science

Engagement & culture

Capability & development

Retention & people analytics

The scorecard

Score each vendor 0 to 5 per requirement while the demo is still on the screen, or print the blank scorecard and mark it on paper. Fit is weighted, split across both risk pillars, and a missed must-have is flagged no matter how good the average looks.

Tick requirements above, or load the starter set, and the scorecard builds itself here.
What should be on an HR software requirements checklist?

A complete checklist covers two kinds of risk. Process requirements include employee records, payroll and leave administration, compliance reporting, recruitment workflow and onboarding. People insight requirements include validated candidate assessment, culture and engagement measurement, capability development and retention analytics. Most published templates cover only the first kind, because they are written by vendors who only solve the first kind. Weight every requirement before you see a demo, so a vendor's roadmap cannot reorder your priorities.

Where Compono fits

Compono was built for the second list. The platform matches candidates on work personality and culture fit before you hire, measures engagement and culture while people are with you, and builds capability against competency frameworks, alongside the recruitment workflow, onboarding and records the first list expects. We will not top every process column on your scorecard, and that is the honest trade: Compono is built to cover both kinds of risk in one platform, so the people data behind every decision holds up when someone senior asks why. Put us on the shortlist and score us in the demo like everyone else.

See how it works

How the scorecard works

The library holds 48 requirements across eight categories, split between the two kinds of risk HR tech has to cover. The process risk categories (core HR and records, pay, leave and compliance, recruitment workflow, onboarding and lifecycle admin) are what established platforms do well. The people insight risk categories (hiring fit and selection science, engagement and culture, capability and development, retention and people analytics) are where most requirement templates go quiet, because the vendors publishing those templates have nothing to sell there. Tick what applies, add anything we missed, and give each requirement a weight: a must-have counts three times, important twice, nice-to-have once.

Name up to four vendors and score each requirement from 0 to 5 as you watch the demo, or print the blank scorecard and mark it on paper. A vendor's fit is their weighted score as a percentage of the weighted maximum, calculated only across the requirements you have scored, so a half-finished evaluation never reads as a bad one. The scorecard also splits every vendor's fit across the two risk pillars and flags any must-have scored 0 or 1, because a missing must-have should never be rescued by an average. Everything runs and saves in your browser. Your requirements, vendor names and scores are never uploaded, stored or seen by us.

Once the scorecard has picked your platform, the Hiring Business Case Builder turns the same decision into the numbers that fund it.

New to the term? Read the plain-English definition of people analytics in the HR Glossary.

Common questions

How does a weighted vendor evaluation scorecard work?

Each requirement gets a weight (must-have counts three, important two, nice-to-have one) and each vendor gets a 0 to 5 score per requirement. Multiply score by weight, add it up and divide by the maximum possible for a percentage fit. The weighting stops a vendor winning on a pile of nice-to-haves while missing the two things you actually bought the platform for. This tool also flags any must-have scored 0 or 1, because no average should rescue a missing must-have.

Is it safe to type real vendor names and scores in here?

Yes. The builder runs entirely in your browser, and your shortlist saves to your device's local storage so it is still here when you come back after each demo. Nothing you type is uploaded, stored or seen by Compono or anyone else. The share buttons only ever share your requirement counts, never vendor names or scores.

What questions should I ask in an HR software demo?

Ask each vendor to show, not tell, your top-weighted requirements: "show me how you would surface a wrong-fit candidate before we hire" beats "do you have assessments". Then ask what data the platform captures that you could defend a decision with a year later, and score both answers in the scorecard while they are fresh. A demo runs on the vendor's script; a weighted scorecard puts it back on yours.

Why split HR software requirements into process risk and people insight risk?

Because HR is managing two different kinds of risk, and most tools only address one. Process risk is visible and administrative: payroll errors, compliance breaches, onboarding that stalls. People insight risk is quieter and more expensive: the wrong hire, the team that has mentally left, the training that builds no capability. A requirements list built only from process templates buys a tidier version of the blind spot the current stack already has. Splitting the list makes the second kind of risk visible at the exact moment you can do something about it, while the platform decision is still open.

This page is general information, not legal advice. We check figures annually and update them on a best-efforts basis, but employment rules change and we cannot promise everything here is current or complete. Before you act on it, confirm the detail with the relevant authority in your country or your own adviser. Last reviewed July 2026.