Selecting the Right HRIS Vendor Post-PEO: How OutSail Can Help

Updated on
December 1, 2023
Maria Santos
Subscribe to our newsletter
Read about our privacy policy.
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.

Managing human resources is a pivotal aspect of success in the ever-evolving landscape of modern business. Many organizations initially rely on Professional Employer Organizations (PEOs) to handle their HR needs. PEOs offer convenience and expertise, but businesses often seek greater control and flexibility as they grow. Transitioning from a PEO to an in-house Human Resources Information System (HRIS) is a significant decision. Choosing the right HRIS vendor ensures a seamless and effective transition.

This article'll explore the importance of selecting the right HRIS vendor post-PEO exit, the challenges involved, and how OutSail can be your guiding light.

Challenges in Selecting HRIS Vendor

Navigating the HRIS vendor landscape can be a daunting task. There are several challenges and considerations to keep in mind:

  1. Compatibility and Integration: One of the primary challenges is ensuring that the selected HRIS seamlessly integrates with your existing systems. Incompatibility can lead to inefficiencies and data consistency.
  2. Scalability: Your HRIS should support your organization's growth. It must adapt to your evolving needs, accommodating more employees, functions, and complexities.
  3. Features and Functionality: The right HRIS vendor should offer comprehensive features that align with your HR requirements. It should cover core HR functions, payroll, benefits administration, time and attendance, and more.
  4. Cost Management: Cost is always a critical factor. You need an HRIS that provides value for money. The transition from a PEO should be cost-effective and not break your budget.
  5. Compliance and Security: Staying compliant with labor laws and safeguarding sensitive HR data are paramount. The HRIS vendor should have robust security measures and assist in compliance management.
  6. User-Friendliness: Your HR team and employees should find the HRIS easy to use. A convoluted system can lead to resistance and hinder productivity.
  7. Vendor Reputation: The reputation and track record of the HRIS vendor are also crucial. You want a vendor with a history of providing reliable and effective solutions.

OutSail’s Assistance in HRIS Vendor Selection

This is where OutSail steps in to make your life easier. OutSail is a technology broker specializing in helping businesses find the perfect HRIS vendor post-PEO. They provide expert guidance and a range of tools to support you through the selection process. Let's delve into how OutSail can assist you in making the right choice:

1) Vendor Shortlisting

OutSail starts by knowing your specific HR needs, budget constraints, and your organization's unique requirements. They take the time to understand your business intimately. Armed with this information, they provide a shortlist of HRIS vendors aligning with your criteria. This step is where their expertise shines - you're presented with the most relevant options right from the start. No more wading through an overwhelming sea of choices that may not fit your needs.

2) Requirements Building

Before you jump into the marketplace, OutSail assists you in defining your must-have and nice-to-have requirements. This is a crucial phase as it brings clarity to your HRIS needs. Knowing what you need and want in an HRIS vendor is essential for a successful selection process. This clear roadmap allows you to select a vendor that matches your unique requirements perfectly.

3) Evaluation Tools

OutSail's proprietary evaluation tools are invaluable. They offer comprehensive scorecards that allow for an objective comparison of different HRIS vendors. You can make data-driven decisions comparing the strengths and weaknesses of each option. Additionally, OutSail provides a list of challenging vendor questions to ask, ensuring you uncover essential information about each vendor. These tools also come with project management capabilities that streamline the selection process, making it efficient and effective.

4) Proposal Analysis

Once you receive proposals from HRIS vendors, you're not left to decipher and evaluate them. OutSail's experts step in to review these proposals. They have a wealth of knowledge backed by an extensive database, which allows them to benchmark the costs and terms offered by each vendor. This benchmarking ensures you're getting a fair deal. Moreover, OutSail provides talking points for negotiations, helping you refine your agreement and get the most value for your investment.

5) Implementation

Selecting the right HRIS vendor is just the beginning of your journey. Implementation is a pivotal phase where the rubber meets the road. OutSail doesn't stop at vendor selection; they help you match with top implementation consultants who can ensure a smooth and effective deployment. This maximizes the return on your investment and sets you up for success from the moment you start using your new HRIS.

Additional Resources from OutSail

OutSail doesn't stop at vendor selection. They offer a range of additional resources and support to make your transition from a PEO to an in-house HRIS as seamless as possible:

1) PEO Exit Analysis

OutSail provides a free tool that allows you to compare the costs of your current PEO with the all-in costs of bringing your HR, payroll, and benefits functions in-house. This tool helps you make an informed financial decision.

2) Complementary Guidance

OutSail's advisors can answer your questions and refine your analysis throughout the review process. Their expertise is just an email or phone call away.

3) Multiple Scenarios

Thinking of different scenarios for your HR needs? OutSail lets you plug in various HRIS vendors, benefits plans, and staffing plans to compare the total costs of your PEO versus multiple in-house scenarios. It's all about making informed decisions.

4) Re-Create the PEO In-House

One common concern when leaving a PEO is losing key services and tools. OutSail ensures that every service is accounted for and retained when migrating to an in-house model, helping you maintain continuity.

5) Vendor Agnostic

OutSail collaborates with every HRIS and payroll vendor, broker, and consultant. Their goal is simple: to find the perfect blend of services and tools for your unique needs. They're not tied to any specific vendor, so their recommendations are unbiased.


In conclusion, transitioning from a PEO to an in-house HRIS is a significant step, and selecting the right HRIS vendor is crucial for a seamless transition. OutSail simplifies this process by offering continuous support, expert guidance, and many tools and resources. They take the guesswork out of vendor selection, ensuring that your choice aligns with your company's needs and budget.

If you're considering the move from a PEO to an in-house HRIS, OutSail is your partner in this journey. Their vendor-agnostic approach and commitment to finding the best HRIS solution for your business sets them apart. Make the transition smooth, cost-effective, and efficient with OutSail's assistance.

Make sure to let the complexities of post-PEO HRIS vendor selection overwhelm you. Contact OutSail and experience how technology brokerage can revolutionize your software buying process. Take the first step towards a more efficient, cost-effective, and streamlined HR management system.