Specialist
Senior executive at Hans Turck GmbH & Co KG
Agenda
- German SMBs’ key purchasing criteria for HR software
- Personio’s key differentiating factors and competitive landscape deep dive
- Pricing model, package plans and add-on features
- Limiting factors and the size at which a customer may outgrow Personio's solutions
Questions
1.
Could you start by outlining why you are a Personio customer? Which HR software providers did you compare Personio to during your initial selection process?
2.
You noted Personio’s pricing, full suite and service offering as key factors driving your adoption. Were there other differentiators relating to its implementation or usability, or were those the three main elements?
3.
Why was it more attractive for you to opt for Personio – which delivers the suite – rather than a module based software such as Umantis? Was it due to the more attractive pricing, or ease of use and having this suite from one player rather than having to pick and choose modules from another?
4.
How would you describe Personio’s initial outreach? Was it all done directly with Personio, or were there any partners involved?
5.
How would you grade Personio’s onboarding process? Its website says it takes four weeks on average, but that can increase to 6-8 weeks depending on the size of the implementation. What was your experience?
6.
Could you describe how Personio led that onboarding process, whether via the integration contact person or the support team?
7.
Which modules or use cases within the Personio product do you tend to use most often?
8.
Which of Personio’s modules would you classify as must-haves vs nice-to-have elements that you utilise just because they’re available and easy to use in the suite?
9.
Would you say Personio is more intuitive or easier to use than any other platforms you sampled or trialled? Is the product’s functionality very similar to others?
10.
What are your thoughts on Personio’s payroll solution, given the company offers integration with Datev? You referenced a potential lack of integration between the absence management module and other software. I’m not sure if it’s the case in Germany, but in many countries, the payroll piece is typically of the more complex areas of the whole HR software stack. How important is the payroll integration piece with Datev?
11.
Personio has Datev, but it seems that’s the only integration. Is Datev one of the most-used payroll accounting tools in Germany? Is it a negative that Personio isn’t integrated with more payroll tools?
12.
It sounds as though a Personio customer may have to input data twice – once on the Personio payroll product, and then again on any other accounting software being used. Is that potentially a significant barrier to gaining more customers, if other HR software integrates better with wider payroll solutions? Alternatively, if a customer is evaluating Personio, is it likely that the payroll piece isn’t the make-or-break part of the deal?
13.
Personio offers essential, professional and enterprise plans. Have you evaluated each plan? What might drive a customer to choose professional rather than essential, or enterprise rather than professional?
14.
Could you elaborate on Personio’s pricing? Is it priced per employee?
15.
What do you think typically drives growth in customer spend towards Personio? Would it primarily be price increases that customers will incorporate, or increases in licences as the company grows?
16.
What would you highlight as Personio’s weaknesses? Which areas of the offering do you think would benefit from investment or product enhancement?
17.
At what size or scale do you think a business could outgrow Personio? The website states that it can cater from a very small business up to those with 1,000 employees. Would the key factor informing potential outgrowth be employee numbers, or whether the company is international or another factor?
18.
How difficult might it be for a customer to switch away from Personio? What are some of the biggest obstacles or costs involved?