HRMZY vs SAP SuccessFactors:
Right-Sized HR vs Enterprise Complexity

— = not verified as a built-in module in this comparison. HRMZY's Standard plan includes 25 modules; Premium and Life Time include all 37 modules — see what each plan covers.

These apply to every vendor on this page, including us. All six are answerable in writing, which is the point — an answer you can hold onto later is worth more than a demo. We have deliberately not said how any particular vendor answers them: ask them yourself, and ask us too.

1. Is the rate I have been quoted the rate at renewal? A quote and a renewal rate are not necessarily the same number. Ask for the renewal figure in writing before signing rather than after.
2. What is priced per employee, and what is priced for the company? Ask which model applies, then do the arithmetic at the headcount you expect in two years rather than the one you have today — a per-seat line grows with every hire and a company fee does not.
3. Which modules are inside the plan, and which are priced separately? Ask specifically about payroll, recruitment, performance and time tracking, and get the answer plan by plan. Price the bundle you will actually use rather than the entry tier.
4. Who does the implementation, and what does it cost? Ask whether setup, data import and configuration are included, sold as a service, or handled by a third party you would contract separately — and ask for the number either way.
5. If I leave in two years, what can I take with me? Ask which records export, in what format, and whether historical payroll and leave balances come too. The answer is much easier to obtain before you are a customer than after.
6. How is support delivered, and when? Ask for the channel and the hours rather than a satisfaction score, and ask what happens when payroll is due in two hours and something is wrong.

Setup is a service included with every plan rather than a separate fee, and the trial runs fourteen days with every feature switched on, so the evaluation is of the whole platform rather than a cut-down tier. Pricing is a flat monthly fee for the company within the plan's employee limit, published in full on the pricing page rather than quoted on request.

On what is included where: payroll processing, performance management, attendance and time tracking, leave management, and analytics and reporting are in the plans as the table above shows. Recruitment and applicant tracking sit on Premium and Life Time rather than on the entry plan — worth knowing before you evaluate, because it is the one capability on this page that depends on which plan you pick.

The practical work of moving is mostly preparation on your side rather than configuration on ours: a current employee list with start dates and contracted hours, your leave policy and the balances carried into the new system, and the pay components each person is on. Those three are what determine whether the first pay run reconciles, and they are worth getting right before anything is imported rather than corrected afterwards.

Support during and after the move is live chat and email. One piece of evaluation advice that costs nothing: whatever you are comparing, test it against your own data rather than against demo content, because the differences that matter show up in your own leave rules and pay components rather than in a feature list. The fourteen days exist for exactly that.