What IT Leaders Should Know About HR Software Interoperability

In today’s HR tech environment, interoperability isn’t just a buzzword — it’s a mission-critical capability. With dozens of systems handling different pieces of the employee lifecycle, from recruiting to onboarding to payroll, ensuring these platforms can seamlessly communicate is essential for both operational efficiency and long-term scalability.

But for IT leaders, making HR systems talk to each other is rarely as simple as plugging in an API. True interoperability requires thoughtful architecture, ongoing maintenance, and a partner who understands the ecosystem.

1. What Is HR Software Interoperability?

At its core, interoperability is the ability for different HR platforms — like your ATS, background check provider, HRIS, and payroll system — to share data reliably, securely, and in real time or near-real time.

Unlike point-to-point integrations, interoperability enables data to move fluidly across systems without requiring manual re-entry, CSV uploads, or workarounds. For example:

• A candidate moves from Lever to Paylocity with full profile data intact
• A background check from iCIMS triggers updates in your onboarding workflow
• Payroll and HRIS platforms sync to ensure accurate benefits provisioning

2. Why Interoperability Is So Challenging in HR Tech

Each HR system is built differently — with its own data schema, API behavior, authentication methods, and update cadence. What’s more:

• APIs change frequently, requiring active monitoring and re-certification
• Data mapping differs between vendors (e.g., one platform’s “department” may be another’s “division”)
• Customer-specific configurations mean integrations must be flexible
• Compliance and security standards (HIPAA, SOC 2, GDPR) raise the stakes

Without a managed approach, even well-intentioned integrations can become brittle, complex, and high maintenance.

3. The Risks of Poor Interoperability

When systems don’t communicate well, the consequences add up:

• Manual workarounds lead to errors, delays, and duplicated effort
• Slower onboarding affects employee satisfaction and productivity
• IT and support teams spend time on break-fix issues rather than strategic initiatives
• Compliance risks increase due to inconsistent or incomplete data

These risks don’t just affect operations — they undermine trust in your HR stack and can stall your ability to scale.

4. What IT Leaders Should Look For

When evaluating integration options, IT leaders should prioritize:

• Pre-built, vendor-approved integrations: Reduce deployment time and increase reliability
• Managed monitoring and support: Ensure proactive updates and rapid response to changes
• Multi-vendor compatibility: Support connections across systems like Jobvite, Lever, Paylocity, iCIMS, and more
• Custom configuration without custom code: Adapt integrations without starting from scratch
• Security and compliance baked in: Reduce risk with a partner that understands regulated data

5. How Joynd Supports True Interoperability

Joynd is an integration solutions partner trusted by leading HR tech vendors. We help IT teams:

• Eliminate manual data entry between systems
• Reduce support ticket volume
• Improve data consistency across the employee lifecycle
• Deploy faster with reusable, vendor-tested connectors

Whether you’re connecting Paylocity to iCIMS, Lever to your HRIS, or Jobvite to your onboarding platform, Joynd manages the full lifecycle of your integrations — from deployment to monitoring and support.

Let’s Make Your HR Stack Work Together

If your team is tired of duct-taping integrations together, it’s time to work with a partner who gets it.Explore our integration network or contact us to see how Joynd helps IT leaders create scalable, secure, and fully interoperable HR systems.