Migrate your Aotal data
Cloud-based talent management platform for New Zealand businesses covering recruitment, onboarding, performance, and learning.
In its favor
Why people choose Aotal
The signal that keeps Aotal on the shortlist. Sourced from G2, Capterra, and customer scoping calls.
New Zealand HR technology vendor with a local Auckland presence — Aotal markets 'Human Technology' with local, friendly customer service, which appeals to NZ corporates that prefer working with regional suppliers over global SaaS vendors.
SnapHire ATS is purpose-built for corporate recruiting — long-running web-based ATS designed for the enterprise corporate environment, including candidate evaluation and hiring workflows tailored to NZ employment practices.
Talent App Store offers a microservices integration model — instead of a monolithic HRIS, customers can wire together pre-integrated apps covering applicant tracking, onboarding, performance, payroll, time and attendance, L&D, workforce analytics, recruitment, benefits administration, and employee self-service.
Modular approach lets organizations adopt only the talent functions they need today and expand later without re-platforming.
Pre-integrated app ecosystem reduces the typical HR-tech integration burden compared to assembling best-of-breed tools from multiple vendors.
No publicly listed pricing — pricing requires a sales quote, which is friction for small NZ businesses comparison-shopping against published per-employee SaaS plans.
Limited public review footprint compared to global HRIS players — minimal G2/Capterra reviews makes due diligence hard for procurement teams that rely on peer feedback.
Regional focus means organizations expanding beyond Australia/New Zealand often outgrow the platform and migrate to global vendors like Workday, SAP SuccessFactors, or BambooHR.
Two-product surface area (SnapHire ATS + Talent App Store) can be confusing — customers unsure which product covers a given function may end up duplicating capabilities or buying apps they do not need.
Lack of public API documentation makes building custom integrations harder than with platforms that publish OpenAPI specs.
Reasons to switch
Why people leave Aotal
The recurring reasons buyers give for replacing Aotal. Presented as facts, not knocks.
Platform scorecard
Strengths, weaknesses, and where Aotal fits
Grades across six dimensions, plus a SWOT-style view of where the platform shines and where it falls short.
SWOT — strengths, weaknesses, and use-case fit
Strengths
Weaknesses
Where it works
Where it struggles
What gets migrated
Aotal object support
Object-by-object support for Aotal migrations. Per-pair details surface during scoping.
Employees
Mapping requiredEmployee records sit across SnapHire (post-hire identity coming out of ATS) and Talent App Store modules. We consolidate the employee identity across modules and resolve duplicates by email or NZ IRD number where present.
Compensation
Mapping requiredCompensation data depends on whether the customer has activated the payroll microservice in Talent App Store. We confirm module activation during discovery before scoping compensation history.
Time Off
Mapping requiredLeave/time-off balances live in the time-and-attendance microservice when activated. We extract balances as of cutover date and map to destination accrual policies.
Onboarding
Mapping requiredOnboarding workflows from SnapHire carry candidate-to-employee transition data, including signed documents. We export workflow state and attached documents as record-linked artifacts.
Performance Reviews
Mapping requiredPerformance review data resides in the performance management microservice when activated. We export historical review cycles, ratings, and competency scores tied to employee IDs.
Org Chart
Mapping requiredReporting relationships and department structure are derived from employee records. We rebuild the org chart in the destination by mapping manager-of-record fields and effective dates.
Custom Fields
Mapping requiredCustom fields added to employee or candidate records are exported as additional columns. We map field types into the destination schema and flag any unmapped values.
Documents
Mapping requiredDocuments attached to candidates and employees (offer letters, signed onboarding forms) are exported as binary attachments and re-linked to employee records in the destination.
| Object | Support | Notes |
|---|---|---|
| Employees | Mapping required | Employee records sit across SnapHire (post-hire identity coming out of ATS) and Talent App Store modules. We consolidate the employee identity across modules and resolve duplicates by email or NZ IRD number where present. |
| Compensation | Mapping required | Compensation data depends on whether the customer has activated the payroll microservice in Talent App Store. We confirm module activation during discovery before scoping compensation history. |
| Time Off | Mapping required | Leave/time-off balances live in the time-and-attendance microservice when activated. We extract balances as of cutover date and map to destination accrual policies. |
| Onboarding | Mapping required | Onboarding workflows from SnapHire carry candidate-to-employee transition data, including signed documents. We export workflow state and attached documents as record-linked artifacts. |
| Performance Reviews | Mapping required | Performance review data resides in the performance management microservice when activated. We export historical review cycles, ratings, and competency scores tied to employee IDs. |
| Org Chart | Mapping required | Reporting relationships and department structure are derived from employee records. We rebuild the org chart in the destination by mapping manager-of-record fields and effective dates. |
| Custom Fields | Mapping required | Custom fields added to employee or candidate records are exported as additional columns. We map field types into the destination schema and flag any unmapped values. |
| Documents | Mapping required | Documents attached to candidates and employees (offer letters, signed onboarding forms) are exported as binary attachments and re-linked to employee records in the destination. |
Gotchas
What to watch for in Aotal migrations
Issues we've hit on past Aotal migrations, tagged by severity. FlitStack AI handles every one — surfacing them up front because buyer engineering teams want to know.
Data lives in multiple microservices across the Talent App Store
SnapHire ATS and Talent App Store are distinct products with different data shapes
Vendor-assisted extraction is likely required given no public API docs
| Severity | Issue |
|---|---|
| High | Data lives in multiple microservices across the Talent App Store |
| Medium | SnapHire ATS and Talent App Store are distinct products with different data shapes |
| Medium | Vendor-assisted extraction is likely required given no public API docs |
Leaving Aotal?
Where Aotal customers move next
5 destinations Aotal can migrate to.
How a Aotal migration works
Four steps, Aotal-specific
Connect
Not publicly documented into Aotal. Scopes limited to read-only on the data we move.
Map
We translate Aotal-specific structures (custom fields, objects, value lists) to the destination's model.
Sample
Test with a 50–200 record subset to validate Aotal quirks before production.
Migrate
Full migration with Aotal rate-limit handling. Rollback available throughout.
FAQ
Aotal migration FAQ
Answers to the questions buyers ask most during Aotal migration scoping. Not seeing yours? Book a call.
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Walk through your Aotal migration with a real engineer — 30 minutes, free, written quote within 24 hours.
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Ready when you are
Migrate Aotal.
Without the rebuild.
Free scoping call with a migration engineer. Tell us about your Aotal setup and destination — written quote back within a business day.