Migrate from EPAY HCM to Bullhorn ATS & CRM

EPAY Employee records map to Bullhorn Candidate profiles (for recruiting and placement records) and optionally to Bullhorn Contact profiles (for HR and employee-relations records) depending on whether the migration scope includes staffing operations, internal HR records, or both. We preserve employee personal information, hire date, job title, department, and employment status. The mapping direction depends on the customer's Bullhorn usage pattern: staffing agencies use Candidate; internal talent acquisition teams may map employees to Contacts attached to a Company record representing their own organization. We flag this decision during scoping.

EPAY compensation records (pay rates, salary history, pay frequency, effective-dated rate changes, bonuses) have no native Bullhorn equivalent in standard fields. We map pay rate to a Candidate custom field or Custom Object depending on the customer's Bullhorn edition and the number of compensation fields. If the customer is on Bullhorn Front Office Growth or Enterprise, we create a Compensation History custom object with effective-dated entries. If the customer is on ATS or ATS Growth, we use custom fields on the Candidate record. We preserve the full compensation timeline including pay changes and bonuses as supporting data for placement or employment offers.

EPAY benefits enrollment records (plan names, coverage tiers, enrollment dates, dependent information) map to a Bullhorn Benefits custom object if the customer's edition supports it. If the Bullhorn edition has no available Custom Object slots, we export the enrollment data as a structured CSV and attach it to the Candidate record. We flag that many insurance carriers require direct re-enrollment in the carrier portal or the new HR platform's carrier integration, so we treat benefits data as supporting documentation rather than a live enrollment migration. The customer budgets for a 2-4 week parallel re-enrollment window with each benefits vendor.

EPAY time-and-attendance logs (clock-in/clock-out data, overtime, accruals, scheduling rules) have no native Bullhorn equivalent because Bullhorn is not a time-tracking system. We export time-and-attendance data by pay period and map it to a Custom Object if available, or we export it as structured records for the customer's HR team to load into their chosen time-and-attendance platform post-migration. High-volume punch-level data is chunked by pay period to manage file sizes. We flag that customers who rely on EPAY time-and-attendance data for billing (staffing agencies billing clients by hours worked) need a replacement time-tracking platform integrated with Bullhorn.

EPAY job-costing and labor-allocation data (cost center assignments, project codes, department allocations) maps to a Bullhorn Custom Object if the customer has available slots on their Bullhorn edition. Front Office Growth and Enterprise editions support up to 10 Custom Objects with 55 fields each, which accommodates cost center, project code, and department fields. ATS Growth and ATS editions are limited to 2 Custom Objects, which may require the customer to prioritize which job-costing fields migrate and which are exported as a lookup table for manual reference. We validate the Custom Object availability during scoping.

EPAY payroll processing history (pay runs, earnings, deductions, taxes, net pay by pay period) cannot migrate into Bullhorn because Bullhorn does not have a payroll module and no standard Bullhorn object stores payroll data. We export the payroll history as a structured archive file that the customer stores externally (document management system, HRIS of record, or a payroll lookup tool). For companies still processing payroll in EPAY during the transition, we recommend retaining read-only EPAY access for a minimum of 90 days post-migration for garnishment lookback and payroll dispute resolution. Tax filing records similarly require external storage or a dedicated payroll platform.

EPAY garnishment orders, wage deductions, and voluntary deduction codes map to a Bullhorn Custom Object with fields for deduction type, court or agency, current balance, and deduction amount per pay period. Active garnishment orders require manual verification by the customer's payroll administrator before the first payroll run in the new system because Bullhorn does not process payroll and cannot enforce deduction calculations. We flag every active deduction during scoping with a verification checklist that the customer completes before cutover. Deduction history without active orders is exported as supporting documentation.

EPAY performance review records (review cycles, 360-degree feedback, journaling entries, review status, scores) map to a Bullhorn Custom Object if available. If no Custom Object is available on the customer's edition, we export the review history as structured records attached to the Candidate. Bullhorn's review-cycle structure differs from EPAY's performance management module, so we preserve the historical review data as documentation rather than a live performance module migration. The customer's HR team rebuilds active review cycles in their chosen performance management platform post-migration.

EPAY learning and training records (course completions, custom certificates, training status) map to Bullhorn Candidate Skills (for skill-based matching and searchable records) and a Custom Object for detailed completion history if available. We export completion status, certificate metadata, and course names. Custom course structures and learning paths from EPAY LMS require manual rebuild in the customer's chosen training platform because Bullhorn does not have a native LMS. Certificate metadata migrates to a Custom Object or Candidate file attachment for compliance documentation.

EPAY ACA eligibility tracking, coverage offers, and enrollment status for Affordable Care Act compliance do not map to Bullhorn because Bullhorn does not have a compliance module for ACA measurement or reporting. We export ACA measurement data as a structured file for the customer's HR compliance team to load into their chosen compliance tool or retain for IRS reporting. Customers who use EPAY specifically for ACA tracking and reporting should select a dedicated ACA compliance platform as part of their post-migration HRIS stack.

For customers using EPAY's recruiting and applicant tracking module, job postings and applicant records map to Bullhorn JobOrder and Candidate records respectively. EPAY job postings become Bullhorn JobOrder entries with job title, description, requirements, and status. EPAY applicants become Bullhorn Candidates with application status and submission history. We resolve the EPAY applicant pipeline stages to Bullhorn lead-status values during transformation. This module migration only applies if the customer actively uses EPAY for external hiring rather than purely for internal workforce management.

EPAY onboarding records (new hire tasks, document collection, I-9 verification, onboarding checklist status) map to Bullhorn Candidate tasks and a documented onboarding task list. Bullhorn Onboarding (formerly Able) is a separate product that some customers license independently. We export the onboarding task structure as a written checklist for the customer's HR team to rebuild in Bullhorn, Bullhorn Onboarding, or a third-party onboarding platform. Active document uploads from EPAY onboarding migrate as file attachments to the Candidate record. We do not migrate onboarding automations as code.