Migrate your Factorial data
All-in-one HRMS for small and mid-sized businesses in Europe and Latin America. Modules cover the full employee lifecycle from hiring through payroll, with an opinionated opinionated modular structure that scales as teams grow.
In its favor
Why people choose Factorial
The signal that keeps Factorial on the shortlist. Sourced from G2, Capterra, and customer scoping calls.
Centralizes hiring, time tracking, absences, and payroll in one subscription, eliminating the need to juggle separate tools for each HR workflow.
Intuitive interface makes the platform accessible to non-technical employees and administrators without extensive training overhead.
Time-tracking and time-off modules are consistently praised for clarity, flexibility, and ease of configuration by both managers and staff.
Module-based pricing means teams can start with core HR functions and add payroll, IT inventory, or training incrementally without platform switching costs.
Built-in compliance features for Spanish and Latin American labor law reduce the overhead of country-specific HR administration.
Payroll module is widely reported as the weakest part of the platform, with limited advanced payroll features and recurring issues that force customers to rely on external payroll tools.
Limited customization options for reporting, workflows, and advanced HR processes leave larger or more complex organizations with unmet needs.
Aggressive pricing increases and deprecation of previously core modules have frustrated long-term customers, creating a sense of vendor lock-in.
Advanced features available only on higher tiers push customers toward competitors when their organization outgrows the entry-level functionality.
Reasons to switch
Why people leave Factorial
The recurring reasons buyers give for replacing Factorial. Presented as facts, not knocks.
Platform scorecard
Strengths, weaknesses, and where Factorial 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
Pricing tiers
Factorial pricing overview
Factorial prices on a per-employee-seat basis at $4.50–$8 per user per month, with pricing varying by geographic region and billing cycle. Annual commitments unlock lower rates. Modules such as IT inventory, training, and advanced payroll are gated behind higher tiers.
Core
Tier 1 of 3
$4.50–$6 per user/month
What's included
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What gets migrated
Factorial object support
Object-by-object support for Factorial migrations. Per-pair details surface during scoping.
Employees
Fully supportedCore employee record in Factorial contains name, contact, role, department, start date, and employment status. We migrate all standard fields 1:1 and separately handle custom employee properties via field mapping.
Documents
Mapping requiredDocuments are stored as linked files attached to employee records, contracts, or policies. Factorial imposes a per-file size limit and does not expose a bulk document export endpoint, so we paginate the document list and download each file individually before re-uploading to the destination.
Absence Records
Fully supportedAbsence types, balances, and accrual rules are tracked per employee. We preserve accrual balances at migration time and map absence types to their equivalents in the target system, flagging any custom absence types that require manual setup.
Time Entries
Fully supportedClock-in/out records and timesheets are stored with timestamps, employee reference, and project or cost-center tags. We migrate historical time entries in chronological order and preserve the original timestamps and approval status.
Custom Fields (Employees)
Mapping requiredFactorial allows arbitrary custom fields on employee profiles, contracts, and documents. We discover all active custom fields via the API during scoping, map them to destination fields, and flag any with choice-list values that do not have a direct match.
Payroll Runs
Mapping requiredPayroll data is tied to the country legal entity configuration and includes salary, deductions, supplements, and overtime. We migrate gross compensation amounts and deduction codes, but gross-up calculations and tax withholding rules are destination-system-dependent and require manual review.
Compensation History
Mapping requiredHistorical salary changes, bonuses, and equity grants are stored as effective-dated compensation records on each employee. We migrate the full compensation timeline and map salary bands to the destination system's compensation structure.
Departments and Cost Centers
Fully supportedOrganizational hierarchy, departments, and cost centers are exported as flat or nested structures. We preserve the parent-child relationships and validate that no orphaned departments exist after import.
Contracts
Mapping requiredEmployment contracts include contract type, working hours, probation period, and legal entity reference. Contract templates vary by country and include legally required fields that may not map directly to non-Spanish HR systems.
Workflows and Approvals
Not in this platformWorkflow rules defining approval chains for time-off, expenses, and documents are stored as platform-specific automation objects. These are not portable across HRMS platforms due to differences in permission models and approval routing logic.
| Object | Support | Notes |
|---|---|---|
| Employees | Fully supported | Core employee record in Factorial contains name, contact, role, department, start date, and employment status. We migrate all standard fields 1:1 and separately handle custom employee properties via field mapping. |
| Documents | Mapping required | Documents are stored as linked files attached to employee records, contracts, or policies. Factorial imposes a per-file size limit and does not expose a bulk document export endpoint, so we paginate the document list and download each file individually before re-uploading to the destination. |
| Absence Records | Fully supported | Absence types, balances, and accrual rules are tracked per employee. We preserve accrual balances at migration time and map absence types to their equivalents in the target system, flagging any custom absence types that require manual setup. |
| Time Entries | Fully supported | Clock-in/out records and timesheets are stored with timestamps, employee reference, and project or cost-center tags. We migrate historical time entries in chronological order and preserve the original timestamps and approval status. |
| Custom Fields (Employees) | Mapping required | Factorial allows arbitrary custom fields on employee profiles, contracts, and documents. We discover all active custom fields via the API during scoping, map them to destination fields, and flag any with choice-list values that do not have a direct match. |
| Payroll Runs | Mapping required | Payroll data is tied to the country legal entity configuration and includes salary, deductions, supplements, and overtime. We migrate gross compensation amounts and deduction codes, but gross-up calculations and tax withholding rules are destination-system-dependent and require manual review. |
| Compensation History | Mapping required | Historical salary changes, bonuses, and equity grants are stored as effective-dated compensation records on each employee. We migrate the full compensation timeline and map salary bands to the destination system's compensation structure. |
| Departments and Cost Centers | Fully supported | Organizational hierarchy, departments, and cost centers are exported as flat or nested structures. We preserve the parent-child relationships and validate that no orphaned departments exist after import. |
| Contracts | Mapping required | Employment contracts include contract type, working hours, probation period, and legal entity reference. Contract templates vary by country and include legally required fields that may not map directly to non-Spanish HR systems. |
| Workflows and Approvals | Not in this platform | Workflow rules defining approval chains for time-off, expenses, and documents are stored as platform-specific automation objects. These are not portable across HRMS platforms due to differences in permission models and approval routing logic. |
Gotchas
What to watch for in Factorial migrations
Issues we've hit on past Factorial migrations, tagged by severity. FlitStack AI handles every one — surfacing them up front because buyer engineering teams want to know.
No public bulk export API for documents
Custom fields are not discoverable via a schema endpoint
Payroll data is country-locked to the legal entity
Workflow automation does not export
| Severity | Issue |
|---|---|
| High | No public bulk export API for documents |
| Medium | Custom fields are not discoverable via a schema endpoint |
| Medium | Payroll data is country-locked to the legal entity |
| Low | Workflow automation does not export |
Leaving Factorial?
Where Factorial customers move next
5 destinations Factorial can migrate to.
How a Factorial migration works
Four steps, Factorial-specific
Connect
Public REST API documented at apidoc.factorialhr.com. Two authentication schemes: API Keys (x-api-key header — Factorial flagged this as deprecated for marketplace integrations at the end of 2024) and OAuth 2.0 (required for marketplace integrations). OAuth user tokens expire after 1 hour; company tokens do not expire. into Factorial. Scopes limited to read-only on the data we move.
Map
We translate Factorial-specific structures (custom fields, objects, value lists) to the destination's model.
Sample
Test with a 50–200 record subset to validate Factorial quirks before production.
Migrate
Full migration with Factorial rate-limit handling. Rollback available throughout.
FAQ
Factorial migration FAQ
Answers to the questions buyers ask most during Factorial migration scoping. Not seeing yours? Book a call.
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Free scoping call with a migration engineer. Tell us about your Factorial setup and destination — written quote back within a business day.