Migrate your HROffice data
Dutch recruitment and HRIS platform combining ATS, career site hosting, and temporary staffing management for mid-market organizations.
In its favor
Why people choose HROffice
The signal that keeps HROffice on the shortlist. Sourced from G2, Capterra, and customer scoping calls.
HROffice bundles ATS, career sites, and staffing workflows into one Dutch-market platform, reducing the need to coordinate between separate recruitment and HRIS vendors.
Organizations appreciate the built-in referral recruitment tool and customized career website builder, which allow internal hiring without external job board subscriptions.
The platform supports the full temporary staffing lifecycle—from assignment placement through weekly timecard submission—within a single interface.
Dutch companies value working with a vendor that operates locally in Haarlem and Utrecht, offering Dutch-language support during business hours.
Recruiters can create and publish branded career pages directly from HROffice, eliminating the need to maintain a separate CMS for job postings.
The platform has zero public reviews on major directories like G2 and Capterra, making it difficult for prospective customers to validate quality and support responsiveness before committing.
No public pricing is published—prospects must contact sales for every quote, which creates friction for organizations comparing mid-market HRMS options quickly.
The API is add-on and requires a web developer to implement, making automated data exports or integrations non-trivial for non-technical HR teams.
Reasons to switch
Why people leave HROffice
The recurring reasons buyers give for replacing HROffice. Presented as facts, not knocks.
Platform scorecard
Strengths, weaknesses, and where HROffice 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
HROffice pricing overview
HROffice publishes no public pricing. The Capterra listing shows 'Contact vendor for pricing' and no free trial is available. Prospective customers must engage the sales team directly, typically for annual contracts bundled with the ATS, career site builder, and staffing workflow modules.
Custom (Sales-Led)
Tier 1 of 1
Per-employee or per-user, not publicly published
What's included
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Book a free 30 minute consultationPricing is informational. FlitStack AI does not bill on HROffice's schedule — see our quote-based pricing →
What gets migrated
HROffice object support
Object-by-object support for HROffice migrations. Per-pair details surface during scoping.
Candidates
Fully supportedCandidates are the core applicant records in HROffice's ATS. We export all standard fields including name, contact details, application status, and assignment history. The mapping is straightforward since Candidates align directly with the Employee or Contact object in most destination systems.
Applications
Fully supportedEach Candidate can have one or more Applications tied to open job postings. We preserve the application date, status pipeline, and any notes attached by recruiters. Applications map cleanly to the Application or Job Application object in standard HRMS platforms.
Job Postings
Mapping requiredJob postings are tied to career site pages and may carry employer branding, custom fields, and department or location metadata. We export the posting content and metadata but branded career site formatting does not transfer to a standard HRMS job board structure.
Assignments
Mapping requiredAssignments represent temporary or temp-to-perm placements with start dates, end dates, and assignment type. This is a staffing-agency-specific concept. We export Assignments as supplemental records or custom fields on the candidate, since most standard HRMS platforms do not have a native Assignment object.
Timecards
Mapping requiredHROffice manages weekly timecard submission for temporary workers on assignment. Timecards include hours worked and submission dates. We export timecard history as a separate object or as part of the employee record, depending on what the destination HRMS supports for historical payroll data.
Users
Mapping requiredInternal HROffice users (recruiters, administrators) are separate from the candidates or temporary workers placed through the platform. User records may carry role-based permissions. We export user accounts and role assignments so the destination system can recreate the organizational hierarchy.
Benefits
Mapping requiredHROffice lists benefits management as a feature on its Capterra listing. Benefit enrollment records, plan assignments, and effective dates may exist. We handle these as supplemental employee properties, since benefit data structures vary significantly across HRMS platforms.
Compensation
Mapping requiredHROffice manages compensation data including pay rates for temporary placements. Compensation records include pay type (hourly, salary), rate, and effective dates. We export these as pay-related custom fields on the employee record, mapping pay frequency and amount to the destination system's compensation object.
| Object | Support | Notes |
|---|---|---|
| Candidates | Fully supported | Candidates are the core applicant records in HROffice's ATS. We export all standard fields including name, contact details, application status, and assignment history. The mapping is straightforward since Candidates align directly with the Employee or Contact object in most destination systems. |
| Applications | Fully supported | Each Candidate can have one or more Applications tied to open job postings. We preserve the application date, status pipeline, and any notes attached by recruiters. Applications map cleanly to the Application or Job Application object in standard HRMS platforms. |
| Job Postings | Mapping required | Job postings are tied to career site pages and may carry employer branding, custom fields, and department or location metadata. We export the posting content and metadata but branded career site formatting does not transfer to a standard HRMS job board structure. |
| Assignments | Mapping required | Assignments represent temporary or temp-to-perm placements with start dates, end dates, and assignment type. This is a staffing-agency-specific concept. We export Assignments as supplemental records or custom fields on the candidate, since most standard HRMS platforms do not have a native Assignment object. |
| Timecards | Mapping required | HROffice manages weekly timecard submission for temporary workers on assignment. Timecards include hours worked and submission dates. We export timecard history as a separate object or as part of the employee record, depending on what the destination HRMS supports for historical payroll data. |
| Users | Mapping required | Internal HROffice users (recruiters, administrators) are separate from the candidates or temporary workers placed through the platform. User records may carry role-based permissions. We export user accounts and role assignments so the destination system can recreate the organizational hierarchy. |
| Benefits | Mapping required | HROffice lists benefits management as a feature on its Capterra listing. Benefit enrollment records, plan assignments, and effective dates may exist. We handle these as supplemental employee properties, since benefit data structures vary significantly across HRMS platforms. |
| Compensation | Mapping required | HROffice manages compensation data including pay rates for temporary placements. Compensation records include pay type (hourly, salary), rate, and effective dates. We export these as pay-related custom fields on the employee record, mapping pay frequency and amount to the destination system's compensation object. |
Gotchas
What to watch for in HROffice migrations
Issues we've hit on past HROffice migrations, tagged by severity. FlitStack AI handles every one — surfacing them up front because buyer engineering teams want to know.
Zero public review presence limits due diligence
API is a paid add-on, not self-service
Assignment-based data model does not map directly to standard HRMS
| Severity | Issue |
|---|---|
| High | Zero public review presence limits due diligence |
| High | API is a paid add-on, not self-service |
| Medium | Assignment-based data model does not map directly to standard HRMS |
Leaving HROffice?
Where HROffice customers move next
5 destinations HROffice can migrate to.
How a HROffice migration works
Four steps, HROffice-specific
Connect
Not publicly documented into HROffice. Scopes limited to read-only on the data we move.
Map
We translate HROffice-specific structures (custom fields, objects, value lists) to the destination's model.
Sample
Test with a 50–200 record subset to validate HROffice quirks before production.
Migrate
Full migration with HROffice rate-limit handling. Rollback available throughout.
FAQ
HROffice migration FAQ
Answers to the questions buyers ask most during HROffice migration scoping. Not seeing yours? Book a call.
Can't find your answer?
Walk through your HROffice migration with a real engineer — 30 minutes, free, written quote within 24 hours.
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Ready when you are
Migrate HROffice.
Without the rebuild.
Free scoping call with a migration engineer. Tell us about your HROffice setup and destination — written quote back within a business day.