Migrate your isolved data
Consolidated HRMS platform for mid-market employers (50–1,000+ employees) that bundles payroll, HR, benefits administration, and talent acquisition under one vendor.
In its favor
Why people choose isolved
The signal that keeps isolved on the shortlist. Sourced from G2, Capterra, and customer scoping calls.
Mid-market pricing without enterprise sticker shock — PEPM model at $9 entry and $17–$25 typical range works for 50–1,000 employee companies that need a full HCM suite without the overhead of multiple vendors.
Consolidates payroll, HR, benefits administration, and talent acquisition into a single platform, reducing reconciliation work between disconnected systems and giving HR teams one login to manage the full employee lifecycle.
Delivered through a network of regional HRO partners, giving mid-market employers access to localized support and compliance expertise across all 50 states.
Integrated time tracking that auto-syncs to payroll, eliminating manual overtime calculations and reducing payroll processing errors reported by HR administrators.
Strong responsive customer support cited across G2 and Capterra reviews, with dedicated account representatives and monthly check-in calls that help HR teams optimize workflows over time.
Navigation is confusing and not always intuitive — users report difficulty locating specific features, reports, and configuration settings across the platform, slowing daily HR tasks.
Reporting and analytics feel limited compared to enterprise HCM platforms, with reviewers noting shallow custom report builder and absence of side-by-side benefit comparison tools.
Hidden fees and price increases erode perceived value — multiple reviewers cite unexpected billing changes, restrictive multi-year contracts, and migration fees not disclosed upfront.
Partner ecosystem creates inconsistent experience — customers of different PEO or HRO partners report varying levels of service quality and support responsiveness depending on which firm manages their account.
Talent acquisition module (ApplicantPro) feels basic against competitors, with users noting inadequate keyword search, limited analytics, and a bare-bones interface that lacks the sophistication of dedicated ATS platforms.
Reasons to switch
Why people leave isolved
The recurring reasons buyers give for replacing isolved. Presented as facts, not knocks.
Platform scorecard
Strengths, weaknesses, and where isolved 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
isolved pricing overview
isolved uses a PEPM (Per Employee Per Month) model starting at $9 for the Basic tier with entry limited to companies of 50+ employees. Mid-market deployments typically fall in the $17–$25 PEPM range depending on module selection. Implementation fees of 10–25% of annual contract value apply, and multi-year contract commitments are standard.
Basic
Tier 1 of 3
$9/PEPM
What's included
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What gets migrated
isolved object support
Object-by-object support for isolved migrations. Per-pair details surface during scoping.
Employees
Fully supportedCore HR record in isolved People Cloud. Standard fields include SSN, date of birth, hire date, adjusted service date, employment category, marital status, citizenship, and ethnicity. The employee record is the primary source of truth for HR data and migrates 1:1 with field-level mapping to the destination schema.
Payroll History
Mapping requiredHistorical payroll registers including earnings, deductions, taxes, and garnishments. isolved stores pay runs by Pay Group and Pay Frequency. We extract full payroll history as structured line items but must reconcile compensation types and deduction codes between systems due to varying employer-specific Pay Type lists.
Benefit Enrollments
Mapping requiredActive benefit elections linked to Employees, including medical, dental, vision, HSA, FSA, and life insurance. isolved tracks plans and rates through its benefit services module. We map enrolled plans and current coverage tiers but note that plan-rate tables must be re-imported in the destination's format.
Time Off Balances
Mapping requiredAccrued and taken time off by type (PTO, sick, etc.). isolved calculates accruals per Work Location and Pay Group rules. We migrate current balances and carry-forward amounts, but effective-date accrual logic and pending approval requests require manual configuration in the destination system.
Pay Groups
Mapping requiredDefined list controlling pay frequency (weekly, biweekly, semi-monthly, monthly). Mapped via the Pay Frequency field which stores the period count (e.g., 52 for weekly). Pay Groups also drive overtime rules and benefit eligibility, so all associated rules must be documented before migration.
Job Codes
Mapping requiredEmployer-defined job classification codes used throughout isolved for reporting, compensation rules, and compliance tracking. Job Codes are a defined picklist; we export the full code table and map each employee to the corresponding destination job classification.
Work Locations
Mapping requiredGeographic or legal work-site definitions that drive tax withholding, workers comp codes, and benefit eligibility. isolved's Work Location list must be mapped to the destination system's location entity, as naming conventions vary by employer.
Direct Deposit Accounts
Mapping requiredEmployee banking information for payroll disbursement, stored as Direct Deposit transactions eligible for isolved workflows. We extract account details under encryption but note that bank account formats and ACH routing must be validated against the destination's payroll integration.
Workflow Transactions
Mapping requiredPending or in-flight change requests across salary, direct deposit, HSA, name/contact, and other categories. These are stateful records that do not auto-close on import. We migrate pending records as open items that require approver re-assignment or re-submission in the destination workflow engine.
Documents
Mapping requiredElectronically stored employee file attachments (offer letters, performance reviews, I-9s, etc.). Document storage is part of the employee record. We export document blobs with metadata but cannot guarantee that the destination system's document viewer will render isolved's proprietary file formats without re-processing.
| Object | Support | Notes |
|---|---|---|
| Employees | Fully supported | Core HR record in isolved People Cloud. Standard fields include SSN, date of birth, hire date, adjusted service date, employment category, marital status, citizenship, and ethnicity. The employee record is the primary source of truth for HR data and migrates 1:1 with field-level mapping to the destination schema. |
| Payroll History | Mapping required | Historical payroll registers including earnings, deductions, taxes, and garnishments. isolved stores pay runs by Pay Group and Pay Frequency. We extract full payroll history as structured line items but must reconcile compensation types and deduction codes between systems due to varying employer-specific Pay Type lists. |
| Benefit Enrollments | Mapping required | Active benefit elections linked to Employees, including medical, dental, vision, HSA, FSA, and life insurance. isolved tracks plans and rates through its benefit services module. We map enrolled plans and current coverage tiers but note that plan-rate tables must be re-imported in the destination's format. |
| Time Off Balances | Mapping required | Accrued and taken time off by type (PTO, sick, etc.). isolved calculates accruals per Work Location and Pay Group rules. We migrate current balances and carry-forward amounts, but effective-date accrual logic and pending approval requests require manual configuration in the destination system. |
| Pay Groups | Mapping required | Defined list controlling pay frequency (weekly, biweekly, semi-monthly, monthly). Mapped via the Pay Frequency field which stores the period count (e.g., 52 for weekly). Pay Groups also drive overtime rules and benefit eligibility, so all associated rules must be documented before migration. |
| Job Codes | Mapping required | Employer-defined job classification codes used throughout isolved for reporting, compensation rules, and compliance tracking. Job Codes are a defined picklist; we export the full code table and map each employee to the corresponding destination job classification. |
| Work Locations | Mapping required | Geographic or legal work-site definitions that drive tax withholding, workers comp codes, and benefit eligibility. isolved's Work Location list must be mapped to the destination system's location entity, as naming conventions vary by employer. |
| Direct Deposit Accounts | Mapping required | Employee banking information for payroll disbursement, stored as Direct Deposit transactions eligible for isolved workflows. We extract account details under encryption but note that bank account formats and ACH routing must be validated against the destination's payroll integration. |
| Workflow Transactions | Mapping required | Pending or in-flight change requests across salary, direct deposit, HSA, name/contact, and other categories. These are stateful records that do not auto-close on import. We migrate pending records as open items that require approver re-assignment or re-submission in the destination workflow engine. |
| Documents | Mapping required | Electronically stored employee file attachments (offer letters, performance reviews, I-9s, etc.). Document storage is part of the employee record. We export document blobs with metadata but cannot guarantee that the destination system's document viewer will render isolved's proprietary file formats without re-processing. |
Gotchas
What to watch for in isolved migrations
Issues we've hit on past isolved migrations, tagged by severity. FlitStack AI handles every one — surfacing them up front because buyer engineering teams want to know.
PEPM billing model inflates post-migration costs silently
Payroll tax and deduction history requires SSAE-18 audit trail handling
Proprietary API with no publicly documented endpoint reference
Custom defined lists (Job Codes, Work Locations, Pay Types) must be exported and remapped
Implementation fee of 10–25% of annual contract plus contract lock-in
| Severity | Issue |
|---|---|
| High | PEPM billing model inflates post-migration costs silently |
| High | Payroll tax and deduction history requires SSAE-18 audit trail handling |
| High | Proprietary API with no publicly documented endpoint reference |
| High | Custom defined lists (Job Codes, Work Locations, Pay Types) must be exported and remapped |
| Medium | Implementation fee of 10–25% of annual contract plus contract lock-in |
Leaving isolved?
Where isolved customers move next
5 destinations isolved can migrate to.
How a isolved migration works
Four steps, isolved-specific
Connect
Not publicly documented into isolved. Scopes limited to read-only on the data we move.
Map
We translate isolved-specific structures (custom fields, objects, value lists) to the destination's model.
Sample
Test with a 50–200 record subset to validate isolved quirks before production.
Migrate
Full migration with isolved rate-limit handling. Rollback available throughout.
FAQ
isolved migration FAQ
Answers to the questions buyers ask most during isolved migration scoping. Not seeing yours? Book a call.
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Free scoping call with a migration engineer. Tell us about your isolved setup and destination — written quote back within a business day.