Migrate from Workday HCM to Recruit CRM & ATS

Workday Workers (employees, contractors, contingent workers) map to Recruit CRM Candidates. We extract the Worker profile including name, contact information, location, and employment type, then map to the Candidate record in Recruit CRM. Worker's current job title and supervisory org map to the Candidate's current_title and hiring_manager fields. We do not map compensation, benefits, or payroll data to Candidate records because Recruit CRM has no compensation fields and compensation data raises data-privacy considerations for agency users. Historical job changes are not carried forward as separate records in Recruit CRM's timeline.

If the customer licenses Workday Recruiting, candidate pool entries map directly to Recruit CRM Candidates with candidate source, status, and talent pool tags preserved. Workday's candidate rating and五星评分 map to Recruit CRM's candidate rating. Any talent community or passive candidate records in Workday Recruiting migrate as Candidate records with status = Passive/Sourced.

Workday Recruiting job requisitions map to Recruit CRM Job Orders. The requisition title, job description, requirements, and hiring manager assignment migrate to Recruit CRM's job title, description, requirements, and assigned_recruiter fields. Workday job req status (draft, open, on hold, filled, cancelled) maps to Recruit CRM job status with a custom status mapping document provided during scoping. Job reqs tied to a Supervisory Organization map to the Recruit CRM organizational unit.

Workday Job Profiles define qualifications, skills, competencies, and education requirements tied to a Position. We extract profile attributes and map them to Recruit CRM's requirements fields on the Job Order. Skills and competencies that Recruit CRM does not natively support become custom fields on the Job Order or Candidate record. The profile classification (exempt/non-exempt, job level, FLSA status) is preserved in custom fields.

Workday Positions (the organizational 'boxes' independent of who holds them) map to Recruit CRM positions within a Job Order. A Position with headcount of 1 maps to a single Job Order; positions with headcount greater than 1 map to Job Order with quantity = headcount. Inactive or frozen positions are not migrated unless the customer explicitly requests historical requisition records.

Workday Supervisory Organizations define the reporting hierarchy (manager-to-worker chain). We extract the org hierarchy tree and map it to Recruit CRM's organizational units. The top-level supervisory org maps to a top-level organization; child orgs map to child organizational units. We resolve each Worker-to-supervisor relationship to a hiring_manager link on the Candidate and Job Order. This is a lookup resolution step: we match the supervisor Worker ID to the migrated Candidate record to populate the hiring_manager reference.

Worker documents (resumes, offer letters, contracts, background check reports, performance reviews) stored as attachments in Workday migrate to Recruit CRM Candidate attachments. We export the binary blob, document category, and effective date, then attach the document to the corresponding Candidate record in Recruit CRM. Document category mapping: resume/CV → Resume, offer letter → Offer Letter, background check → Compliance Document. Large document sets require batch processing to avoid timeout; we chunk by 500 documents per batch.

Workday Custom Objects tied to Worker are user-defined tenant extensions not visible in standard API documentation. We discover the full custom object graph via Workday WQL before migration. Each custom object field is individually mapped to a Recruit CRM custom field on the Candidate record. The Recruit CRM field type is inferred from the Workday field type (text, number, date, picklist). Custom Objects with lookup dependencies to other Workday objects require additional resolution: we flatten the lookup into a text reference ID.

Custom Objects tied to Position (such as job-specific compliance requirements, union classification, or cost-center flags) map to Recruit CRM custom fields on the Job Order. We apply the same WQL discovery and field-level mapping process used for Worker Custom Objects. Position-specific regulatory or compliance flags that Recruit CRM does not natively support become custom fields with the original Workday field label preserved in field-level documentation for the customer admin.

Workday Benefits Enrollment records (plan elections, coverage tiers, dependents, beneficiary assignments) have no equivalent in Recruit CRM. Recruit CRM is a recruiting platform; benefits administration is out of scope. We do not migrate this data. We document the existence of benefits enrollment records in the migration scope letter so the customer's HR and IT teams are aware of what is excluded. If the customer needs benefits data preserved, we recommend a separate HRIS-to-HRMS migration or exporting benefits records to a document archive.

Effective-dated compensation records (pay changes, bonuses, stock grants, salary bands) are excluded from Recruit CRM migration. Recruit CRM has no compensation fields and exposing salary history in a recruiting CRM raises data-privacy and compliance concerns, particularly for agency recruiters who should not have visibility into client salary bands. We flag compensation history as out of scope in the initial scope letter. Historical pay ranges may be preserved as a separate encrypted export if the customer requires it for HR audit purposes, as a separate workstream.