Migrate from Workday Recruiting to Crelate

Workday's Supervisory Organizations form the org chart backbone and are a prerequisite for every Position and Requisition. Crelate has no equivalent hierarchy — departments exist only as tag or field values on Job Orders, and there is no parent-child supervisory tree. We flatten the Workday Supervisory Organization tree into a flat list of Crelate Department records, preserving the top-level org name and flagging any sub-org assignments as custom tags on the candidate and job records. If your recruiting team relies on the org hierarchy for reporting or approval routing, we document the flattened structure and recommend department tags to replace it.

Workday Positions represent headcount slots linked to Supervisory Organizations, distinct from Requisitions which represent the hiring request. Crelate's Job Order does not model headcount slots separately — one Job Order is one open role. We merge Position-level headcount data (FTE, compensation range, job profile) into the Crelate Job Order as custom fields, and note the original Workday Position ID for audit traceability. Positions without a corresponding active Requisition are flagged for your admin to review before migration.

Job Requisitions map directly to Crelate Job Orders. All standard fields migrate: title, department, location, employment type, description, requirements, salary range, and requisition status. Confidential Requisitions in Workday map to Crelate Job Orders with restricted access flags. Requisition approval history migrates as structured notes on the Job Order since Crelate does not have a native approval chain object.

Workday Candidates are the talent pool entity, separate from Workers. Crelate People records serve the same function and hold all contact information, resume, skills, and application history. We map Workday Candidate fields (name, email, phone, address, sourced-from, tags) to Crelate Person fields. Workday's primary and secondary addresses, education history, and work history migrate as structured sections on the Person record. Multi-application candidates from Workday are supported natively in Crelate's People model without flattening.

Workday Job Applications link a Candidate to a Job Requisition. Scorecards, interview ratings, and evaluation data live on the Application. We map these as Crelate Evaluations attached to the Application, or as structured notes if the evaluation format does not fit Crelate's evaluation schema. Application status transitions (applied, screening, interview, offer, hire, rejected) map to Crelate's pipeline stage values. Source ATS platforms feeding into Workday (Greenhouse, Lever, Bullhorn) that allowed multi-application history are reconstructed here as multiple Application records on the same Person.

Workday Interview Kits define the interview plan, question banks, and structured scorecards. Crelate Evaluations can be configured as structured forms with rating scales matching Workday's kit design. We document every Workday Interview Kit and its constituent questions and rating criteria, then recommend a Crelate Evaluation Form configuration that mirrors it. If the customer's team uses free-form scorecards in Workday, we serialize the content as Crelate notes and flag which Evaluation Forms need to be configured before go-live.

Workday scorecards are tied to Interview Kits and submitted by specific evaluators. We map evaluator name, submission timestamp, overall rating, and individual question responses to a Crelate Evaluation record. Rating values (numeric scales, letter grades, thumbs up/down) are normalized to Crelate's evaluation scale or stored as a custom numeric field for reporting. Scorecard PDFs are attached to the Evaluation or the Application as a file.

Free-form notes attached to a Workday Candidate or Application migrate as native Crelate Notes. We preserve author, creation timestamp, and note body. Notes are linked to the corresponding Person record, and where contextually relevant (application-specific notes), to the Application as well.

Workday does not have a first-class Background Check object by default; checks are managed via third-party integrations (HireRight, Checkr) or stored as attachments to the hire. We migrate background check records as Crelate Documents attached to the Person record, with a type flag set to Background Check and a structured note capturing vendor, status, and completion date. If your organization uses a specific background check integration in Crelate, we flag records for re-initiation post-migration.

Workday generates offer letters via business processes tied to the Requisition. Migrated offers are loaded as Crelate Documents attached to the Application, with the offer status (draft, sent, accepted, declined) captured in a custom Application field. Offer letter PDFs migrate as files; offer terms (salary, start date, equity, benefits) serialize into structured notes or custom fields on the Application record.

Workday Workers are the HCM employee record, distinct from Candidates and only created upon hire via a Revise Hire business process. For organizations that also use Crelate Hire or a separate HRIS, we map Workers to Person records with a Hire Date, Employee ID (custom field), and current Job Order linkage. If Crelate is the ATS only and not the HRIS of record, we flag Worker records for the customer's HR team to manage separately.

Workday Custom Objects extend the delivered business objects (Worker, Position, Candidate, Requisition) to capture company-specific recruiting data. We map these to Crelate custom fields on the equivalent object, or to Crelate Custom Objects if the data structure requires a related record. We pre-create the Crelate schema (custom fields, custom object definition, lookup relationships) before any data import so that the migration load satisfies all foreign key constraints.