Comprehensive integrates with leading HRIS, performance, equity, and benchmarking platforms. Current integrations include:
Comprehensive's integration library continues to grow. If you don't see your HRIS or tool listed, contact us to discuss your setup—many customers are up and running with SFTP file feed or other custom integrations.
Comprehensive integrates with leading HRIS platforms, using them as the system of record for employee demographics, compensation data, and organizational structure. Integration is authenticated directly through the Comprehensive platform, and initial data syncs generally complete within minutes. In most cases, no spreadsheets or manual imports are needed—employee data flows directly from the HRIS. Manual uploads are typically only required for data not stored in the HRIS.
Integrations typically sync on a daily cadence, but can be paused or synced on-demand. Synced data commonly includes employee profiles, compensation fields (including hourly rates and salary), job information, and organizational hierarchy. Budgeting and increase calculations work flexibly across both hourly and salaried employees. If certain fields don't sync reliably from the HRIS, they can be uploaded once and maintained manually. The specific fields available depend on the HRIS.
Comprehensive syncs performance ratings and review data from tools like 15Five and Culture Amp directly into compensation review cycles. Ratings can be used as inputs to formulas that drive suggested increases or eligibility, and selected performance fields or review questions can be displayed alongside compensation actions for calibration. Numeric ratings aren't required—any structured input, such as categorical ratings or manager responses, can be used to inform compensation logic. This lets managers and HR teams see performance context alongside pay data when making compensation decisions—without toggling between systems.
Comprehensive integrates with equity management platforms like Carta and Shareworks to display equity data within Total Rewards dashboards and reporting. Equity grants can also be included in compensation cycles. Visibility is fully permissioned—equity data can be restricted to specific roles such as HR, Finance, or executive leadership based on confidentiality needs. Equity integrations can be enabled at any point; some companies choose to add equity data later as they roll out the platform.
When an employee is marked as terminated in the HRIS, Comprehensive updates their status accordingly and can automatically exclude them from active compensation cycles. Employees on leave can remain included in cycles while eligibility rules determine whether they receive compensation changes—companies can exclude or flag these employees based on their own policies.
