When setting up an integration, it’s common to default to whatever system is easiest or already connected to other tools. While that approach may speed things up initially, it can create data limitations later — especially as your use of the platform grows.
Before choosing an integration, it’s worth stepping back and asking a few key questions.
Why does the data source matter?
The system you integrate with becomes the foundation of your employee data. If that source contains incomplete, inconsistent, or manually maintained information, those gaps will carry over into the platform.
Common challenges when integrating with a secondary or directory system include:
Free-text fields that lead to inconsistent data
Missing segmentation fields needed for reporting or content targeting
Limited or manually maintained department hierarchies
Ongoing manual adjustments to compensate for missing data
These challenges may not be obvious at launch — but they often surface as platform usage expands.
What are the benefits of integrating with the master HR system?
In most organizations, the HR system is the primary source of truth for employee data. Integrating directly with that system typically provides:
Cleaner, more structured, and standardized data
Reliable department hierarchies
Access to critical segmentation fields
A more scalable, future-proof setup
Fewer manual workarounds over time
In many cases, this results in a “set it up once” approach rather than continuous data corrections.
Key questions to ask before deciding
What system is the true source of employee master data?
Does that system contain additional fields you may need in the future?
Will your reporting, segmentation, or targeting needs grow over time?
Can authentication be handled separately from your employee data integration?
Rule of thumb
Don’t automatically choose the easiest existing integration. Choose the one that supports clean data, scalability, and long-term value.