Choosing HR software means checking how it fits the way your company works. Factorial lists tools for leave, time tracking, documents, an employee portal and performance reviews. A feature appearing in a catalogue does not establish which subscription includes it or how it will be configured for your organisation.
Editorial note: we have withdrawn the earlier Spanish first-person implementation story. We cannot substantiate that experience or its claimed time savings. This is an evaluation guide, not a hands-on product review.
Context photograph of a shared workspace; it is not a Factorial interface screenshot.
Start with three actual workflows
Before arranging a demonstration, describe three everyday situations: a leave request requiring approval, a new starter with outstanding documents and a payroll change that must reach your adviser. Record who is involved, what information they need and how mistakes are corrected.
Ask the demonstrator to follow those cases using fictional data. You can then assess the steps and responsibilities without uploading employees’ personal information simply to explore the product.
Understand payroll preparation
The official payroll-change page describes coordinating variables and documents with an adviser, including receiving payslips. This is not a guarantee that every salary or tax calculation is completed automatically and correctly for every company.
Clarify who calculates, reviews and authorises each submission. Check how a variable is corrected after a period closes and what history remains available.
Questions worth testing in the demo
- Permissions: what can each user role view and change?
- Leave: can your approval routes and calendars be reproduced?
- Integrations: which specific connection works with your tools, and what manual work remains?
- Data: what can you export, in which formats and with which limits?
- Implementation: who configures the system, and what training and support are included?
- Cost: how do modules, users, initial services and renewal terms affect the total?
Keep judgement in performance reviews
To assess the performance module, try a simple cycle with understandable objectives, comments and review by the responsible manager. Software helps organise information; useful evaluation also depends on the criteria and conversations established by the company.
Make the decision traceable
Summarise the trial in four columns: workflow, requirement, observed result and unresolved question. Ask for necessary features and commercial conditions to appear in the proposal. Treat a critical capability mentioned only verbally as unresolved until it is confirmed. This produces a more useful comparison than assuming every advertised feature will save the same amount of time for every team.
Sources and review
Reviewed on 23 September 2026.
