Canada
United States
Bahamas
Jamaica
Trinidad & Tobago
Antigua & Barbuda
Barbados
Anguilla
Payroll runs cleanly, and HR is no longer a tedious grind. It simplified how we work, letting us focus more on our people. A real shift for our entire team.
Workzoom Talent Suite
Talent management software for performance, learning, and succession. On one employee record.
Performance, learning, career planning, and succession in one connected loop. From review to raise to paycheque: compensation changes route from the review straight into payroll. Skill gaps drive learning assignments. Readiness ratings drive succession plans. No disconnected tools.
Workzoom talent management brings performance, learning, and succession planning onto one platform. The three connect: compensation requests flow from reviews to payroll, skill gaps drive learning assignments, and readiness ratings drive succession plans. Built for mid-market HR teams running performance reviews, learning programs, and career planning on one employee record, so development happens in the same system as the rest of HR, not in separate tools.
25+
Years in production2
100%
In-house support, never farmed out14
$4
per employee / month / suite3 · CAD in Canada · USD elsewhere
AThe short answer
Workzoom talent management brings performance, learning, and succession planning onto one platform. The three connect: compensation requests flow from reviews to payroll, skill gaps drive learning assignments, and readiness ratings drive succession plans. Built for mid-market HR teams running performance reviews, learning programs, and career planning on one employee record, so development happens in the same system as the rest of HR, not in separate tools.
Live on Workzoom right now. North America and the Caribbean.
02 Modules
Every module, one record
See Talent module by module. Each one reads and writes the same employee record, so a change made in one is true everywhere.
How does talent management software cascade goals and reviews?
Define goals at the top and cascade them to every team and person, so reviews measure what matters. Run 360 reviews, competency frameworks, and 9-Box or 12-Box evaluations. Sharing one record with Learning and Payroll, a review outcome can trigger training or a pay decision without any export.
Explore Performance →
- Goal CascadingCascade goals from the top to every team and person, so reviews measure what matters.
- 360 ReviewsRun 360 reviews and competency frameworks on custom templates.
- 9-Box & 12-BoxEvaluate talent on 9-Box or 12-Box matrices.
- Outcomes Drive PayA review outcome can trigger training or a pay decision with no export.
How does talent management software track learning by role?
Learning lives in the same platform as HR and Performance, so training follows the employee, not a manual process. Build courses in SCORM, Articulate, video, or PDF and auto-assign them when someone changes roles. Certification-expiry alerts trigger re-enrollment before gaps form, and 15 built-in reports track progress.
Explore Learning →
- Any Course FormatBuild courses in SCORM, Articulate Rise, video, or PDF.
- Auto-Assign TrainingAuto-assign training when someone changes roles.
- Certification TrackingTrack certifications and trigger re-enrollment before they expire.
- Learning ReportsReport on progress, enrollment, and readiness out of the box.
How does talent management software show career paths?
Map routes from current roles to target positions with clear milestones, skill requirements, and certification gaps, visible to employees and managers. The 12-Box flags flight risk and high potential. Development plans link to Learning courses and track automatically, and readiness flows into Succession, built on real progress.
Explore Career Planning →
- Career Path DesignMap routes to target roles with clear milestones and requirements.
- 12-Box EvaluationFlag flight risk and high potential on the 12-Box.
- Linked Development PlansDevelopment plans link to Learning courses and track automatically.
- Skill Gap AnalysisAnalyze each person's skill gaps against the target role.
Identify who is ready. Back it up with real performance data.
Ties plans to positions, not people, so when a role opens you already know who is developing toward it. Assign multiple successors with readiness timelines, run the 12-Box against flight risk, and gap-analyze each against the target role. Readiness pulls from live reviews and training, not a spreadsheet.
Explore Succession →
- Position-Based PlansTie succession plans to positions, with readiness timelines per successor.
- 12-Box EvaluationPlot potential against flight risk on the 12-Box.
- Gap AnalysisGap-analyze skills and certifications against the target role.
- Built-In ReportsReport on plans, successors by readiness, and coverage gaps.
03 Architecture
What makes Workzoom Talent different
Every module reads and writes to the same database. No sync jobs, no duplicate records, no data re-entry between systems. See how the platform works .
Performance drives compensation
Managers submit compensation requests directly from the review. The request routes through approval and flows to payroll. No spreadsheet handoff, no re-entry.
Skill gaps feed learning assignments
Gap analysis in Workzoom identifies where employees fall short against role requirements. Development programs and courses are assigned to close the gaps.
Succession reads everything
Readiness assessments pull from performance ratings, learning records, career plans, and disciplinary history. One complete picture for every successor.
Customer stories
Proof, across the career.
Real reviews delivered. Real goals closed. People who grew, stayed. View all case studies
Before Workzoom, we were buried in spreadsheets. Now HR is so much simpler. We spend less time on admin and more time supporting our staff and residents every single day.
What mattered most was choosing a solution built for businesses like ours. Workzoom delivered everything we needed, from payroll to facial recognition clocks, and worked with us every step.
32
case study: hires onboarded in three months, zero paper
We would not be able to hire the way we do with the same resources. It has kept our headcount consistent without growing it, saving us time and money every single cycle.
200+
case study: employees across multiple entities, one record
Workzoom completely transformed our payroll process in just one month. So easy to audit, validate, and make corrections, even at the last minute. The support we received was incredible.
Moving to Workzoom was the right move. It gave our dynamic report and payment structures the flexibility we needed, at the right price.
Switching to Workzoom made managing payroll and timekeeping so much easier. We processed our first payroll faster than we expected and now feel far more confident in everything we do.
One platform
Four suites. One employee record.
HR is the foundation every team starts on: it holds the single employee record. Payroll, Workforce, and Talent plug into that same record and switch on as you need them. Add Talent Suite today, enable the rest later. No migration, no re-entry, because the data is already there.
HR Suite
One trusted source for every employee, so the rest of the platform always reads the right version.
Workforce Suite
Turn hours worked into hours paid, with coverage that holds and exceptions caught before they hit a pay run.
Payroll Suite
Run pay that reconciles itself, with every retro and adjustment dated and auditable to the cycle it changed.
04Pricing
$4 per suite
$16 all four per employee / month
Modules are part of a suite, never priced separately, so the number you see is the number you pay. No setup fees, no surprise invoices at renewal. Annual and non-profit each save 5%.
Live walkthrough
See Workzoom in 30 minutes.
Real product, real questions, no slides. Starts at $4 per employee per month, CAD or USD, with $0 setup fees.
05Common questions
Questions about Talent Suite
What the Talent Suite includes, how it connects to the rest of the platform, and what to expect during setup.
Workzoom connects the review to the raise to the paycheque. Managers submit compensation changes directly from the performance review, seeing the full-year context: objectives, achievements, certifications, absenteeism. The request routes to admin and flows into payroll. No spreadsheet. No re-entry. Performance review outcomes drive merit increases, bonus payouts, and equity grants directly into Payroll. Compensation requests carry effective dates so the next pay run reflects the new rate without manual rekeying.
Yes. Workzoom Talent modules work independently. Start with Performance. Add Learning or Succession when you are ready. The data connections activate the moment you turn on a new module. No migration, no configuration. It is one database. Yes. The Performance module is configurable as a standalone. Most customers turn on Learning, Career, and Succession in sequence so each module builds on data already captured in the platform.
Yes. Workzoom supports uploaded content (videos, PDFs, documents) and imported SCORM and Articulate courseware. Most customers start with their own compliance and onboarding content, then expand to role-specific learning tracks. Yes. The LMS imports SCORM courseware, AICC content, video, PDF, and external SaaS content via xAPI. Course progress, scores, and completions roll up into the employee record alongside internal learning content.
Managers submit compensation change requests directly from the Workzoom performance review. They see the full year: objectives, achievements, certifications, absenteeism, and disciplinary records. The request routes to admin and flows to payroll with no re-entry. Review ratings, ranking, and forced-distribution placements drive compensation planning. Merit matrices and bonus pools calibrate against rating distributions and flow into the Payroll module via Compensation Planning.
With Workzoom, gap analysis compares employee self-ratings to manager ratings side by side. It also compares current competencies against target role requirements for career planning. Gaps are surfaced with recommended development programs. Gap analysis compares an employee’s current skills against the skills required for their role or a target role. The output is a learning plan with assignments, deadlines, and progress tracking against the gap.
Workzoom auto-assigns compliance courses by role, hire date, or worker class. Recurring training reissues automatically after a configurable interval. If an employee fails, the course is reissued. Certification expiry alerts fire before credentials lapse. Compliance training assignments are auto-generated from job profiles and certifications, with deadlines, renewal cycles, and audit trails. Missing or expired certifications block schedule placement automatically in Workforce.
Yes. Workzoom supports uploaded content (videos, PDFs, documents) and imported SCORM and Articulate courseware. Most customers start with compliance and onboarding content, then expand to role-specific learning tracks. Yes. The LMS supports SCORM 1.2 and SCORM 2004 courseware. Content launches in a fullscreen player, scores and completions write back to the employee record, and progress survives session interruptions.
Map critical roles, assign potential successors, and assess each successor's readiness. Workzoom pulls from performance ratings, learning records, and career plans to surface what each successor still needs. Coverage analysis identifies which key roles need attention. Succession plans identify candidates for each critical position with readiness ratings, development gaps, and time-to-readiness estimates. When the position opens, succession data shortlists candidates with one click.