Your HR tools don't
talk to each other.
Yet.
Before you sign another annual contract, let's map exactly which HRIS, ATS, and payroll stack fits where you're going — not where you are.
Describe your current stack — or just click below
Ready to see your clean version?
Takes 3 minutes. No email required to start.
One wrong tool choice.
Three growth stages of pain.
The spreadsheet that works at fifteen breaks at twenty. The ATS that works at twenty breaks at fifty. The payroll system that works at fifty breaks at a hundred.
The Spreadsheet Ceiling
"A hiring manager has 14 browser tabs open. Résumés in Gmail. Feedback in Slack. Decisions in a shared doc that nobody updates. Every offer letter takes two hours."
A single ATS that owns the funnel — Ashby or Lever, depending on your hiring velocity and whether you need pipeline analytics or simplicity.
The Integration Tax
"A new employee starts Monday. They need logins for Slack, GSuite, GitHub, Rippling, and the ATS they'll never use again. By Thursday, IT has sent 7 reset emails. Nobody finished onboarding."
An HRIS with native provisioning — Rippling or Deel — that triggers a single workflow the moment an offer is signed.
The Reconciliation Loop
"Every other Friday, your payroll admin exports from Rippling, cross-references against Gusto, manually fixes the delta for anyone who changed roles or hours, and prays nothing breaks. It always breaks."
A unified payroll + HRIS layer — Rippling, Paylocity, or Workday depending on your compliance footprint — that eliminates the export-import loop entirely.
Three phases.
One defensible answer.
Most advisory processes are discovery theater — lots of questions, a generic framework, a deck with logos. This one ends with a document your board can hold you accountable to.
$ total engagement time: ~3.5 hrs
$ deliverable: board-ready PDF
$ vendor kickbacks: 0x
→ typical savings: 2 quarters of rework
Stack Audit
You fill out a structured assessment — current tools, team size, hiring velocity, budget comfort. I review it before we talk, so we never waste time on basics.
Fit Mapping
We walk through your actual workflows — not theoretical ones. I ask the questions that vendor sales reps won't: what breaks at 50 employees, what vendor support looks like after year one.
Recommendation Report
A written document your board can read. Ranked recommendations with rationale, integration architecture, migration risk, and a 12-month cost model. No vendor kickbacks, ever.
What founders say
after the audit.
"I had three vendors in my pipeline, all promising they'd 'integrate with everything.' Catalyst's audit told me two of them had documented data-export issues at our headcount. We would have found out the hard way."
Priya Mehta
VP of People · Series A, 34 employees
"We were about to sign Workday. I'm a first-time CTO — it felt safe because it's a big name. The report showed we'd need a full-time admin just to run it at our stage. We went with Rippling instead."
Jordan Osei
CTO · Series A, 22 employees
"The quiz alone was worth it. By question three I realized I couldn't answer basic questions about my own stack. That's when I knew I needed this before the next sprint planning."
Camille Tran
Ops Lead · Seed+, 18 employees
47
Stack audits completed
100%
Independent — no vendor deals
2.3×
Average efficiency gain
< 48h
Report turnaround
Know your stack score
before your next sprint.
Five questions. Three minutes. A personalized fit score across HRIS, ATS, and payroll — with a preview of your recommendation before we ask for anything.
No email required until you see your score preview.
What's your biggest daily frustration?
Your stack score preview
Complete quiz to unlock →