Hailey HR connector

Use your Hailey HR data for reporting, automation and AI.

Data Panda pulls your Hailey people register, employments, time off, onboarding workflows, documents and Nordic payroll exports into the same warehouse as your finance, sales and operations data. From one place we turn it into dashboards, automations, AI workflows and lightweight apps that HR, finance and team leads use during the month, not only the morning of a Nordic group meeting.

About Hailey HR

The Stockholm HRIS built for SMBs across Sweden and the Nordics, with native payroll-partner reach.

Hailey HR was founded in 2020 in Stockholm by Henrik Jakobson, Peter Weibull and Kristofer Ericson, and shipped the first version of its product in 2021. The platform is in use at more than 1,000 companies across Europe today, with a customer base that leans into Sweden and the Nordics: Fortnox, Codemill, Hedvig and BookBeat sit among the named logos. Hailey was ranked among Sweden's best workplaces by Great Place to Work in 2025.

The product covers the full HRIS scope an SMB or mid-market company expects from a single tool: employee data and contracts, employments, time off and holiday planning, preboarding and onboarding, performance one-to-ones and 360 reviews, goals, competences, certifications, educations, salary review, payroll exports, incidents, surveys and eNPS. Hailey is GDPR-aligned and stores data inside Europe. Where most Nordic SMBs care most: the platform plugs into the local payroll layer the rest of the global HRIS market does not touch, with native connectors for Crona Lön, Fortnox, HogiaLön Plus, Kontek Lön, Visma Agda PS, Visma Lön 600 and the Visma.net NO payroll, on top of identity (Microsoft Entra ID, Okta, Google Workspace), recruiting (Teamtailor) and collaboration (Slack, Microsoft Teams). A REST API and webhooks expose the same data for the use cases the prebuilt connectors do not cover. In a warehouse next to your ERP, CRM and ticketing data, the Hailey record finally answers the questions a Hailey view alone does not: time-to-fully-onboarded per office, time-off concentration against delivery capacity, or whether headcount on the approved plan is keeping pace with the revenue the sales team is forecasting.

What your Hailey HR data is for

What you get once Hailey HR is connected.

HR and workforce reporting

Headcount, hiring, time off, onboarding state and engagement on one page across every office and country.

Headcount and FTE per office, department and country, against the approved plan
Time-to-fully-onboarded per role family, office and onboarding cohort
Time-off concentration per delivery team, week-by-week, against capacity

Process automation

Turn Hailey joiner, mover and leaver events into the downstream work the rest of the stack expects, without a per-tool handoff.

Provision identity and SaaS access the day a joiner record posts in Hailey
Push Nordic payroll exports (Visma, Fortnox, Hogia, Kontek) into the GL per legal entity
Free SaaS seats and revoke access the moment a leaver record posts

AI workflows

Put the people record, engagement signals and onboarding history behind AI that reads the full workforce picture.

Attrition-risk scoring on eNPS, pulse, tenure and onboarding-completion signals together
Time-to-fully-onboarded forecasting per office and role family
Natural-language Q and A across the people register, contracts and policy library

Custom apps on your data

Lightweight tools on Hailey data for managers and team leads who should not need a Hailey seat to read their own team.

Manager workbench with team headcount, open roles, time-off and onboarding state
Group finance cockpit with payroll cost per legal entity and per cost centre
Onboarding tracker with the steps that consistently slip in each Nordic office

Use cases

Use cases we deliver with Hailey HR data.

A list of concrete reports, automations and AI features we have built on Hailey HR data. Pick the one that matches your situation.

Time-to-fully-onboardedDays from joiner start to onboarding workflow complete, per role, office and cohort.

Headcount-versus-planActive and pending hires against the approved plan per office, BU and country.

Time-off concentrationApproved Hailey time-off across teams and offices, mapped onto delivery capacity.

Engagement-versus-attritioneNPS and pulse trend per team plotted against actual leaver patterns over the next quarters.

Hiring lead timeDays from req opened to offer accepted, per role family, office and recruiter.

First-year attrition by officeVoluntary leavers within twelve months of hire, per office, manager and cohort.

Nordic payroll reconciliationVisma, Fortnox, Hogia and Kontek payroll exports tied back to the GL per entity and cost centre.

Open-role agingReqs open past their target start date, per hiring manager, office and BU.

Span of control per officeDirect reports and layers per leader across every office in the group.

Document and contract coverageRequired Hailey documents and signed contracts in place per worker and country.

Performance review throughputReview cycle progress against plan, per manager, BU and country.

Certification expiry watchHailey certification records past or near expiry, per worker, office and role.

Real business questions

Answers you will finally get.

How long does it really take to get a Nordic joiner from start date to fully onboarded?

Days between the start date in Hailey and the moment every onboarding workflow, document and access step has closed, per office, role and cohort. People ops sees the office where the median onboarding runs nine days longer than Stockholm does, and the workflow step that consistently holds the cycle, instead of trusting that the onboarding board cleared on time.

Where is time-off concentration about to push delivery past capacity?

Approved time-off in Hailey aggregated per delivery team and week, plotted against the team's committed delivery capacity. Operations sees the week where two senior backend developers and a tech lead are all out at the same time on the same project, before the project lead notices the standup is half-empty.

Are the Nordic payroll exports tying back to the general ledger per entity?

Hailey's payroll-export output (Visma, Fortnox, Hogia, Kontek and the rest) reconciled with the GL postings per legal entity and cost centre. Group finance sees the entities where the personnel-cost line on the management report ties back cleanly, and the ones where a manual journal still papers over a Hailey-to-GL gap, before the next group close opens that gap again.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

Hailey payroll-export output per legal entity and country lined up with the GL and the headcount plan. Group close stops waiting on a Visma or Fortnox payroll export per country, and the personnel-cost line on the management report ties back to the Hailey record it came from.

For sales leaders

Quota coverage against the staffed seller roster from Hailey, with start dates and onboarding state. Sales leadership sees when DACH or Nordic mid-market falls below coverage because two AE roles slipped past their target start, before the forecast call surfaces it.

For operations

Joiner onboarding state, time-off concentration and headcount across offices in one capacity picture. The COO sees which office is letting joiners drift past day thirty without finishing onboarding and which delivery teams carry the absence concentration this quarter.

Ideas

What you can automate with Hailey HR.

Pair with Slack

Drive joiner and leaver Slack moments from the Hailey timeline

Joiner records in Hailey post a welcome message on day one in the team channel and ping the manager when an onboarding step has been waiting longer than the agreed window, per office. Leaver records do the reverse: a manager ping when access revoke has not closed within the policy window, and an HR-channel summary of the cases that drifted past policy. People ops stops running a weekly handoff queue across HR and IT by hand.

Pair with HubSpot

Match HubSpot pipeline coverage to the Hailey-staffed sales team

Active sellers, ramp dates and territory assignments in Hailey keep the HubSpot pipeline-coverage view in sync with the staffed sales team per region. Revenue leaders see when Nordic mid-market drops below coverage because two AE roles slipped past their target start in Hailey, weeks before the forecast call catches it. Joined to closed-won ARR per HubSpot owner, the seat cost stops being a flat licence line and becomes a number per rep that carries against the revenue they closed.

Pair with monday.com

Cross Hailey time-off with monday.com delivery boards

Approved time-off in Hailey lands next to the assignee, sprint and due date of every monday.com item in the warehouse. Delivery leads see the week where two assignees on the critical path are both out, the sprint that lost half its committed capacity to a planned absence, and the boards where time-off concentration explains a slipped milestone better than any retrospective ever will. The planning conversation moves up two weeks.

Pair with Exact Online

Reconcile Hailey payroll exports with Exact Online postings per entity

Hailey's payroll-export output (Visma, Fortnox, Hogia, Kontek and the rest) lands next to the Exact Online journal postings per legal entity and cost centre in the warehouse. Group finance sees the entities where the personnel-cost line on the management report ties back to the Hailey export it came from, and the ones where a manual journal still patches a Hailey-to-Exact gap. Group close stops waiting on a payroll-to-GL reconciliation file per country.

Pair with Calendly

Cross Hailey hiring records with Calendly interview load

Open requisitions and hiring stages in Hailey land next to scheduled and completed Calendly interviews per interviewer in the warehouse. Talent leads see which interviewers are carrying twice the load of the rest of the panel, which roles have stalled because no slots got booked in two weeks, and the hiring stage where calendar friction is consistently adding days to the lead time. Scheduling stops being a separate spreadsheet next to the ATS.

Pair with HiBob

Read Hailey and HiBob people records side by side at group level

A group with Hailey running the Nordic entities and HiBob running the UK or DACH entities ends up with two people records that hold half of the picture each. The warehouse holds both on a common employee key, so group HR finally sees one headcount-versus-plan, one time-to-fully-onboarded across regions, one comp-band view across both systems and one engagement-versus-attrition signal across the entire group. The board pack stops being a copy-paste exercise across two HRIS exports.

Your existing tools

Your data lands in a warehouse. Your BI tools read from it.

You keep the reporting tool you already have. We connect it to the warehouse where your Hailey HR data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From Hailey HR to answers in three steps.

Connect securely

OAuth authentication. Read-only by default. We sign a DPA and your admin keeps the keys.

Land in your warehouse

Data flows into your warehouse on your schedule. Near real time or nightly, your call. You own the data.

Reporting, automation, AI

We build the first dashboard, workflow or AI feature with you, then hand over the keys. Or we stay on for ongoing delivery.

Two ways to work with us

Pick the track that fits how you work.

Track 01

Self-serve

We set up the foundation. Your team builds on top.

Hailey HR connector configured and running
Warehouse set up in your cloud account
Clean access for your Power BI, Fabric or Tableau team
Documentation on what's in the data model
Sync monitoring so you're warned before reports break

Best fit Teams that already have a BI analyst or data engineer and want to own the build.

Track 02

Done for you

We build the whole thing, end to end.

Everything in Self-serve
Dashboards built to the questions your team actually asks
Automations between your systems
AI workflows scoped to real tasks your team runs
Custom apps where a dashboard does not cut it
Ongoing delivery at a pace that fits your team

Best fit Teams without in-house BI or dev capacity. You tell us what you need and we deliver it.

Before you book

Frequently asked questions.

Who owns the data?

You do. It lands in your warehouse, on your cloud account. We don't resell or aggregate it. If you stop working with us, the warehouse stays yours and keeps running.

How fresh is the data?

Near real time for most operational systems. For heavier sources we schedule hourly or nightly. You pick based on what the reports need.

Do I need a warehouse already?

No. If you don't have one, we help you pick one and set it up as part of the first delivery. Common starting points are Snowflake, Microsoft Fabric, or a small Postgres start.

Which Hailey HR tables land in the warehouse?

The connector pulls the People register with custom fields, Employments and contracts, Time Off requests, types and policies, Documents metadata, Onboarding and Preboarding workflow state, Tasks, Departments and Offices. Performance, Goals, Surveys, Pulse and eNPS data can be added where your tenant has those modules licensed, and Nordic payroll-export records land where the customer has the corresponding payroll partner connected. Authentication runs through a Hailey REST API token scoped to your tenant, with webhooks for joiner, mover and leaver events.

How does it work with the Nordic payroll partners?

Hailey itself plugs into Crona Lön, Fortnox, HogiaLön Plus, Kontek Lön, Visma Agda PS, Visma Lön 600 and Visma.net NO, among others. We pull the payroll-export records that Hailey produces for those partners into the warehouse next to the GL, so the personnel-cost line on the management report ties back to the Hailey export it came from, per legal entity and cost centre. Where you also want the partner-side run records, we add the partner system as a separate connector and join on entity and pay period.

How are compensation and other sensitive Hailey fields handled?

Salary, social-security equivalents and review-content fields can be kept in restricted schemas that only HR, finance and reward roles reach, while the directory, headcount, time-off and onboarding data powers the dashboards the rest of the business uses. Access is enforced in the warehouse, not in each dashboard, so a new operations report cannot accidentally surface a salary band it should not see.

GDPR-compliant

Data stays in the EU

You own the warehouse

A first deliverable live in four to six weeks.

We review your Hailey HR setup and the systems around it. Together we pick the first thing worth building.

Book a call See our other connectors