HiBob connector

Use your HiBob data for reporting, automation and AI.

Data Panda pulls your Bob employee records, sites, time-off, documents and payroll runs into the same warehouse as your finance, sales and operations data. From one place we turn it into dashboards, automations, AI workflows and custom apps that HR, finance and team leads use during the month, not only on the morning of a board meeting.

About HiBob

The HRIS that sits between BambooHR and Workday, with a strong UK and EU footprint.

HiBob was founded in 2015 in Tel Aviv by Ronni Zehavi, Israel David, Amit Knaani and Andy Bellass, and runs today out of London. The company name is HiBob, the product is Bob. Public reporting puts the install base above 5,000 companies and the active-user count above 1.2 million people, with valuations climbing through the Series rounds to around 2.7 billion dollars by late 2023. Customer logos lean into the scale-up and mid-market sweet spot the platform was built for: Fiverr, Fred Perry, ElevenLabs, Fulham FC, Tomorrowland, Acne Studios.

Bob covers the full HRIS scope a 200-to-3,000-employee company expects from one tool: the people record, org chart and sites, onboarding, time-off, documents, performance, compensation, workforce planning and, since the Pento acquisition in 2024, native UK payroll. Engagement sits in the same record through the Your Voice anonymous reporting tool that came in with the Cassiopeia acquisition in 2021, so survey signals live next to the directory rather than in a separate platform. The competitive frame is BambooHR on the SMB side and Workday on the enterprise side: companies pick Bob when 200 employees in three countries make BambooHR's reporting feel thin, and the cost and rollout of Workday feels disproportionate to the headcount it would manage. Pulled into a warehouse next to Salesforce, NetSuite and Jira, the Bob record finally answers the questions a Bob view alone does not: time-to-fully-onboarded per country, comp-band drift between London and Berlin offices, or whether engagement scores in a specific business unit are predicting the leavers showing up in the next quarter's headcount.

What your HiBob data is for

What you get once HiBob is connected.

HR and workforce reporting

Headcount, hiring, comp bands, time-off and engagement on one page across every site and country.

Headcount and FTE per site, department and country, against the approved plan
Time-to-fully-onboarded per role family, country and onboarding cohort
Comp-band drift across geographies, with the bands that drifted past policy named

Process automation

Turn Bob 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 Bob
Push payroll output (including Pento UK runs) 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 performance history behind AI that reads the full workforce picture.

Attrition-risk scoring on engagement-trend, comp-ratio and tenure signals together
Time-to-fully-onboarded forecasting per country and role family
Natural-language Q&A across the people record, sites and policy library

Custom apps on your data

Lightweight tools on Bob data for managers and BU heads who should not need a Bob seat to read their own team.

Manager workbench with team headcount, comp band, open roles and engagement trend
Group-finance cockpit with payroll cost per entity and comp-band variance per country
Onboarding tracker with the steps that consistently slip in each office

Use cases

Use cases we deliver with HiBob data.

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

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

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

Comp-band drift across geosCompensation per band, country and tenure against the policy band on file.

Engagement-versus-attritionYour Voice engagement trend per team plotted against actual leaver patterns.

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

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

Time-off across sitesApproved time-off across countries and policies, mapped onto delivery capacity.

UK payroll run reconciliationPento UK payroll output reconciled with the GL per entity and cost centre.

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

Span of control per siteDirect reports and layers per leader across every site in the group.

Document and policy coverageRequired Bob documents in place per worker and country, with the gaps named.

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

Real business questions

Answers you will finally get.

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

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

Are our comp bands holding across countries, or has Berlin drifted past London?

Compensation per worker plotted against the policy band per country and tenure cohort, with the cases above and below band counted. The reward leader sees that engineering Band 4 in Berlin is running eight percent above the policy ceiling while the same band in London still sits in the middle, before the next compensation review forces a reset.

Is Your Voice telling us something the leaver report will repeat in two quarters?

Your Voice engagement trend per team and BU joined to actual leaver records over the following two quarters. Group HR sees the teams whose engagement dipped before the resignations posted, and which signals (manager score, recognition, workload) showed the dip first, instead of treating the survey as a standalone slide deck.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

Bob payroll cost per entity and country, including Pento UK runs, lined up with the GL and the headcount plan. Group close stops waiting on a payroll export per country, and the personnel-cost line on the management report ties back to the Bob record it came from.

For sales leaders

Quota coverage against the staffed seller roster from Bob, with start dates and ramp windows. Sales leadership sees when DACH 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 and headcount across sites in one capacity picture. The COO sees which office is letting joiners drift past day-thirty without finishing onboarding and which sites carry the absence concentration this quarter.

Ideas

What you can automate with HiBob.

Pair with Salesforce

Match Salesforce seat cost to Bob-staffed reps and ARR per rep

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

Pair with Slack

Drive joiner and leaver Slack moments from the Bob timeline

Joiner records in Bob 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 site. Leaver records do the reverse: a manager ping when access revoke has not closed within the policy window, and an HR-channel summary on the cases that drifted past policy. People ops stops running a weekly handoff queue across HR and IT by hand.

Pair with Lattice

Read Lattice review and goal data on the Bob employee record

Many scale-ups run Bob for the people record and Lattice for performance and goals. The two systems each hold half of the picture; the warehouse holds both. Lattice review scores, goal completion and one-to-one cadence land next to the Bob worker, manager, site and tenure record, so the people analytics view answers questions Bob alone or Lattice alone cannot: which managers are running review cycles on time across every team, which goals slipped where comp-ratio also drifted, and where review and engagement signals together predict the next quarter's leavers.

Pair with Okta

Reconcile Bob lifecycle with Okta access in one timeline

Joiner, mover and leaver events in Bob land next to Okta user state, group membership and assigned-app counts in the warehouse, on the same employee key. Security and IT see the joiner whose Bob record posted three days ago but whose Okta groups still match the role they were hired out of, and the leaver whose Bob termination is closed but whose Okta account is still active in two SaaS tools. Access reviews stop being a quarterly sweep and become a list of named gaps the day they open.

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 HiBob data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From HiBob 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.

HiBob 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 Bob tables land in the warehouse?

The connector pulls the People register with custom fields, Departments and Sites, Time Off requests, types and policies, Documents metadata, Tasks and Job Catalog. Performance, Workforce Planning and Goals can be added where your tenant has those modules licensed, and Pento UK payroll runs land where the customer has the payroll module enabled. Authentication runs through a Bob service-user API token scoped to your tenant.

What about Your Voice engagement data?

Your Voice survey results live in Bob alongside the people record. Where your tenant has the module enabled, we pull the per-team and per-cohort scores into the warehouse so they can be joined to the leaver record over the following quarters. Comments stay in Bob; the warehouse picks up the aggregated signal, which keeps anonymity intact while the trend still reaches a dashboard the people leader can act on.

How are compensation and other sensitive Bob 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 comp 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 HiBob setup and the systems around it. Together we pick the first thing worth building.

Book a call See our other connectors