Humaans connector

Use your Humaans data for reporting, automation and AI.

Data Panda pulls your Humaans people record, employments, compensations, time off, custom fields and document metadata into the same warehouse as your finance, revenue and product data. From one place we turn it into dashboards, automations and AI workflows that HR, finance and the leadership team use every week, not only when the board pack is due.

About Humaans

An API-first HRIS for fast-growing startups and scale-ups.

Humaans is a modern human resources information system founded in 2020 in London by Giovanni Luperti and Karolis Narkevicius. The product is built around the people record (employees, employments, compensations, time off, custom fields, documents) and a clean REST API that the rest of the company's tools can read and write. Where older HRIS platforms expected you to live inside their UI, Humaans is designed to sit in the middle of a stack of best-of-breed tools and let data flow in and out cleanly.

The platform covers the day-to-day of people operations: onboarding workflows that provision Slack and Google Workspace accounts, an absence record that handles country-specific policies, compensation history with effective dates, custom fields for the data each company tracks, and document storage with expiry reminders. Native integrations connect Humaans to Slack, Google Workspace, Microsoft 365, Notion, Workato and a long catalog of identity, payroll and benefits providers. Customers include Pleo, Linktree, Tessian and Pitch among others. Pulled into a warehouse next to your finance, revenue and product data, the Humaans record finally answers questions a Humaans view alone does not: what does headcount-versus-plan look like per entity and cost centre, where does time-off liability sit by country before the year closes, and which compensation bands are drifting against the levelling framework as the org grows.

What your Humaans data is for

What you get once Humaans is connected.

People and headcount reporting

Headcount, employments, compensation movement and time-off liability on one page across every entity and country.

Headcount per entity, cost centre, function and country, with starters, leavers and net change per period named
Compensation movement per band, function and country against the levelling framework, with the bands drifting called out
Time-off balances and accrued liability per country and entity, with the policies and cohorts driving the move named

Process automation

Turn Humaans events into the downstream work the rest of the stack expects, without an HR coordinator copying fields between tabs.

Provision and deprovision SaaS access on Humaans start-date and leave-date, with a per-app log finance can audit
Push approved compensation changes from Humaans into the payroll and accounting feed for the right period and entity
Open onboarding tasks in the IT, facilities and people-ops queues the day a Humaans offer flips to accepted

AI workflows

Put the Humaans people record behind AI that reads the full people-and-cost picture, not just the latest headcount export.

Org-design questions answered against the live people record, employments and reporting lines, not last quarter's CSV
Policy lookups grounded in the country-specific time-off and benefits rules attached to the worker
Headcount-plan-versus-actuals narratives drafted from the join of the Humaans record and the finance plan

Custom apps on your data

Lightweight tools on the Humaans record for the people in finance, ops and the leadership team who should not need a Humaans seat to read their own org.

Hiring-plan tracker with open requisitions, accepted offers and start dates per BU and entity
Manager dashboard with team headcount, time-off coverage and upcoming work-anniversary recognition
Compensation review console with band positioning, recent moves and proposed merit per cost centre

Use cases

Use cases we deliver with Humaans data.

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

Headcount per entity and cost centreLive headcount per entity, cost centre, function and country, with starters, leavers and net change per period.

Hiring-plan-versus-actualsOpen requisitions, accepted offers and start dates per BU against the approved hiring plan and forecast.

Time-off liability per countryAccrued vacation days and monetary liability per country and entity, with the policies driving the balance named.

Compensation-band driftSalary positioning per band, function and country against the levelling framework, with the bands drifting named.

Onboarding-task completionIT, facilities and people-ops onboarding tasks per new hire, with the steps that consistently slip per BU.

Probation-end coverageProbation reviews due per manager and BU, with the cases past their target review week named.

Tenure and attrition cohortsVoluntary and involuntary leavers per tenure cohort and BU, with the manager and entity context kept.

Document-expiry watchlistRight-to-work, visa and contract documents nearing expiry per worker, with the country and entity owner named.

Compensation-review consoleBand positioning, recent comp history and proposed merit per cost centre, before the review cycle closes.

Org-chart change logReporting-line and team changes per period, so a leadership reorg has a clear before-and-after on record.

Diversity reportingHeadcount and pay outcomes by the diversity dimensions tracked in custom fields, per BU and entity, with cohort sizes named.

Work-anniversary and birthday recognitionUpcoming anniversaries and birthdays per team and channel, ready for the recognition flow the company runs.

Real business questions

Answers you will finally get.

How does headcount per entity and cost centre stand against the plan this quarter?

Live headcount from Humaans per entity, cost centre and function joined to the approved hiring plan and the finance forecast. The CFO sees the BU running ahead of plan on senior hires and the BU sitting on three open requisitions past their target start month, instead of asking talent ops for a fresh CSV every Monday.

What does our time-off liability look like across countries before year-end?

Accrued vacation balances and the monetary liability per country and entity, with the policies and cohorts driving the balance named. Group finance sees the country whose carry-over is climbing under a policy that has not been adjusted in two years, and the cost centres that will need the cash provision before the audit, instead of a Humaans export per country tabbed into a single sheet.

Are our compensation bands holding, or are they drifting against the levelling framework?

Salary positioning per band, function and country joined to the levelling framework and the recent comp-history record. The CPO sees the function where the median has crept above the band ceiling over four hires, and the country where the band-position spread has widened past policy, before the next review cycle locks the gap in for a year.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

Humaans headcount, employments and compensation movement lined up with the cost-centre and entity structure in finance. Group FP&A stops chasing a payroll export per country, and the personnel-cost line for the next quarter is reconciled against the live people record, not last month's frozen snapshot.

For operations

Time-off coverage, onboarding-task completion and document-expiry status across sites in one operations picture. The COO sees the country where right-to-work renewals are stacking up, and the BU where new-hire IT provisioning is consistently late against the agreed start day.

Ideas

What you can automate with Humaans.

Pair with Slack

Drive Humaans onboarding, time-off and recognition nudges from one Slack inbox

New starters get the right Slack channels, document checklist and onboarding-buddy intro the moment a Humaans offer flips to accepted, with the manager seeing a single morning summary of approvals to action that day. Time-off requests, document-expiry reminders and probation-review prompts land in the manager's Slack inbox instead of a Humaans email queue. Work anniversaries and birthdays surface in the team channel from the same record, with no separate spreadsheet to maintain.

Pair with HubSpot

Tie Humaans sales-team headcount and tenure to HubSpot pipeline per pod

HubSpot pipeline, closed-won and rep activity per pod sit next to the Humaans headcount, tenure and start-date record for the same pod and quarter. Revenue ops sees the SDR pod whose ramp is finishing into a quarter where pipeline coverage is already thin, and the AE pod whose tenure mix has shifted toward juniors three quarters before quota attainment dropped. The forecast call moves from arguing over rep optimism to working a list of pods both systems point to.

Pair with Exact Online

Tie Humaans compensation and headcount to Exact Online personnel-cost lines

Approved compensation changes, new starters and leavers from Humaans line up with the personnel-cost lines per cost centre and entity in Exact Online. Group finance sees the BU whose proposed merit envelope is running ahead of the budget posted in Exact, the cost centres where the headcount-driven personnel-cost step-up does not yet appear in the next-period payroll forecast, and the leaver record reconciled against the back-end booking, before the next monthly close.

Pair with Salesforce

Match Salesforce quota attainment to Humaans sales-team headcount and tenure

Closed-won, pipeline coverage and quota attainment from Salesforce land next to the Humaans sales-team headcount, tenure and start-date record on the same pod key. Revenue leaders see the pod that is hitting quota with three open seats versus the pod whose attainment is sliding while a recent backfill is still in ramp, and the AE cohort whose tenure mix predicted the quota drop two quarters before it landed in the forecast. The territory-and-headcount discussion gets to work with both numbers on the same page.

Pair with monday.com

Run Humaans onboarding and offboarding from monday.com boards

When a Humaans offer flips to accepted, the IT, facilities and people-ops onboarding tasks open on the monday.com board the operations team already works in, with start-date, manager, location and required equipment kept in sync. Offboarding mirrors the same flow on a Humaans leave-date, including SaaS revoke and asset return. People ops sees the steps that consistently slip per BU on the same board the rest of the work runs on, instead of a separate onboarding tracker that nobody updates.

Pair with Calendly

Pair Calendly interview slots with Humaans hiring-plan tracking

Interview slots booked through Calendly per role and hiring stage land next to the Humaans hiring-plan, accepted-offer and start-date record on the same requisition key. Talent leadership sees the role where interview throughput is up but the offer-to-start lag is widening, the panel members carrying the bulk of the load this quarter, and the requisitions where the funnel has stalled before the manager review chimes in. Hiring forecasting moves from a recruiter spreadsheet to a single picture finance and the leadership team can read.

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 Humaans data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From Humaans 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.

Humaans 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 Humaans tables land in the warehouse?

The connector pulls people, employments, compensations and compensation types, time-off requests and balances, custom fields, document metadata and the company and entity record from the Humaans REST API. The data lands with the keys that let it join the rest of the stack: cost centre, entity, manager, country and the custom fields each company uses. Authentication runs through a Humaans API access token scoped to your account, with read scopes set per resource.

What about the custom fields we have set up in Humaans?

Custom fields are first-class in Humaans and the connector treats them that way. Field definitions, values per worker and history land alongside the standard people record, so the bands, levels, locations and diversity dimensions you track in custom fields show up in the warehouse in the same shape. Reports stop being a Humaans export plus a manual lookup against a spreadsheet of custom-field codes.

How are compensation, document metadata and other sensitive Humaans fields handled?

Compensation history, contract document metadata and worker identifiers can be kept in restricted schemas that only HR, finance and reward roles reach, while headcount, tenure and time-off totals power 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 value or right-to-work field 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 Humaans setup and the systems around it. Together we pick the first thing worth building.

Book a call See our other connectors