But if there’s one thing that bothers Mai, it’s being oversold. Product teams can fall behind with a long history at technology startups, she gets that. She’s evaluated and bought HR technology vendors of all sorts and has been disappointed more than once. Mai’s been in the people business for a long time. Getting that buy-in from employees was crucial-and for Mai’s team, validating. “We got people thanking us, saying this was the first year they enjoyed the enrollment process and actually understood their health benefits.” OneLogin’s health fair was attended by 80 percent of its US employees, and was even the toast of the company’s holiday party that year. Why would one of these behemoth healthcare providers come to us? Namely gave us a direct route.” They even held a financial wellness session. ![]() The event featured free flu shots, massages, yoga, and was attended by representatives from Cigna and Delta Dental, who took questions live. Working with Namely, OneLogin organized a personalized health fair to boost open enrollment participation. She connected with Namely’s benefits experts and made the switch. After implementing Namely for their HR and payroll, Mai spotted an opportunity to bring her dream of “one unified system” closer to reality. Fast-forward today, he regularly uses Namely check-in on the company’s headcount and org chart.įor years, OneLogin had relied on a traditional broker to provide employee benefits. He cares about design, and he liked Namely because it was easy to use.” While he appreciated the platform’s surface-level simplicity, it was the open API and robust reporting engine that won him over. OneLogin’s Founder & CEO knows a good product when he sees one. She presented her case and was relieved by their response. In a word, her team was sold-but she would need to win over OneLogin’s C-Suite leadership. On the fly, it visualized data she had previously spent hours trying to capture. It was attractive, intuitive, and most importantly, customizable. While evaluating Namely, Mai saw a screenshot of its headcount dashboard. It was what Mai called her “you had me at…” moment. ![]() She wanted flexibility, but didn’t want to start from square one.Īnd then it happened. I don’t want to have to create or complete 50 different fields for myself,” Mai explains. Some HR vendors weren’t customizable enough, and some were even too customizable. In searching for a new HR solution, Mai’s team left no stone unturned.
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