List of flair.hr Surveys Customers
Munich, 81671,
Germany
Since 2010, our global team of researchers has been studying flair.hr Surveys customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased flair.hr Surveys for Survey and Questionnaire from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using flair.hr Surveys for Survey and Questionnaire include: Blue Road Academy Netherlands, a Netherlands based Education organisation with 25 employees and revenues of $3.0 million, Pdf Butler, a Belgium based Professional Services organisation with 10 employees and revenues of $2.0 million, Wfo Osnabrueck Germany, a Germany based Government organisation with 20 employees and revenues of $2.0 million and many others.
Contact us if you need a completed and verified list of companies using flair.hr Surveys, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the software purchases.
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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Blue Road Academy Netherlands | Education | 25 | $3M | Netherlands | flair.hr | flair.hr Surveys | Survey and Questionnaire | 2023 | n/a |
In 2023, Blue Road Academy Netherlands deployed flair.hr Surveys as part of a broader flair rollout to centralize HR on Salesforce. The implementation went live within weeks and was executed at the Amsterdam site to consolidate core HR workflows into a single Employee Hub.
The deployment configured flair modules for recruiting, fast onboarding, absence tracking, document management and performance management, and the organization used the Employee Hub and engagement and performance features that typically include survey functionality. Survey usage is inferred from the presence of those features, and flair.hr Surveys is positioned to support engagement and performance polling alongside existing HR workflows.
Technically the implementation centralized HR records on Salesforce, integrating flair-driven HR processes with the organizations Salesforce tenant to unify recruiting, onboarding and absence workflows. Governance focused on standardizing employee lifecycle processes and consolidating document and performance data within the Employee Hub, aligning HR and recruiting functions for a small, single-site education organization.
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Pdf Butler | Professional Services | 10 | $2M | Belgium | flair.hr | flair.hr Surveys | Survey and Questionnaire | 2023 | n/a |
In 2023, Pdf Butler implemented flair.hr Surveys as part of a Salesforce-native consolidation of HR processes. The implementation used flair.hr Surveys, a Survey and Questionnaire application, to centralize feedback and support recruiting, onboarding, absence management, and performance reviews within the company.
The deployment was executed as a Salesforce-native rollout, embedding flair.hr Surveys and adjacent flair.hr modules into Pdf Butler's Salesforce instance. Configuration work included survey templates and scheduled feedback cycles aligned with mid-year and performance review workflows, and setup of recruiting, onboarding and absence management capabilities within the same Salesforce data model.
Integrations were achieved by operating directly on the Salesforce platform, consolidating employee records and HR reports in one place to remove fragmented data silos. Operational coverage targeted core people operations across the small, Belgium-based professional services firm, unifying recruiting, onboarding, absence tracking and review processes under a single platform.
Governance changes focused on centralizing HR process ownership inside Salesforce and standardizing feedback cadence using flair.hr Surveys, with process controls to support mid-year reviews and ongoing performance feedback. A November 2023 case study documents that the Salesforce-native rollout centralized feedback and reduced HR administrative overhead by consolidating data and reports in one place, improving the structure and execution of mid-year reviews.
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Wfo Osnabrueck Germany | Government | 20 | $2M | Germany | flair.hr | flair.hr Surveys | Survey and Questionnaire | 2023 | n/a |
In 2023 WFO Osnabrück implemented flair on Salesforce to modernize HR processes, introducing project-based time tracking, absence management, recruiting and onboarding to replace Excel-based processes. The rollout targeted the municipal HR function within a 20 person government organization in Germany, aligning core personnel administration and hiring workflows on a single CRM-hosted platform.
Configuration centered on project time capture and absence modules, plus recruiting and onboarding workflows, with onboarding workflows configured and live by January 2024. Workflow automation and form-driven data capture were applied to remove manual spreadsheet reconciliation, and onboarding modules were instrumented to standardize new hire steps and approvals.
The deployment was executed on Salesforce as the underlying platform, using flair components to surface HR transactions and time and attendance records inside the CRM. Operational coverage focused on HR and payroll-adjacent timekeeping and recruiting activities, with data consolidation into Salesforce records rather than disparate Excel files. The organization identified flair.hr Surveys as the planned next step to add structured employee feedback, noting flair.hr Surveys for Survey and Questionnaire use to support HR feedback and pulse workflows.
Governance changes formalized a single workflow ownership model inside HR and introduced standardized onboarding procedures, reducing manual entry and administrative overhead. The case study reports an estimated saving of 10 to 15 hours per month on time and attendance following the initial rollout, with no additional cost or risk details disclosed for the planned survey module.
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