Apps Run The World Apps Purchases

Customer	Industry	Empl.	Revenue	Country	Vendor	Application	Category	When	VAR/SI	Insight Source
Rotopino	Retail	100	$21M	Poland	Sente	Sente TeneumX HCM	Core HR	2016	n/a	In 2016 Rotopino implemented Sente TeneumX HCM to centralize personnel management and Core HR processes across its Narzedzia.pl e commerce operations. The deployment was delivered as part of a broader integrated solution that addresses order fulfillment, warehouse integration, trade and financial settlements, and HR functions for a retail leader in power tools operating in Poland and abroad. Sente TeneumX HCM was configured to provide personnel management, workflow and documents, and automated onboarding capabilities, aligning Core HR workflows with operational staffing needs. The implementation emphasized automation of repetitive HR activities and formalized document-driven workflows to reduce manual errors and accelerate new hire ramp up. The HCM module was embedded in the combined ERP, WMS and BOK stack that manages order processing and inventory, enabling HR processes to reflect operational realities in the logistics operator's warehouse and dropshipping flows. Integration points focused on exchanging staffing and process status information with the ERP and the external logistics operator's warehouse to support workforce planning tied to order picking and customer service activities. Governance work included standardizing HR workflows and digitizing personnel documents to support cross functional back office processes. As described in the project notes, the implementation shortened the time for onboarding new employees and eliminated mistakes made by inexperienced staff, by automating routine HR tasks and enforcing consistent processes through Sente TeneumX HCM.
Boldare	Professional Services	220	$25M	Poland	In-House Applications	In-House HCM	Core HR	2018	n/a	Boldare implemented an In-House HCM in 2018 to codify a non-managerial salary process consistent with its holacratic operating model. The In-House HCM, operating as a Core HR platform, centralizes compensation rules, assessment workflows, and salary range management for Boldare's approximately 220 employees in Poland. Boldare In-House HCM Core HR supports compensation and performance evaluation business functions across self-organizing scrum teams and a dedicated Salary Team. The In-House HCM was configured around a salary algorithm that combines employee self-assessment, team evaluation via structured questionnaires, and optional expert technical reviews. Functional modules implemented include competence and specialization scoring, configurable weightings per team, a questionnaire engine for peer assessments, a workshop and guidance module for Salary Team facilitation, and a salary range management component to enforce market-aligned ceilings. The system also captures individual development goals linked to assessment outputs to inform future compensation cycles. The deployment was executed as an in-house standalone application designed to collect and persist assessment data, anonymous survey feedback, and salary decision records without reliance on third party HR platforms. Operational coverage includes periodic salary verification for all employees at least annually, onboarding salary checks three to six months into a role, and team-level review sessions where results are discussed. Primary actors documented in the workflow are employees, scrum teams, the Salary Team, and a designated Salary Partner who runs the process. Governance was formalized in the In-House HCM through role-based workflows, an independent Salary Team to ensure objectivity, and mandatory team workshops before each pay cycle to educate evaluators on criteria and scales. The system was explicitly designed to increase transparency by exposing salary ranges, decision rules, and company financial context to employees, and it records feedback loops for iterative improvement of the process. Employee survey data captured by the program reported that 85 percent of respondents viewed team evaluation as motivating, 61 percent noted greater team engagement, and 56 percent felt their actions impacted team outcomes, reinforcing the social and governance rationale embedded in the In-House HCM.
	Life Sciences	1700	$163M	Poland	SAP	SAP SuccessFactors Employee Central	Core HR	2023	n/a
	Manufacturing	11500	$688M	Poland	BPSC	BPSC Impuls EVO - Core HR	Core HR	2018	n/a
	Retail	2640	$960M	Poland	UNIT4	Unit4 Teta HR	Core HR	2020	n/a
	Consumer Packaged Goods	7000	$410M	Poland	Comarch	Comarch Optima HRM	Core HR	2022	n/a
	Retail	700	$100M	Poland	Microsoft	Microsoft Dynamics NAV HCM	Core HR	2013	n/a
	Manufacturing	2700	$450M	Poland	UNIT4	Unit4 Teta HR	Core HR	2016	n/a
	Leisure and Hospitality	10	$1M	United States	ADP	ADP Workforce Now	Core HR	2022	n/a
	Distribution	10	$1M	United States	ADP	ADP Workforce Now	Core HR	2021	n/a

Logo

Customer

Industry

Empl.

Revenue

Country

Vendor

Application

Category

When

VAR/SI

Insight

Insight Source

Rotopino

Retail

100

$21M

Poland

Sente

Sente TeneumX HCM

Core HR

2016

n/a

In 2016 Rotopino implemented Sente TeneumX HCM to centralize personnel management and Core HR processes across its Narzedzia.pl e commerce operations. The deployment was delivered as part of a broader integrated solution that addresses order fulfillment, warehouse integration, trade and financial settlements, and HR functions for a retail leader in power tools operating in Poland and abroad. Sente TeneumX HCM was configured to provide personnel management, workflow and documents, and automated onboarding capabilities, aligning Core HR workflows with operational staffing needs. The implementation emphasized automation of repetitive HR activities and formalized document-driven workflows to reduce manual errors and accelerate new hire ramp up. The HCM module was embedded in the combined ERP, WMS and BOK stack that manages order processing and inventory, enabling HR processes to reflect operational realities in the logistics operator's warehouse and dropshipping flows. Integration points focused on exchanging staffing and process status information with the ERP and the external logistics operator's warehouse to support workforce planning tied to order picking and customer service activities. Governance work included standardizing HR workflows and digitizing personnel documents to support cross functional back office processes. As described in the project notes, the implementation shortened the time for onboarding new employees and eliminated mistakes made by inexperienced staff, by automating routine HR tasks and enforcing consistent processes through Sente TeneumX HCM.

Boldare

Professional Services

220

$25M

Poland

In-House Applications

In-House HCM

Core HR

2018

n/a

Boldare implemented an In-House HCM in 2018 to codify a non-managerial salary process consistent with its holacratic operating model. The In-House HCM, operating as a Core HR platform, centralizes compensation rules, assessment workflows, and salary range management for Boldare's approximately 220 employees in Poland. Boldare In-House HCM Core HR supports compensation and performance evaluation business functions across self-organizing scrum teams and a dedicated Salary Team. The In-House HCM was configured around a salary algorithm that combines employee self-assessment, team evaluation via structured questionnaires, and optional expert technical reviews. Functional modules implemented include competence and specialization scoring, configurable weightings per team, a questionnaire engine for peer assessments, a workshop and guidance module for Salary Team facilitation, and a salary range management component to enforce market-aligned ceilings. The system also captures individual development goals linked to assessment outputs to inform future compensation cycles. The deployment was executed as an in-house standalone application designed to collect and persist assessment data, anonymous survey feedback, and salary decision records without reliance on third party HR platforms. Operational coverage includes periodic salary verification for all employees at least annually, onboarding salary checks three to six months into a role, and team-level review sessions where results are discussed. Primary actors documented in the workflow are employees, scrum teams, the Salary Team, and a designated Salary Partner who runs the process. Governance was formalized in the In-House HCM through role-based workflows, an independent Salary Team to ensure objectivity, and mandatory team workshops before each pay cycle to educate evaluators on criteria and scales. The system was explicitly designed to increase transparency by exposing salary ranges, decision rules, and company financial context to employees, and it records feedback loops for iterative improvement of the process. Employee survey data captured by the program reported that 85 percent of respondents viewed team evaluation as motivating, 61 percent noted greater team engagement, and 56 percent felt their actions impacted team outcomes, reinforcing the social and governance rationale embedded in the In-House HCM.

Life Sciences

1700

$163M

Poland

SAP

SAP SuccessFactors Employee Central

Core HR

2023

n/a

Manufacturing

11500

$688M

Poland

BPSC

BPSC Impuls EVO - Core HR

Core HR

2018

n/a

Retail

2640

$960M

Poland

UNIT4

Unit4 Teta HR

Core HR

2020

n/a

Consumer Packaged Goods

7000

$410M

Poland

Comarch

Comarch Optima HRM

Core HR

2022

n/a

Retail

700

$100M

Poland

Microsoft

Microsoft Dynamics NAV HCM

Core HR

2013

n/a

Manufacturing

2700

$450M

Poland

UNIT4

Unit4 Teta HR

Core HR

2016

n/a

Leisure and Hospitality

$1M

United States

ADP

ADP Workforce Now

Core HR

2022

n/a

Distribution

$1M

United States

ADP

ADP Workforce Now

Core HR

2021

n/a

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