The whole Talent platform

We work on every module. Which ones you switch on, and in what order, is exactly what an advisory engagement is for.

Core HR

Organisation structure, positions, jobs, the competency framework. Everything else depends on it: a shaky reference data model sinks the six modules that come after.

LMS and LXP

Learning plan, catalogue, sessions, certifications and regulatory refreshers, plus the recommendation layer that pushes the right content to the right person.

ATS

From the hiring request to onboarding: approval circuit, career site, candidate experience, and the link with internal mobility.

EMP

Annual and mid-year review campaigns, objective cascading, and the link with variable pay.

SMP

Talent reviews, positioning grids, succession plans on key roles, mobility and career paths.

COMP and EDGE

Compensation review campaigns, envelopes and arbitration; and the EDGE connectors that carry the flows in and out of the platform.

Workforce AI, the platform's intelligence layer

Cornerstone adds a cross-module AI layer to its platform, Workforce AI: a skills engine, a context graph and agents that draw on your learning, talent and recruiting data, and on labour market data, to answer a business question and trigger the actions that follow.

Skills inference model and skills engine

Infer each employee's skills from what they do, learn and aim for, without re-entering everything.

Context graph

Connect roles, skills, learning and market data to measure, for instance, how ready a team is for a new market.

Agents

Assistants that answer in plain language, suggest development paths and alert managers to possible moves.

Our role: qualify the use cases that actually hold up, prepare the skills frameworks the AI depends on, frame data governance and drive adoption. AI is useful when it saves time without losing control.

The page your people open first

HRIS adoption often comes down to a single screen. We design and build the landing pages and dedicated spaces of your platform: what each person sees on arrival, according to their role.

Employee spaceMy learning, my reviews, my documents, my requests. One way in, to what concerns them.
Manager spaceTheir team, pending approvals, regulatory deadlines, live campaigns.
Learning spaceThe path in progress, upcoming sessions, certificates, the development plan.
Learning catalogueEntry points by job, theme and obligation, editorial highlights, guided search.

Onboarding journeyWhat a new joiner should see in their first week, in order, without drowning them.
Compliance portalCertifications, refreshers and regulatory deadlines, per person and per site.
Campaign spaceAnnual reviews, objectives, talent reviews: a page that only lives for the duration of the campaign.
Career siteThe outward-facing window, as configurable as the internal pages: your employer brand, filters by country, city and contract type, alerts, application form, in several languages.

These pages are built inside Cornerstone, with its own components and permissions: no parallel site to maintain. We use your brand, your visuals and your vocabulary, and we train your administrators to keep them alive themselves.

Three moments of one engagement

Our role changes with the moment you call us. The scope stays the same: your Cornerstone platform and what surrounds it.

1Moment 1Advisory

Informing the decision

Diagnosis and processes

Review of existing processes
Formalising and defining target processes
Audit of the platform and its configuration

Programme management

Governance and steering support
Support for design and testing
Change management and content creation

2Moment 2Implementation

Delivering

Module roll-out

Configuration, testing, go-live
Administrator training and coaching
Landing pages and tailored journeys

Integration with the IT landscape

Single sign-on and directory
Interfaces, APIs and web services
Connector set-up

3Moment 3Run

Keeping it alive

Maintenance and support

Support for the solution administrators
Taking on administration tasks
Handling change requests

Audit and expertise

Review of the configuration in place
Diagnosis and proposed actions
Support through version upgrades

What a roll-out looks like

Four phases, and no surprises. The durations are what we actually observe on a mid-sized scope, not a sales pitch.

Phase 01

Framing

Scope, target processes, governance, planning. Two to four weeks.

Phase 02

Design and configuration

Workshops, business rules, configuration, interfaces. Six to twelve weeks.

Phase 03

Testing

Test sets on your own cases, defect management, sign-off. Three to six weeks.

Phase 04

Go-live and handover

Cut-over, first campaigns, transfer to your teams. Two to four weeks, then support.

Need an audit of your Cornerstone platform?

We review your configuration, your reference data and how the platform is actually used, then hand you a written diagnosis with the actions to take, ranked by effort and by gain. A short intervention, with no commitment on what follows.

Review of the configuration in place
Deviations from the standard and configuration debt
Actual adoption, module by module
Costed, prioritised action plan

Request an audit

The form opens with the subject already filled in. Answer within two working days.

What we bring to a Cornerstone project

Cornerstone is a rich platform. The gap between a project that keeps its promises and one that disappoints is rarely about the tool: it is about configuration decisions and adoption.

An expert, not a go-between

The consultant who runs your workshops is the one who configures the platform. Decisions are made in the room, with no back-and-forth and nothing lost between the need expressed and the configuration delivered.

An HR reading and a technical one

More than ten years of HRIS on both sides of the table, at the vendor and at the integrator. We turn a learning policy or a review campaign into Cornerstone objects that last.

Solutions first, development second

A need that looks out of scope can usually be met another way within the standard: years of projects give you those ideas. And when nothing really allows it, we build the missing module.

A handover that makes you autonomous

Trained administrators, documented configuration, written run procedures. The goal of a successful engagement is that you can run the platform without us, and call us back by choice.

Interfaces we have already built

A Talent HRIS never lives alone. The quality of the flows between it and payroll decides how much anyone trusts the whole thing.

Wd

Workday

ADP

SAP

PS

Oracle HCM / PeopleSoft

HRA

HR Access

Sil

Silae

Ceg

Cegedim

The trademarks named here belong to their respective owners. They describe interfaces we have built and imply no partnership or endorsement on their part.

Partners and referrers

Software partner

Cornerstone

We also work with the IT services firms, consultancies and HRIS vendors who support their own clients on these topics.

Talk about a partnership

What we build around Cornerstone

When a feature is missing, working around it with spreadsheets costs more, every month, than building it properly once.

See the development service

Examples of add-on modules

JOY Talents Training Sessions: classroom session management, built on the Cornerstone LMS.
Bespoke connectors: to a business tool missing from the standard catalogue.
HR dashboards: consolidated indicators, ready for the executive committee.
Employee portals: simplified journeys for field populations.

Let's talk about your project.

A first 30-minute conversation is usually enough to see clearly: scope, a realistic timeline, the things to watch out for. No commitment.

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Fifteen years on the Cornerstone Talent suite