The questions everyone asks first.
Every answer below is two sentences or fewer, with a link to the page where the full number, term, or clause lives. Use this page to find the page you need.
What is OmniSync HR — software we buy or a service we hire?
You hire the service; what you use is the product: a sync platform that keeps your global HRIS and your local PH/APAC payroll systems in sync — we scope it, build it, host it, and run it, so your team never touches an API. Your side of it day to day: a dashboard, failure alerts, and cutoff reconciliation reports.
Explore the platform →Which systems do you support?
Two supported pairs today — Workday ↔ Sprout and Workday ↔ BambooHR — with SAP SuccessFactors and Darwinbox on the roadmap. A combination you don't see is decided on a scoping call: systems with a usable API get their connector built and quoted inside your own engagement.
Supported pairs →Can you handle Philippine statutory reporting — BIR, SSS, PhilHealth, Pag-IBIG?
Yes — the Compliance Pack (+$500/month, either tier, PH-payroll pairs only) produces those agencies' outputs from the data your sync already delivered to payroll. You still review and file.
The Compliance Pack →Why not an iPaaS like Workato or Boomi?
An iPaaS equips your team to do this work — it doesn't do the work: after the license, the integration is still yours to build, prove, and keep alive. Here it arrives built and stays operated — monitoring, maintenance, and the 99.5% SLA come with it, none of it on your headcount.
How the alternatives are built →Why not our Workday implementation partner?
An SI's engagement is designed to end; payroll cutoff isn't. Here the operating is the deliverable itself — priced monthly, with a published SLA and service credits in the contract.
How the alternatives are built →We already have an integration — a half-working SI build, an inherited Workato recipe. Can you replace it?
Yes, and replacement is the only mode — an inherited build never joins the platform. Your pair gets the standard four-step build with the parallel-run gate before cutover, and whatever you run today stays in service until that gate passes.
How implementation works →How much does it cost?
All of it is published, per integration pair: setup from $10,000 (Standard) or $15,000 (Premium), the monthly at $2,249 or $3,749 — and paying the year up front cuts the monthly 20%. The monthly fee covers the operating work: monitoring, connector maintenance, and minor mapping changes.
See full pricing →Does the price scale with headcount?
No — pricing is per integration pair, not per employee, and for vendor-API pairs the monthly fee is flat. What moves cost is structure, not size: a new data domain or a new entity is priced in its own quote first.
What can move the number →How long are we locked in?
12 months per integration pair, starting at go-live rather than signing. It renews automatically at whatever price is published at the time — announced in writing 60 days ahead — and ending it takes only notice at term end, never an exit fee.
The terms →What do you need from our IT team?
Four items: a service account you create and scope in your own tenant (e.g., a Workday ISU), one mapping workshop, a payroll-side UAT contact who judges the parallel-run outputs, and two signatures — the IT side of it is hours, not weeks. A fifth item, if one ever surfaces, is absorbed on our side: a gap in scoping is our cost, never yours.
What implementation asks of your team →How long until we're live?
4–6 weeks for a typical two-system pair, from a kickoff scheduled at signing, including a parallel run against a real payroll cycle before cutover. Whether it lands at four weeks or six is set by your payroll calendar, not by us.
Why 4–6 weeks →Is there a free trial or a demo environment?
No — sample data can't prove what you'd want a trial to prove. The trial is built in instead: the weeks-3–5 parallel run happens beside a live payroll cycle of yours, and if the outputs can't reach a match, the go-live half of the setup fee never becomes payable.
The parallel run →Our HRIS data isn't clean. Will this blow up?
The build assumes it won't be clean: week 1 is a data audit, findings delivered in writing with fix ownership named. After go-live every sync runs the same validation: a record that isn't ready is held with its reason and its fix, flagged to you the same day — and the rest of the run goes through.
The week-1 audit →We run several PH entities. Is that one integration or several?
One, as long as your entities run on the same two systems — a pair is defined by the systems, not the entity count, and your entity list and code tables are settled in scoping before your quote is fixed. Conditional rules across entities are the custom logic Premium exists for, quoted with the tier; an entity that joins after go-live is new scope with its own quote.
What can move the number →What does our team stop doing — and what do we still own?
You keep everything you run today — pay is still calculated in your local system, and the platform adds nothing your team has to own. What stops is the typing: the month becomes a reconciliation-report review before each cutoff, plus fixing flagged records at the source.
A month with the sync running →What if a sync fails right before payroll cutoff?
We're alerted before you are, and the failed sync is re-run the same business day — without a ticket from your side. On Premium, payroll windows get an emergency line a live human answers.
Read the SLA →We're headquartered in the US. Does Philippine-hours support work for us?
Yes — by design: the humans keep PHT hours because your Philippine payroll's cutoff lives on that clock, and cutoff is when support earns its keep. The platform's monitoring doesn't keep office hours at all, and Premium's emergency line follows your payroll windows — not your head-office clock.
Support tiers →Reorgs, new pay elements, changed cutoffs — does the integration keep up?
Yes — each change means a fresh mapping version, signed by you before it takes effect, and payroll windows update on written notice. Vendor releases and minor mapping changes are inside the monthly fee; a new domain or a new entity is quoted before it's built.
Built for the org you'll have next year →Where does our employees' data live — and who can see it?
Your HRIS and payroll system hold the master record; what passes through the platform sits encrypted in AWS Singapore for 90 rolling days, then deletes. On our side, only the engineers running your sync can reach it — each access MFA-gated and logged.
The one-screen version →Do you comply with the Philippine Data Privacy Act?
We process employee data as your personal information processor, on your documented instructions — your company stays the controller, and the processing is built to what the Act requires of that arrangement. The Security page carries the status of every piece of paperwork, current gaps included.
Security & compliance →Does missing the SLA actually cost you anything?
Yes — 10%, 25%, or 50% of that month's fee comes back as a credit, scaled to how far below 99.5% the month fell — and nobody on your side files anything.
Service credits →How early can our security team review you?
As early as today: the whole picture for that review is already public on the Security page. For specifics, send your questionnaire ahead (SIG, CAIQ, or homegrown) and the platform's own engineers fill it in — or add your reviewer to the scoping call.
The one-screen version →Who is behind OmniSync HR — and how long have you been doing this?
OmniSync HR is a Nago Tech brand: the same engineering team that has delivered systems integration for multinationals in twelve markets since 2018 — a new name, not a new team.
Who answers for it →What happens if OmniSync HR shuts down?
Nothing you'd need survives only on our side: both systems of record are yours to begin with, and the signed field-mapping document — the piece a replacement would need most — is in your hands from week two. The full answer, contract terms first, is on the About page.
Will we be here in three years? →What happens if we leave?
There's no data to get back — the permanent record never left your own systems — and the field-mapping document is versioned, signed off, yours to keep. What we held operationally deletes on a 90-day clock, with written confirmation.
Leaving, from a security seat →Need more depth? Five pages keep their own Q&A, each in its own reader's language.
Common questions about our integrations → Pricing questions, answered the way procurement asks them → SLA questions, answered the way payroll asks them → Security questions, answered the way the questionnaire asks them → Implementation questions, answered the way the project owner asks them →Running a formal vendor review? Four pages carry a one-screen version for exactly that reader: Pricing, SLA & Support, Security, and How It Works.
The questions that decide this aren't frequently asked.
They're asked once, about one stack — yours: which two systems have to stay in sync, and what a quote for exactly that says. Answering them is the scoping call's whole job — and you leave with a fixed quote within a week, whether or not you buy.
Book a scoping callHere to read, not book? Every answer above already links to the page that owns it in full.