PeopleFluent Reviews & Insights

We use PeopleFluent for salary planning, bonus calculations and total rewards statements globally in our 30+ countries. PeopleFluent has all the capabilities to ensure accurate data and an amazing UI that our people managers (end users) love. Moving out of spreadsheets prepares us for growth, eliminates risk and secures our data. Additionally, with the self-service configurable tools, we are able to place all communication assets in one place.

I totally recommend PeopleFluent for a global multi-currency salary planning cycle, bonus calculations with multiple proration factors, and individual reporting to make available for employees such as salary and bonus statements. In my opinion, for the implementation to be a success, there needs to be an automated connection between HRIS and PeopleFluent - this will ensure data accuracy and correct calculations. Data correction within the tool (incorrect data coming from the HRIS) can be complicated and time-consuming - as well as building templates but completely worth it.

PeopleFluent allows for tracking of staff, department flow charts, the ability to set and manage goals and competencies. From a user standpoint, it allows me to have autonomy and access to my professional goals and workflow. From a supervision standpoint, I can easily keep track of my staff and their progress.

It is well suited for a moderate size department to allow for access to information on the organizational structure and professional development. It allows employees autonomy over their goals and access to department information without the requirement of asking leadership for this information. It is well suited for completed performance reviews.

PeopleFluent Mirror Suite has been adopted primarily for talent management. As some of our clients already use PeopleFluent (VMS) we have added this performance tool to integrate the seamless use of other PeopleFluent solutions. It is not used company wide, just by those who handle specific clients with PeopleFluent VMS to track progress and candidate activity as well as manager feedback. We don't exploit the entire recruitment process ATS as we also have other ATS in place.

I would recommend this product as it has a great UX/UI experience compared to other ATS systems. The reporting metrics are flawless and you can combine multiple performance reports when tracking activity. One of the things I love the most about PF Mirror Suite is the fact that the manager can provide live feedback and help rearrange the search with little down time. Although the system is great it sometimes refers candidates that are not a fit.

The entire firm uses PeopleFluent Mirror Suite for Talent Management's as the primary performance management tool (e.g., to set team member goals and track progress against goals for career conversations). We also use it for ATF (Any Time Feedback) - which is a quick way to give people in-the-moment feedback on what they're doing well and what they're not doing well.

We use PeopleFluent for performance management for the whole organization. We have 3 performance management cycles for staff and providers. Some employees are evaluated annually on a certain date, some other annually based on their date of hire, while some other annually based on their birth date. PeopleFluent has helped us build different evaluation plans based on the employee profile. It has reduced and almost eliminated paper-based evaluations. The employees are located across 35 locations. Having a centralized performance evaluation system has streamlined the process of talent management.

PeopleFluent has eliminated the use of paper reviews. It is also eliminated the use of scanning, emailing or interoffice mail. It is a great tool for communication and I highly recommend it. However, in some ways, the product can be improved. Some processes are tied to each other and could function in tandem. For example, while completing the self-review, the employee has to capture multi-raters. If self-review is submitted without listing multi-rater names then multi-rater review has to be captured separately on paper. In my opinion, these two processes can be different. Multi-raters should be added/removed/modified after submitting self-review.

PeopleFluent is being used across our whole organization. There are two main business reasons that I can think of for why we are using the software. First we use it for setting, keeping track, and reviewing personal goals and where you stand as an employee in the organization. The other main use that we have for PeopleFluent is requesting and giving out feedback to other employees.

I feel like if you are going to use PeopleFluent for the majority of the things that they are offering, then it would be a good thing to use at your organization. It does a good job with getting feedback from other people in the organization and allowing for managers to see praise that is being given to others.

If you aren't going to use a lot of the features, I would stay away.

The PeopleFluent is used across the entire company for talent management. It is used here for personal development and goal setting and tracking. It is also used to setup the personal professional profile and internal opportunities application.

It's always good if an organization likes their employees to better manage and track their career development and goals, with an easy and straight-forward approach.

We use this organization-wide, but not all of the facets of the product due to our own risk management. We use this for not only our ATS and skill assessment, but as a collaboration and shared document center.

I would recommend Peoplefluent to companies that want engagement from users but without having to explain each step. The layout and out of the box features are intuitive, but to get the most bang for your buck, I would not recommend this to federal contractors.

I am a user of PeopleFluent. One of our clients has implemented it, and I am the primary resource here who interfaces and accesses PeopleFluent. It is designed as a VMS (vendor management system) and ATS (applicant tracking system). I believe it is primarily used by HR at our client to manage job requisitions that need to be filled by vendors like my company. I access open requirements in the system, submit candidates to those positions, schedule and confirm interviews, and work through onboarding when appropriate.

I suppose it's well suited as a VMS (vendor management system) and job requisition system for companies who use vendors to do a lot of their hiring. It does contain many fields and tabs where you can provide vendors with a lot of information, and provide details on rate expectations. It allows for resume uploads and notes, which are good, and the ability to notify/update multiple vendors simultaneously is something that is absolutely necessary in this sort of software. However, I believe there are better choices out there. I've interfaced with numerous vendor management systems over the years, and although PeopleFluent isn't the worst, it definitely isn't the best either. I'm not sure that "isn't appropriate" per se, because it does the basics of what it needs to do, but personally, I would shoot for a different VMS were I implementing one (from my perspective). I'd prefer a VMS with a more up to date interface, and less confusion in the candidate submittal process. And I certainly think there are systems that handle the log in/password process much more smoothly.

PeopleFluent is used for talent management at Domtar by the human resource department. It helps the organization with talent acquisition and management in smooth and effective way.

PeopleFluent Mirror Suite for Talent Managment is suitable for mid size organizations.