SplashBI

SplashBI adds reports and AI to your HR systems and sells by quote

You choose where it runs and it holds the usual security standards

These four points are where SplashBI helps a buyer most. Three of them answer the questions a legal or security team asks first. The fourth matters if HR and Finance disagree on the numbers. None of them replaces reading the contract.

Its reported results come from large workforces and are mostly unnamed

The results SplashBI reports come mostly from large workforces, where reports built by hand took days or weeks. Several involve more than one HR system. Every result is SplashBI’s own report, and most carry no customer name. Avanos Medical and Economic Development Corp. are among the few named. Ask for references you can call, so you can judge whether your situation looks like theirs.

The customers described range widely. One has more than 4,000 employees across five source systems. Another has 19,000 employees plus 160,000 students on Oracle E-Business Suite. A fibre packager has 18,000 employees. SplashBI serves 500 or more enterprise customers, including several Fortune organisations and governments, and reports 95% customer retention. If your company is much smaller, ask for a reference of your own size. If you buy for a public body, SplashBI is available on the OMNIA and GSA schedules. No standalone bid is required.

The real contract is private and its pages differ on key points

Several points below are places where SplashBI’s own pages give different answers. A demo tends to cover the best case, so settle these first. Both sides are stated, and each point ends in a question you can take to SplashBI.

There is no public price, so settle the price basis first

SplashBI sells by contact with its sales team, so you cannot budget from a price list. Settle the price basis first, because its pages give three. Its plain-text reference makes price depend on user count, data volume, the products you take and the deployment model. On a SplashBI data-pipeline page, SplashBI does not bill by data volume, and price follows the selected plan. Its Workforce Intelligence page pitches it at buyers who want self-service reports without per-seat licence fees. Ask for one price basis in writing.

US government orders give a sense of range. A US Department of Transportation order for a SplashBI licence renewal, dated 24 July 2024, totals $1,454,413.80. A US Department of Defense order for SplashBI software, signed on 17 September 2024, totals $24,768.07. Neither is described as a People Analytics purchase. Treat them as a range of scale, not a price. On its GSA price list, SplashBI prices services by the hour. It has 11 labour categories, including a Reports Developer.

Some customers have a shorter route. Public buyers can use the OMNIA and GSA schedules, with no standalone bid. UKG customers can fill in a form to start a SplashBI UKG Reporting Trial. Existing customers can add OrgLenz to their current agreement.

Leaving is simpler to plan because SplashBI sits on top of your HR systems. It needs no migration in, so there is no migration out of your HR system either. For OrgLenz, customers own their data and can export it at any time. Reports and dashboards export as PDF, Excel or images. Data can also go out to Snowflake, Databricks, Oracle Autonomous Data Warehouse and PostgreSQL. For customer data, SplashBI acts as a processor and you are the controller. It does not disclose the content of customer data except as you direct or the law requires. Ask what happens to the dashboards and definitions your team builds, as the last question below does.

Eleven questions to put to SplashBI

These questions come from the gaps in the sections above. Put them to SplashBI in writing before the demo, so the answers sit beside the contract.

1. What is the price based on? Users, data volume, the products we take, or how we deploy it? Good answer: One named price basis on the order form, with the figure for our headcount.
2. Can we read the master subscription agreement before the demo? Good answer: Yes, with the uptime, notice, liability and data return clauses in it.
3. How often does the data from each of our systems refresh? Good answer: A refresh time for each named system, written into the order form.
4. Which comparison data with other companies is live today, and where does it come from? Good answer: A named data source and a sample report from a customer, not a plan for later.
5. On our deployment, where does a question typed into SplashAI get processed, and what is logged? Good answer: A named cloud and region for each option, and a stated log retention period.
6. Thumbs-up and thumbs-down feedback teaches the model our preferences. How does that fit with never training on our conversations? Good answer: A written account of what feedback is stored, where, and for how long.
7. Can an admin switch off the risk score by employee, by role, and is each change logged? Good answer: Yes, as a setting our admins control, with every change on record.
8. Which compliance packs exist for our country? Good answer: A named list for our country, not only the US rules.
9. Is SplashBI certified to ISO 27001, or only aligned with it? Its pages put it as certified. Its plain-text reference uses the word alignment. Good answer: A current certificate we can read.
10. Can we speak to three customers on our HR system and of our size? Good answer: Yes, and at least one of them runs our HR system.
11. When the contract ends, what leaves with us? Good answer: Our data in a stated format, plus the dashboard designs and definitions we built.

Alternatives to SplashBI

If SplashBI comes off your shortlist, look at One Model, Visier, Oracle or Orgvue. Check what your current HR system already reports, too. Buying nothing is also a real option.

One Model takes the same approach. It builds a data model from Workday, SAP SuccessFactors, ADP, Oracle, Greenhouse, SmartRecruiters and more. Its price also comes by quote, in three editions called Essentials, Data Mesh and Enterprise. Its predictive models come only in the Enterprise edition. Compare the editions line by line before you compare either vendor’s demo.

Visier sells through its sales team too, but its master agreement sets out the unit. Where pricing is per employee per year, additional employees may be bought in minimum increments of 1,000. Contractors and inactive personnel who are not terminated count as employees under that agreement. Visier also offers a 30-day free trial on a test copy, with sample data or your own. That gives you a cost basis and a trial to compare.

Oracle suits a company on Oracle Fusion HCM. Oracle Fusion HCM Analytics is built on top of that HCM Cloud application. Oracle invites you to get started free, and licenses HCM Analytics by employee count. SplashBI links to Oracle HCM too. For an Oracle customer, the choice is Oracle’s own analytics or a separate layer.

Orgvue matters if OrgLenz is your real interest. Orgvue brings HR, finance and operations data together to model people, roles, structure and costs. It supports analysis, design, planning and monitoring. SplashBI announced OrgLenz on 20 October 2026. Ask both vendors for customers who have run a restructure with their product.

SplashBI also links to Workday, SAP and UKG, and each has its own page in this guide. If you run one of them, check what its own analytics cover before you pay for a layer on top. Write down the three questions you cannot answer today. If your HR system answers two of them, you may not need SplashBI yet. If you run your own AI tool or data warehouse, our guide for that setup covers what to check.