Visier

Visier joins your HR, payroll and hiring data into one model with ready-made measures. Reviewing its AI output and checking your data for bias are your jobs. Its predictions can name employees, and you can switch them off. Its fees run for the full term, so settle the price and terms before you sign.

By Ashish Manchanda Published 10 Nov 2026 Last updated 10 Nov 2026

Visier is a ready-made analytics layer, sold by headcount on a full-term contract

In one line

Visier gathers data from your HR, payroll and hiring systems into one workforce model. People then get ready-made measures and plain-language answers from it. Visier prices by headcount and sends buyers to sales.

Buy it if

You want a finished analytics layer, not a build project. Your people data sits in several systems and you want one record per person across them. Workforce Insights is built to run without a dedicated analytics team, though an analytics lead helps.

Do not buy it if

You need data that updates by the minute. Visier’s links run in batches, and it recommends a daily run. Or you need fees you can cancel part-way through the term. Visier’s fees are non-cancelable and non-refundable except as the agreement provides.

Price

Pricing is based on the number of employees and varies with the products you buy. A free 30-day trial of Visier People is available, and you can renew it twice for another 30 days each. It runs on a test copy with sample data or data you load.

It pulls data from your HR systems into one model, then answers questions about it

Visier’s main job is to join the data you already hold. Ready-made links pull data from HR systems, payroll, hiring tools and data warehouses. The HR systems include Workday, SAP SuccessFactors, Oracle Fusion, UKG Pro, Dayforce and BambooHR. The data warehouses include Snowflake, Databricks, Amazon Redshift and Google BigQuery. Visier turns the same person across five systems into one record. Visier calls this a Context Engine.

Getting data in takes set-up work, and the data then refreshes in batches. An administrator sets up each link in Visier Studio, Visier’s set-up area. They create a login for Visier in the source system and run a first data pull. If your data passes through a gateway that controls access, your IT team needs time before set-up. Visier’s implementation team covers the details of each link during discovery.

Once data is in, you can start with ready-made answers instead of building reports. Visier ships with more than 2,000 ready-made measures, each with a definition and a calculation. The entry product is People Essentials. It holds more than 800 measures, 850 questions and 200 stories and dashboards. It covers headcount and movement, including career and sourcing paths. It also answers how many people each manager leads and how many layers there are. It has a diversity view with goals and a basic pay equity analysis by factors such as gender and ethnicity. You can load performance review results into it.

Other products sit on top, and each answers a further question. Workforce Planning has a library of ready-made planning models, including skills planning and headcount and cost planning. Organization Design lets users model moving departments or changing reporting lines, then see the effect on cost and headcount. Extend joins work data, such as service tickets, deals or financial data, with people data.

People ask questions in plain words through Vee, Visier’s AI assistant. Vee answers from your own data and works in Microsoft Teams and Slack. It is designed for users with limited analytics backgrounds. It can look at group totals or give detailed profiles of individual employees, so decide who gets it. Your organisation must opt in to Vee 2.0 in its AI settings. You can give Vee to specific users or groups only.

Talent Agents push personalised guidance to managers in Teams, Slack or email. They flag signals such as a team showing early flight-risk patterns. Visier pairs them with a dedicated implementation team that customises each programme. The Talent Agents system makes no hiring, pay or termination recommendations about individual people. It does not act on its own. A Command Centre lets HR business partners see which managers have engaged with the guidance. It is meant to help them focus, not to score managers.

Data can also leave Visier, and each route has a different risk. Visier connects to your own AI tool through its MCP server. This is a standard link that lets assistants such as Claude Desktop and Cursor read Visier data. An outside AI agent inherits the permissions of the user. Visier bundles the MCP server with Vee at no extra licence cost. Using it sends your data to third-party AI services. Visier does not recommend connecting untrusted MCP servers to agents that also reach Visier. You can also export data to tools such as Excel or Tableau, or to Databricks, Snowflake and Google BigQuery. An export holds everything the person who schedules it may see. The receiving system then applies its own access rules, so decide who can schedule exports.

Ready-made measures, team-only access and results customers report

A ready model, not a build

Your team adjusts a ready-made workforce model instead of building the foundation itself. Visier manages the underlying infrastructure, platform releases and link updates, and its professional services team can curate the experience further. That saved building work is why buyers compare it with a build. Sunstate Equipment chose Visier over building its own system or using Power BI or Tableau. It rolled it out in two months. Printpack chose it over an in-house build and Workday Prism. Gore Mutual was fully operational within six months, and Eaton reached 1,500 HR users in four months. For manufacturers, Visier’s own analysis puts its cost at 30 to 50% less than building a custom solution.

Managers see only their own team

A filter finds each manager’s direct reports automatically. In Workforce Insights a manager sees their team and nothing else. That holds whether the answer comes through Visier, an AI agent or a tool they already run. Access is set for each type of data, at detailed, aggregate or no access. Visier keeps an audit log of every data access event across all users and agents. The Super Admin permission gives full access to all data, so decide who holds it.

No AI training on your data

Visier does not use your data to train generative AI models. Visier’s AI partners are SOC 2 certified. They have committed not to keep or train on data that Vee sends them. Visier holds a SOC 2 Type II report covering security, availability and confidentiality. It encrypts customer data when stored and when sent, and your IT team can review the standards. You choose one data centre region from Canada, Germany, Singapore and the United States. Your data stays in that region unless you authorise otherwise.

Comparison with other companies

HR benchmarks hold more than 250 million data points. They cover turnover, hiring, promotions, retirement and demographics. Pay benchmarks hold more than 2 billion data points by role, level, location and industry. Visier also offers EEOC benchmarks that compare your workforce against federal reporting categories. Access to benchmarks in People Essentials is free if you join the Benchmarking program. Joining means you agree that Visier produces Aggregate Data from yours. Under the agreement, that data is not Personal Data or Customer Data, and it is proprietary to Visier.

Customers report results

These are the customers’ own reports, not ours. Sunstate Equipment cut turnover by 50% and overtime by 10%. Providence found roles where higher pay improved retention by 30%, worth an estimated $6 million a year. Ascension retained nearly 1,000 more nurses year over year and saved tens of millions of dollars on sign-on bonuses. Experian cut its reporting workload by 70%. It also retired an in-house model for predicting who may leave, which cost at least $30,000 a year to maintain. Printpack’s leaders compare turnover across 19 plants in minutes.

It suits data spread across systems, and its customers range from a few hundred people to very large employers

Customers range widely in size

Visier’s named customers run from a few hundred people to very large employers. Gore Mutual has more than 600 people and uses Workforce Insights. Sunstate Equipment has 2,400 and Ascension has 139,000. GFOS has 200 people, but it uses Visier’s Embedded product, not Workforce Insights. Fit depends on the size of the workforce and the challenges to solve. Visier closed its 2025 fiscal year with 65,000 customers in 75 countries.

Data in several systems

Visier can load records from Workday and a hiring system into one employee record. Its planning product also runs on HR and Finance data together. If your numbers sit in an HR system, a payroll system and a hiring tool, Visier joins them first.

Analyst time

Visier’s case is that analytics teams spend 70 to 80% of capacity sifting for data stories. It sells Visier as the way to scale that team. Workforce Insights is built to run without a dedicated analytics team, though an analytics lead helps. Scenario planning is built for HR and Finance business users to run directly. If your analysts spend their days answering requests, that is the job Visier targets.

Extra purchases, batch data, and governance work that falls on you

The limits fall into two groups, and you should know both before you sign. Some are about what you buy and when it works. They are the extra purchases, the links still in Beta and the batch refresh. The rest are about governance. They are the forecasts of who may leave, the AI duties, bias checking and data about how people work. For the second group Visier supplies the tool, and its terms and trust pages put the duties on you. So settle who owns them before you sign.

Extra purchases

People Essentials comes first, before Planning or Org Design. Workforce Planning cannot be bought without it, and Organization Design requires it. Visier marks products that cost extra with a Subscriptions label. Visier People Extend is an add-on to an existing Essentials licence. Customizations and custom planning models may be added with the relevant customization pack. Building your own link with the Connector SDK, Visier’s kit for developers, costs extra. So the quote you receive depends on how many of these you add.

Some links are still in Beta

Beta means a feature is not yet generally available. Visier documents its BambooHR, Dayforce, iCIMS, Medallia, Microsoft Viva Glint, MySQL, Oracle Database, Amazon S3 and Databricks links as Beta. Check whether the links to your own systems are among them. Some Visier features sit at a Limited Availability stage. They are ready for production use for eligible customers, and technical support is not provided for them. Org Design reached general availability in February 2026. Talent Agents were announced on 21 October 2026. Ask for the release label on each feature you plan to rely on.

Data arrives in batches

Visier’s links run in batches, not in real time, and Visier recommends a daily run. So your figures are as fresh as the last run.

Org Design stops at approval

It exports an approved hierarchy and position data as CSV or XLS. Putting the approved change back into your HR system is a process that initially needs a data transformation team. Budget for that if the design has to land in your HR system.

Forecasts of who may leave

The risk of exit model can score who is likely to resign next. You can view predictions at employee level, with the top factors behind each score. The model is trained on data from more than 85,000 organisations. It also uses up to 24 months of your own employee history. It is most accurate with 36 months of history. The default training period is 24 months and the minimum is 13. On average across all clients, Visier measured its resignation model as 5 times more accurate than guesswork. Visier recommends leaving sensitive data such as age or gender, and backdated data, out of these models. You can turn predictions on or off in your own deployment. Decide who sees a named forecast before you switch it on.

The AI terms put duties on you

In the AI Addendum, you acknowledge the AI is a decision-support tool. It forbids using the AI for automated or over-reliant decisions about hiring, termination, discipline, promotion or pay. You must make sure competent, trained staff review all AI-generated output in a meaningful way. You must give any required disclosures to affected workers and their representatives. This comes before you put the AI into service in the workplace. You must keep the AI logs for at least six months. Visier may suspend or withdraw an AI System. If it withdraws one permanently, you can end the affected order.

Bias checks are yours

Visier People is not intended to filter your data to detect bias or discrimination. Visier asks each customer to confirm that its source data is free from bias. Under the master agreement, your decisions based on the service are your own. Visier assumes no responsibility for their consequences, including consequences that come from bias.

Calendar and collaboration data

The Google Calendar link retrieves event titles, times, locations and organisers. It also retrieves descriptions, recurrence patterns, and attendees’ email addresses, names and responses. It asks for a permission that Google calls seeing and downloading any calendar the account can access. Ask your IT team to review it before you switch it on. A Collaboration Circle chart lets users explore collaboration activity between individuals and groups. You enable it by contacting Visier Technical Support. Depending on your set-up, Visier may also process data automatically to derive insights on how people collaborate in your organisation. If you use these, plan how you will tell your people.

Questions put to Vee are logged

An administrator can download logs of user activity and the questions asked. The log includes the email address of whoever asked. Two Visier pages differ on what is kept. Visier’s AI FAQ puts it one way. User questions are logged in Visier’s secure environment for product improvement and monitoring. The outside AI partners do not retain them. Its architecture page puts it another way. Customer data is not used for training and no prompt submissions are retained. Using Vee also needs you to grant Visier data aggregation rights, because aggregated data improves question coverage and user experience. Ask Visier which description applies to your contract. Studio Agent is a separate assistant that helps administrators. Studio Agent stores queries and feedback for 30 days, then purges them.

ISO 27001 and SOC 1

Visier is currently not ISO 27001 certified. It does not intend to pursue a SOC 1 report. Existing customers read the SOC 2 report on Visier’s service portal. Prospective customers ask their account executive for it, so ask before you sign.

Taken together, these limits point one way. Visier forecasts who may leave and answers questions about named people. Visier’s AI terms and its trust pages put human review, disclosure, log keeping and bias checks on you. That work needs an owner in HR before go-live.

You pay per employee per year, and fees run for the whole term

Most of what you take on sits in the contract, not in the price. Visier prices by number of employees and the products you buy, and refers buyers to sales. Fees are in United States dollars unless the order provides otherwise. Subscribing to the Visier People plan on Microsoft Marketplace is a request for more information, not a purchase.

The first terms set what you commit to the day you sign. Unless the order provides otherwise, Visier invoices the first year of recurring fees on receipt of the order. One-time fees are invoiced then too. You commit to pay all fees for the full term. Fees are non-cancelable and non-refundable except as the agreement provides. Each order renews automatically for a term equal to the expiring one. A party can stop that with notice of non-renewal at least 60 days before the end. Put that date in your diary. Overdue amounts carry interest of one percent a month, or the legal maximum if lower. Amounts in good-faith dispute are excluded.

The next terms matter if your headcount grows. Where pricing follows employee capacity, it is calculated per employee per year. You can add employees in minimum increments of 1,000. The agreement counts contractors and inactive personnel who are not terminated as employees, so count them before you buy. If you load more employees than you bought, Visier may issue an overage notice. It takes effect immediately. You can stop that by rejecting it within fifteen days. You must then reload your data with fewer employees within forty-five days. The Global agreement has the same capacity clause.

The third group sets what protects you if something goes wrong. The agreement caps each party’s liability, apart from some excluded claims. The cap is the amount you paid or owe for the service in the twelve months before the event. A higher cap of two times that amount applies to a breach of confidentiality. That includes a breach of security or privacy obligations. Visier carries $20,000,000 of professional liability cover per claim, including cyber liability. Either party can end the agreement or the affected order for a material breach. The breach must stay uncured 30 days after written notice. If you end an order for cause, you get a pro-rata refund of pre-paid fees. If Visier ends one for cause, the unpaid fees for the ended portion are due immediately.

Support has limits you can plan around. Support analysts respond from 8:00 a.m. to 6:00 p.m. Pacific time, Monday to Friday. For downtime, Visier gives you free service days. It gives one day for more than 4 and up to 7 hours down in a month. It gives three days for more than 7 and up to 14 hours. Five days apply above 14 and up to 24 hours. Ten days apply above 24 hours. The maximum is 60 days in any 12 months. Weekly maintenance of up to nine hours does not count as an outage. It falls between 7:00 p.m. Friday and 7:00 p.m. Saturday, Pacific time. You can end the affected order on 30 days’ written notice. This applies if availability is below 90% in two of three consecutive months. Visier notifies you of a security incident within twenty-four hours after confirming it. You can run penetration tests against its test servers up to twice a year on a reasonable request.

A few other terms matter if your company changes. California law governs the US agreement. Either party can assign the agreement to a successor without the other’s consent. This covers a merger, reorganisation or sale of substantially all its assets. Visier may describe you as a customer. It may also include your name in customer lists it shares with third parties for marketing during the term.

The last group sets what you take with you when you leave. Visier deletes or destroys your data within 30 days. Backups made during the term are kept for up to 90 days and then deleted. You own the intellectual property rights in your data. You can export your custom content as a ZIP file. That covers analyses, metrics and concepts, and you can import it into a different Visier account. You can also download a data version table for analytic objects, properties and dimensions.

You could also get these reports and answers from agents built on your own systems. We have mapped what that looks like. The HR Agent Map

Nine questions for the sales call

What is the price for our headcount, and which products does it cover? Good answer: A written quote per employee per year, with each product and customization pack on its own line.
How do you count employees, and what happens if we go over? Good answer: A count rule agreed in writing before signing, and a right to correct any overage notice.
Which of the links we need are generally available today, and which are in Beta? Good answer: Each of our systems marked with its release label, and a support promise for any Beta link.
Can we switch off predictions about named employees, and who on our side can see them? Good answer: Yes, they are off at the start, access goes to named roles, and every look is logged.
What does Vee keep of our questions, and for how long? Good answer: One written answer on where questions are logged, who reads them and when they are deleted.
What do we give up, and what do we pay, if we do not join the Benchmarking program? Good answer: The price of benchmarks without joining, and a clear line on what Aggregate Data comes from our records.
How does an approved org design reach our HR system? Good answer: A named method, a named owner and a fixed price for any data transformation work.
Can we read the SOC 2 Type II report before we sign? Good answer: The report arrives before signature, with the dates it covers.
What do we take with us when the contract ends, and in what form? Good answer: A file format and a date for our data and our custom content, written into the contract.

Alternatives to Visier

If Visier comes off your shortlist, One Model, Crunchr, Orgvue, Workday and ChartHop are the products to look at. Our people analytics guide covers the whole market.

One Model and Crunchr take Visier’s approach. Both sit on top of the systems you run and join their data into one model. One Model draws on Workday, SAP SuccessFactors, ADP, Oracle, Greenhouse and SmartRecruiters. Its platform has three parts. They are Data Mesh for ingestion and cleansing, Data Stories for dashboards and One AI for predictive models. Crunchr is a platform on top of the systems a customer already uses. It is for organisations with 1,000 or more employees. Fewer than 500 employees is probably not a fit yet. Crunchr’s customers range from a few thousand employees to tens of thousands. Visier’s named customers start lower. Gore Mutual has more than 600 people and uses Workforce Insights.

Orgvue fits if your main question is structure. It covers org design, activity analysis, skills analysis, analytics, data management and workforce planning in one platform. Its analysis covers structure, spans, layers and costs. Check it first if planning is why you are shopping. Visier’s planning and org design products need People Essentials first.

Workday and ChartHop fit if you want analytics inside the system that holds your people records. Workday People Analytics analyses Workday HCM and talent data, and you choose 4 to 36 months of history to load. It analyses up to 400 thousand employees. Workday HCM also includes an analytics and reporting toolkit. ChartHop is a layer on top of an existing HRIS. It also offers its own HRIS. Headcount planning, compensation, performance, engagement and goals run on one data model. If you run Workday HCM, test its own analytics against Visier on your own data.

Buying nothing is the last route. An HR system you already run may cover part of the job. Ask your current vendor what its reports cover before you price Visier. Visier’s case starts where people data sits in several systems.

More in this guide

The People analytics guide
Compare the 33 researched products what each brings together, what its AI does, what it costs and the contract terms.
Mid-market companies which people analytics products suit 200 to 2,000 people, what they cost and what to ask.
Enterprise companies which people analytics products suit 2,000 people or more, what they cost, how contracts run and what to ask.
Companies whose HR system has analytics what the analytics in your HR system covers, what it costs and when to buy something separate.
Companies using their own AI tool or data warehouse how each product lets your own AI tool or data warehouse use the data, what it costs and what to check.