Nakisa

A ready-built method for SAP, Workday and Oracle customers

Managers plan alongside Finance, and outside bodies have reviewed it

• Managers can build their own plans and work on them with Finance and HR at the same time. You choose the alerts people get to track a plan's progress.
• You can limit who sees your headcount plans to the right managers, assistants and HR staff. That keeps pay data in fewer hands.
• Nakisa says Gartner listed it as one of 13 vendors in its 2026 guide to workforce planning software.
• Canada's national cyber security centre approved Nakisa's cloud in April 2026. Nakisa says this meets a Government of Canada cloud security profile. Nakisa shares its compliance reports only after you sign a confidentiality agreement.

Its case studies cover other software, and its terms favour Nakisa

• Six Nakisa case studies name its org chart or org design software, not this Suite. The customers include Ontario Power Generation, Statoil and Disneyland Paris. None of the six case studies shows how this Suite performs for a customer.
• Nakisa says its cloud runs at least 99.5% of the time. Its Terms of Use do not promise that the service will be error-free, uninterrupted or secure. Only a signed contract turns the 99.5% into a promise.
• Nakisa's Terms of Use send any dispute to the courts of Quebec, Canada, under Quebec law. Check that you can accept Quebec courts and law before you sign.

Outside SAP, Workday and Oracle, ask how your data reaches it

Nakisa names PeopleSoft among the systems it links to. If you run PeopleSoft, ask whether approved plans flow back into it. If your HR data sits outside SAP, Workday, Oracle and PeopleSoft, ask how it reaches the Suite. If you already use Nakisa's org chart or org design software, this Suite sits in the same portfolio. Ask whether you can add this Suite to your current Nakisa contract.

Nakisa charges per user and publishes no price

Nakisa publishes no price for this Suite. It licenses per user, not per employee, so your cost follows the number of people who use it. If line managers will plan too, count them as users when you ask for a quote.

Nakisa's Terms of Use say fees are non-refundable unless your own agreement says otherwise. The same terms let Nakisa change or stop the service at any time, without notice. Put refund and notice terms in the agreement you sign.

When a contract ends, Nakisa securely deletes customer data. Customer data includes your plans, so ask whether you can export them first.

What should you ask Nakisa before you sign?

1. Does this Suite predict or flag anything about a named employee? Good answer: a plain yes or no, in writing. If yes, check the EU AI Act. The Act's Annex III lists high-risk uses. Employers in the EU have duties for those uses from 2 December 2027.
2. Can you name a customer who runs this Suite, not your org chart or org design software? Good answer: a named company you can call.
3. Is this Suite sold through SAP today? Good answer: a plain yes or no, and the name of the company you sign with.
4. Where do the unemployment and inflation figures come from, and do they cost extra? Good answer: a named source and a written yes or no on cost.
5. What would a licence cost for the number of users we expect? Good answer: a written figure, not a range.
6. Can we export our plans before our data is deleted at the end of the contract? Good answer: yes, with a named file format and a deadline, in writing.
7. What do we get back if uptime falls below 99.5%? Good answer: money off, written into the contract.

Alternatives to Nakisa

The main alternatives to Nakisa are Orgvue, Visier and 4PLAN HR. The strategic workforce planning guide explains the other kinds of product in this market.

Orgvue gives you a planning platform, not a finished method. You build your plan on it with Orgvue's Expert Services team or a partner. Its order forms add 7% a year to the price through the term.

Visier comes with four ready planning models, but you must buy Visier People Essentials first. Visier's platform can also predict which named employee is likely to resign next. Ask whether its planning models use that score.

4PLAN HR says it suits large companies from 500 employees. It starts from a ready template, with a setup led by consultants that usually takes 2 to 3 months.