Stranded with Google Hire? It’s time to move on.

Google yet again buries one of their own – This time its Hire. Next year by now Hire will no longer exist.

Though the clock is ticking on Hire, Google has extended its grace to customers by waving all payments for the next year. Therefore you have no reason to panic and there’s enough time to make a thought-through switch.

So when to start thinking about another HR software?

Today! But why?

  1. Because starting early gives you enough time to evaluate the details of another Human Resource Management Software or product and make a profound decision.
  2. Migration always takes more time than you think or plan for, and throws challenges you didn’t anticipate.
  3. Also, after September 1 | 2020 you won’t be allowed to export any data from Hire. You have to export it either before your contract ends or before September 1, whichever comes first.
  4. Google Hire has announced that they will not be rolling out any more updates or functionalities in Hire.
  5. If you are a fan of Google Hire’s mobile apps, you should know that they’ll be deprecated in January 2020, that’s two months from now. Which means no more updates or quick actions for when you are on the go. No advancing candidates, submitting feedback or acting on sensitive items through your phone.

Evaluating an alternative for Hire – where to start

As you start exploring or evaluating Hire alternatives, here are five questions you should ask yourself.

    1. Does your new ATS have all of Google Hire’s features or workflows?
      You need to perform a complete head-to-head comparison of the feature set, of whether your new ATS tracking system will enable you to carry out all the recruiting activities just like Hire without any interruption. The easiest way to do this would be to ask your new vendor for a detailed comparison against Hire and maybe even hop on a quick demo to experience the product.
    2. Does it integrate with G-suite apps – calendar, rooms, etc?
      One of the reasons Google built Hire was to simplify the recruitment process with a workflow that seamlessly blended into Google’s G-suite. That’s something you should look for in your next HR software too. Having tight integrations with Google’s calendar, directory, hangouts or rooms is going to be key, especially if your organization uses G Suite for everyday business purposes.
    3. Does it offer a value-for-money pricing?
      When considering pricing, don’t just jump off for discounts. Everyone will be willing to give you a discount and bring you on board because they know Hire is sunsetting. However, you need to take a deeper look at the pricing, meaning what happens when the discount ends – go through every plan, the features in each plan, scalability, effort or costs involved in migration, etc.
    4. What will your migration process look like?
      Try to understand the amount of effort that will be involved in migration. Ask your new vendor for how much assistance you’ll be given in the process, if you will or not lose data in the process, how long will it take before the migration is over and you are all set up on the new system, etc.
    5. What does your future look like with the new software?
      As you grow, so will your recruiting needs. See if your new software provider’s goals align with yours. Look for their product updates, any public road maps available, etc. Feel free to ask them for it before you make the buying decision.

Handling your migration like a pro

Letting go of software you have used day in and day out can be difficult on many levels. Software is not always just software, it’s more than that. It’s the core of your HR processes and workflows. For your people, it’s what they lean on each day to get work done the best way.

So migration doesn’t simply mean replacing the software.

We’ve penned down a few thoughtful pointers on how you can go about it like a pro. 

  1. Inform your HR team, hiring managers and other users about the change. Let them know in advance. 
  2. Involve your key users in the decision-making process. Whether it’s a demo or trial, Invite them to evaluate the product with you.
  3. Come up with an implementation and adoption plan and share it with your recruiting team or all users. 
  4. Trial the product before you make a buying decision. See if you will be able to represent your workflows or processes on the new system. 
  5. During the migration, give your team all the help they need to embrace the new system.
  6. Don’t wait until the last minute to make the switch. During the migration, our support team will ensure that you have undivided attention from us and will give you all the help you need but if at all you encounter any hiccups, you’ll have ample time to smoothen things out without interrupting your recruitment.

If you have any questions specific to your organization or team, hiring process, or a certain use case or just about anything, feel free to write to us at You’ll be in good hands, I promise. 🙂