Integration · Workday + Workday AI
AI governance for HCM & Financials,
where every decision affects a person
Workday-embedded AI features — skills inferences, recruiting ranking, anomaly detection, suggested actions — gated against Privacy Act, OAIC APPs, Fair Work Act, NSW AIAF and HR-specific frameworks before they reach a hiring manager or a payroll posting.
○ On roadmap — under evaluation with HCM / FIN customers
The Workday-shaped problem
What Workday AI touches today
- →Recruiting — candidate ranking, screening, suggested-shortlist. Direct Fair Work and discrimination exposure.
- →Skills Cloud inferences — what skills your employees have, how they should be developed. Used in promotion + comp decisions.
- →Anomaly detection in Financials — flagging journals, expenses, supplier transactions. Mistakes here become CFO-office findings.
- →Suggested next-best-actions across HCM workflows — accepted at scale, rarely individually reviewed.
What we’d build
- →Workday Studio integration + REST/JSON connector calling /v1/governance/gate.
- →Worktag-aware audit so HR / Finance / Cost-center attribution is preserved on every gate decision.
- →Recruiting-specific framework subset — Fair Work Act, EEO obligations, NYC LL144 for cross-border tenants, EU AI Act high-risk classification.
- →Workday Marketplace listing under evaluation, post initial customer reference.
Want to push this up the roadmap?
We sequence the platform roadmap by where customer demand is loudest. If your CHRO or CFO is asking how to govern Workday-embedded AI today — tell us, and the Workday adapter moves up the queue.
Tell us why this matters →