From three places. Manual work falls because payroll calculates automatically, recalculates past periods on its own, and shares one employee record across modules so nothing is re-keyed. Routine compliance no longer needs country-specific external consultants, because legislative updates ship as maintained configuration. And error rates drop, which cuts the corrections, audit findings, and overpayments that quietly cost the most.

Three things. First, how much manual checking and outside-bureau cost your current payroll carries the higher these are, the faster Hermetis pays back. Second, how many Legal Entities you consolidate cost per employee falls as you add entities, so multi-country groups see the strongest return. Third, the quality of your starting data clean master data speeds go-live and cuts the correction cycles that drain payroll teams. We model your specific case in the discovery conversation rather than quoting a generic figure.

Not necessarily. Hermetis can run alongside what you already have for example as a payroll-only engine while your corporate HRM stays the master of employee data so you don't have to rip out a working system to start. A full migration is supported when you want it, but it is an option rather than a precondition, which lets you adopt Hermetis one entity or one function at a time.

Yes. We run a discovery conversation that maps your current costs compliance effort, administrative time, error and correction rates against running the same work on Hermetis, modelled on your actual entity count and headcount rather than a generic figure. It carries no commitment to proceed.

Licensing is based on the number of Legal Entities, the modules you use, and active employees, and cost per employee falls as the organisation grows so adding headcount or entities is proportionally cheaper per person rather than linear. The practical effect for a growing group is that the HR and payroll function can stay roughly flat in headcount while the business expands.

 Implementation includes role-based training for HR, payroll, and IT, with each role learning the parts they actually use rather than the whole system. Time to full proficiency typically runs from a few weeks to a few months depending on role complexity, and documentation plus direct access to Hermetis experts continues after go-live, so the team is not left on its own once the project closes.

Manual HR and payroll work scales with headcount and with the number of countries you operate in, and error rates and audit exposure compound in multi-jurisdiction setups: more reconciliation by hand, more correction cycles, and more exposure at audit. The aim with Hermetis is to keep the HR and payroll function roughly flat in headcount as the business grows, by removing the repetitive work and the country-by-country consultant dependency. We model the specific cost against your own numbers in a discovery conversation.