# How should a VP of Human Resources evaluate Workday consulting services for talent management and workflow optimization?

<p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">Talent management and workflow optimization are two different jobs to hire a vendor for; one is about configuring a system well, the other is about whether people actually use it differently afterward, and most VPs evaluating <a class="a a--md" elv="true" href="https://www.g2.com/categories/workday-consulting-services">Workday Consulting Services</a> don't separate the two before they start comparing firms. Getting that split right up front changes which criteria below matter most for the decision.</p><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true"><strong>What we're hoping to find:</strong></p><ul>
<li>Whether the firm has documented, reviewer-confirmed experience in talent management specifically, not just Workday generally</li>
<li>Whether the engagement model matches the org's actual need, vendor selection advice, hands-on configuration, or ongoing staff augmentation</li>
<li>Whether reviewer evidence is diluted across many practice areas or concentrated in Workday-tagged work</li>
<li>Whether workflow optimization outcomes are described concretely by reviewers rather than asserted in marketing copy</li>
</ul><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true"><strong>What the reviews actually show:</strong></p><ul>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/surety-systems/reviews"><strong>Surety Systems</strong></a><strong>:</strong> Explicitly staffs specialist consultants by module, including Talent, and reviewers describe those consultants as "knowledgeable in their areas" with the ability to swap in a different specialist if the initial fit isn't right, a useful signal for a VP whose priority is talent-specific expertise rather than generalist Workday knowledge.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/outsail/reviews"><strong>OutSail</strong></a><strong>:</strong> Valuable at the evaluation stage itself, helping a VP get a shortlist and negotiation position sorted before signing anyone, though it's advisory, not delivery, so it answers "which vendor" rather than "how do we optimize workflows once we're live."</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/accenture/reviews"><strong>Accenture</strong></a><strong>:</strong> Suited to a VP who needs talent management folded into a broader, multi-system HR transformation, with the tradeoff that Accenture's Workday-specific reviewer evidence sits inside a much larger, multi-practice review base rather than standing alone.</li>
</ul><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">A VP evaluating this category well is really answering two separate questions before picking a vendor: are we choosing a system, or optimizing one we already have? Which of those two questions is actually driving this evaluation right now, and does that change whether OutSail, Surety Systems, or Accenture fits first?</p>

##### Post Metadata
- Posted at: about 1 month ago
- Author title: Writer
- Net upvotes: 1


## Comments
### Comment 1

&lt;p&gt;&lt;span style=&quot;background-color: transparent; color: rgb(0, 0, 0);&quot;&gt;For most VPs who already live in Workday, it&#39;s the optimizing question that&#39;s actually driving things, which pushes delivery firms ahead of advisory ones. &lt;/span&gt;&lt;/p&gt;&lt;p&gt;&lt;span style=&quot;background-color: transparent; color: rgb(0, 0, 0);&quot;&gt;From what I&#39;ve seen, evaluations tend to go wrong when treating talent-management configuration and adoption as the same deliverable, when the firm that configures a module well is often not the one that gets managers to run reviews differently afterward. &lt;/span&gt;&lt;/p&gt;&lt;p&gt;&lt;span style=&quot;background-color: transparent; color: rgb(0, 0, 0);&quot;&gt;One thing to pin down with any shortlisted firm is the specific Workday-tagged talent engagements behind their references, since a broad consultancy&#39;s Workday evidence can sit buried inside a much larger practice. Between a system choice and an optimization, which one has a hard deadline attached, because that tends to settle sequencing faster than firm reputation does?&lt;/span&gt;&lt;/p&gt;

##### Comment Metadata
- Posted at: about 1 month ago
- Author title: Marketing





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