Global HR Platform migration risk checklist before you switch platforms.

Fast Use Case

This page is for a buyer who is close to a vendor call, renewal decision, migration approval, or shortlist meeting and needs a sharper private artifact before spending more time with sales teams.

Export and data shape

• Which Global HR Platform records, attachments, comments, custom fields, automations, permissions, and audit trails can be exported before cancellation?
• Can the buyer test an export from Multiplier Employer of Record, Deel Employer of Record, Remote Employer of Record, Oyster Employer of Record or the current vendor before committing to the new workflow?
• Which reports, IDs, approval states, historical activity, or files will be lost, flattened, or recreated manually?

Implementation and rollback

• What has to run in parallel until the new platform is proven?
• Which integrations, webhooks, accounting syncs, directories, or support channels break if object IDs or workflow states change?
• Who owns rollback if the new tool fails during the first live cycle?

Contract and renewal timing

• What notice period, auto-renewal clause, downgrade rule, data retention period, or support cutoff affects the switch date?
• Which implementation, onboarding, migration, support, storage, API, or overage fees are outside the quoted price?
• What written evidence should be collected before approving the switch?

Operational ownership

• Which internal owner signs off on roles, permissions, data cleanup, training, and final cutover?
• Which users or teams will lose a familiar workflow and need a written fallback?
• What public-safe information can be shared for a fixed-scope risk review without exposing contracts, credentials, logs, or customer data?

Public Product Context