ETTER INTEGRATIONS​

AI Workforce Transformation,
Built into the your HRIS

Etter integrates natively with your core HCM, ATS, and workforce platforms to model, redesign, and sync AI-ready roles directly back to your system of record, with zero workflow disruption.​

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Trusted by The World's Largest Enterprises

HOW THE LOOP WORKS

Eliminate the HR transformation lag​

01
Ingest
Pull job architectures, compensation bands, and org structures from Workday, SAP, or Oracle. Combine with real-time operational data from Celonis and Visier.
DIRECT SYSTEM SYNC
02
Redesign
Etter's predictive engine maps automation and augmentation opportunities, creates updated skill taxonomies, and builds modern job descriptions.
ENTERPRISE-WIDE SCALE
03
Write-back
Approved roles, skills, and JDs write directly back into your HR systems of record to power hiring, mobility, and retention.
DIRECT SYSTEM SYNC

Your HR Systems, Kept Current

Etter reads from your HRIS and writes redesigned roles, AI-ready JDs, and skills back to your source of truth.

Workday

Two-way sync of roles, job architecture, org, and comp. Etter writes redesigned roles, AI-ready JDs, and skills back.​

SAP SuccessFactors​

Pull job and org data in, push redesigned roles, JDs, and skills back to your system of record.​

Oracle HCM​

Keep roles and skills current, so hiring and internal mobility run on the AI-era plan, not last year's architecture.​

Grounded in How Work Actually Runs

Execution and planning data flows into Etter one way, so the redesign starts from what your systems observe, not what your org chart claims.

Visier​

Feed workforce and planning data in to ground the baseline and forecasts in analytics your team already trusts — defensible from day one.​

Celonis​

Bring process and workflow data in. Tasks are classified Fully AI, Fully Human, or Human + AI against real execution data — not job titles.​

How integrations power each use case​

01
AI Impact on Roles​
Maps task-level automation versus human-led focus by combining HRIS org structures with Celonis workflow telemetry.​
02
AI-First Skills Planning​
Generates targeted upskilling paths and writes validated skill taxonomies back to employee profiles.​
03
AI Job Descriptions​
Generates dynamic, compliance-vetted JDs and syncs them automatically to ATS and recruitment channels.​
04
AI Integration Roadmap​
Produces actionable transformation timelines backed by Visier workforce forecasts.​
6,100+​
Locations
4M+​
Career Paths​
1.7M+​
Peer Group Companies​
28K+
Skills
3,500+​
Roles
1B+​
Professionals​
55K+​
Universities​
1B+​
Job Descriptions​
200K+​
Courses​
66K+​
Technology Solutions​
900K+​
Account Priorities​
Labor Market Data Contextualized with Business Intelligence for Every Decision

Analyzing 1B+ data points
daily from 100K+ sources

6,100+​
Locations
4M+​
Career Paths​
1.7M+​
Peer Group Companies​
28K+
Skills
3,500+​
Roles
1B+​
Professionals​
55K+​
Universities​
1B+​
Job Descriptions​
200K+​
Courses​
66K+​
Technology Solutions​
900K+​
Account Priorities​
AICPA SOC2 TYPE 2
SOC 2
GDPR Logo
GDPR
ISO 27001 Logo
ISO
EAIGG Logo
EAIGG

Ethical AI, Backed by Global Standards

Draup, an AI-first company, upholds global standards like SOC 2, GDPR, and ISO 27001. As an EAIGG member, we audit for bias and build trustworthy AI.

Data Trust &
Methodology
at Draup

Draup uses a structured methodology to reduce inaccuracies and prevent misleading information, with a focus on transparency and responsible data practices.

Data Transparency and Coverage

Draup sources data from diverse, vetted global inputs including public datasets, labor information, professional ecosystems, and industry research. Coverage varies by region and role, and we supplement limited areas with alternative sources and analyst-led modeling.

Profiles Behind the Numbers

All aggregate insights related to buyers, roles, skills, and locations are grounded in structured, anonymized human and organizational profiles rather than pure extrapolation. This ensures context, reliability, and protection of personal identities.

Data Hygiene and Integrity

We maintain a clean, accurate data environment by removing duplicates, outdated entities, and invalid records. Automated checks powered by ML models and analyst reviews work together to ensure clarity and accuracy for every entity, such as buyer, role, skill, technology, or company.

AI Governance and Bias Mitigation

Our governance framework combines automated evaluations with Human-in-the-Loop reviews. We use statistical checks, audits, and cross-source comparisons to reduce demographic and structural bias before insights reach the platform.

Compensation Guardrails

Compensation insights use blended, directional inputs such as aggregated ranges, benchmarks, modeled distributions, and market signals. We distinguish clearly between modeled and reported data and apply guardrails to prevent over-interpretation.

Hourly and Frontline Workforce Coverage

For hourly, frontline, and blue-collar roles where digital visibility is limited, we incorporate government datasets, localized labor information, and specialized partners to build a more complete and balanced view of workforce supply and demand.

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