# HiBob BambooHR integration

*HiBob → BambooHR*

**In short:** A HiBob to BambooHR integration keeps people data in sync between two HRIS platforms: it reads employees, job and compensation history, org structure, and time-off from HiBob, matches each person to the right BambooHR record by a stable key like work email, and writes the correct effective-dated rows into BambooHR's Job Information, Compensation, and Time Off tables. Done properly it is not a CSV upload - it is a scheduled, idempotent pipeline that resolves manager references, maps list values that must pre-exist in BambooHR, and never duplicates a history row when it runs again.

## What a HiBob to BambooHR integration actually does

HiBob and BambooHR are both core HR systems, which is exactly why syncing them is harder than it looks. When a group standardises on HiBob at headquarters but a subsidiary or a recently acquired entity stays on BambooHR - or when a migration keeps both live in parallel for a few months - every joiner, leaver, promotion, and address change has to exist in both places. Done by hand, someone re-keys the same event twice and the two systems drift within a week.

A HiBob to BambooHR integration closes that gap automatically. It treats HiBob as the system of record, reads each relevant change, matches the person to the right BambooHR record, and writes the correct fields and effective-dated history rows into BambooHR - without anyone maintaining a spreadsheet of who changed what.

## What data moves

| HiBob object / event | Becomes in BambooHR | Notes |
| --- | --- | --- |
| Person (new hire) | Employee record | Matched on work email; created only if no BambooHR record exists |
| Personal & contact fields | Employee fields | Name, home address, phone, personal email, date of birth mapped by field |
| Employment / job info | Job Information table row | Effective-dated: title, department, division, location, employment type |
| Reporting line (manager) | Supervisor field | Resolved to the manager's BambooHR ID, so the org chart stays intact |
| Compensation / salary | Compensation table row | Effective-dated, with currency and pay frequency mapped per employee |
| Lifecycle change (termination) | Employment status + termination date | Status value must match a BambooHR list value |
| Time-off request (approved) | Time Off request | Mapped to an existing BambooHR time-off type; days vs hours reconciled |
| Custom fields / lists | Custom fields | List values (e.g. departments, sites) must pre-exist in BambooHR |

The exact field map, list values, and time-off type mapping are agreed once during scoping and encoded in the pipeline. After that, nobody maps them again by hand.

## The details that break naive syncs

A one-off CSV upload or a generic connector app gets you most of the way and leaves the expensive part on your desk:

- **ID namespaces do not match.** HiBob's person ID and BambooHR's numeric employee ID are unrelated. The only reliable join is a stable business key - work email, and ideally employee number. Match on the wrong field and you either duplicate people or overwrite the wrong record.
- **Effective dating.** BambooHR stores Job Information and Compensation as dated history rows, and so does HiBob. Flatten a promotion and a raise to today and you lose the audit trail; post the same historical row twice and you create duplicate history that skews every report.
- **Manager references need ordering.** BambooHR's supervisor field points at another BambooHR employee. If a new manager and their report arrive in the same batch, you have to create or resolve the manager first, then set the reporting line - or run a second pass once every ID exists.
- **List values must pre-exist.** BambooHR rejects a department, division, location, or employment status that is not already a defined list value. HiBob's named lists and free-text categories have to be reconciled to BambooHR's lists before the first write, not discovered at runtime.
- **Time-off units and types.** A HiBob policy measured in working days does not automatically equal a BambooHR time-off type measured in hours. Types have to be mapped, units converted, and only one system left as the owner of the balance.
- **Rate limits and pagination.** HiBob and BambooHR meter and paginate differently. A full-population sync has to page politely, back off on throttling, and resume cleanly rather than hammering either API and getting cut off mid-run.
- **Partial failures.** If BambooHR rejects one record for a missing required field, the other 499 must still land. A naive script aborts the batch; a pipeline isolates the bad record, reports it, and keeps going.

## How we build and run it

We treat this as a pipeline, not a batch upload. HiBob changes are pulled on a schedule (or driven by HiBob lifecycle webhooks), validated, matched to the correct BambooHR record, and written as the right field updates and effective-dated table rows - with manager references resolved and list values checked before anything is sent.

The pipeline is idempotent: every person and every history row carries a stable identifier, so a retry or a re-run never creates a duplicate employee or a duplicate compensation row. It runs on cloud-native, fully EU-hosted AWS infrastructure, so employee data never leaves the EU - which keeps the DPA / AVV covering this processing and your GDPR obligations clean, an important point when personal data moves between two HR systems.

And then we keep it running. Monitoring, alerting, incident response, and - critically - watching for HiBob and BambooHR API changes are our responsibility under contract. You get a named owner and an SLA, not a script that quietly stops the day one of the vendors ships a breaking change.

## When this integration is worth building

If you run a handful of people in BambooHR and update them rarely, a manual export or the occasional bulk upload is genuinely fine, and we will tell you so. The integration earns its place when both systems are live at real headcount, when joiners and leavers move constantly, when you need job and compensation history to stay consistent across both platforms, or when a migration is going to run in parallel long enough that manual double-entry becomes its own source of errors. At that point a managed pipeline is cheaper and safer than the drift it prevents.

## Frequently asked questions

### Why would a company sync HiBob and BambooHR instead of using just one?

Usually because two parts of the business standardised on different systems. A group runs HiBob at global HQ while a US subsidiary or an acquired entity stays on BambooHR, or a migration runs both in parallel for a period. Rather than re-keying joiners, leavers, and job changes twice, the integration makes HiBob the system of record and keeps BambooHR current automatically.

### How do you match a HiBob employee to the right BambooHR record?

On a stable key that exists in both systems - normally work email, and where available the employee number. HiBob's internal person ID and BambooHR's numeric employee ID are different namespaces, so we maintain the mapping in the pipeline itself. New hires that do not yet exist in BambooHR are created; existing people are matched and updated, never duplicated.

### Does it move compensation and job history, or just the current values?

Both, if you want history. BambooHR stores Job Information and Compensation as effective-dated tables, and so does HiBob's work and salary history. We map each historical row to the correct effective date rather than flattening everything to today, which matters for reporting and audit. The pipeline tracks which rows it has already written so re-runs never create duplicate history.

### How is time off handled between the two systems?

Time-off types and units rarely line up one to one. A HiBob absence policy measured in days has to map to a matching BambooHR time-off type, and requests must reference a type ID that already exists in BambooHR. We agree the policy mapping up front and sync approved requests; balances stay owned by whichever system you designate, so the two do not fight over the same number.

### Who operates it after it goes live?

We do. The pipeline runs on cloud-native, fully EU-hosted infrastructure that we monitor. If HiBob or BambooHR changes an API field or a rate limit, that is our problem to fix, not something your HR team discovers when a sync silently stops. You get a named owner, alerting, incident response, and an SLA rather than a script somebody has to remember to run.

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Need this integration built and permanently operated? Tell us which systems connect and what data has to move. Fixed-price scoping quote within 48 hours.

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