The integration is the product
A training platform never lives alone. On day one it needs to know who your employees are, which company they belong to, what they are allowed to see, and where their progress data should flow. Most implementation pain comes from these seams, not from the platform itself. This checklist covers the four seams that decide whether your deployment runs itself.
1. Identity: single sign-on done properly
Ask for SAML or OIDC support, not just "login with Google." Then go one step further:
- Just-in-time provisioning: a new employee who signs in gets an account automatically, in the right group, with the right role.
- SCIM or an equivalent API for deprovisioning — offboarding that depends on someone remembering to click a button is a compliance incident waiting to happen.
- Group claims from your identity provider mapped to permissions inside the platform.
2. HR data: one source of truth
Job titles, departments, locations and managers change constantly. The platform should consume that data, not ask you to maintain a copy:
- Scheduled synchronization from your HRIS (direct API, webhooks or file export — in that order of preference).
- Multi-company or multi-tenant structures that mirror your legal entity tree, with hard isolation between companies.
- Manager hierarchies preserved, so approval and reporting flows work without reconfiguration.
3. Outbound: where the results go
Training data earns its keep when it reaches the systems that act on it: your HR records, your analytics warehouse, your compliance reporting. Check for a documented read API, webhooks on completion events, and export formats your existing tools can ingest without a scraping project.
4. The multilingual edge case nobody tests
Here is the scenario that breaks integrations in global companies: an employee whose HR record is in Japanese, logging in through a French subsidiary's SSO, taking a course in Portuguese. If employee-facing records, notifications and reports only render in one language, the integration technically works while the experience quietly fails. Test this exact flow before you buy.
Questions to ask in the first call
- Which SSO protocols do you support, and does provisioning require an add-on?
- Can you sync from our HRIS without a middleware project?
- How is multi-company data isolated, and who can see across companies?
- What do webhooks and the API expose today, not on the roadmap?
- How does the integration behave per language — for names, notifications and reports?
Shortlisting platforms? Zalvadora treats identity, HR synchronization and multi-company isolation as core — with 14 languages native across the whole flow. Explore how Zalvadora connects.