Workday is your system of entry. Your ATS is your system of operations. ADP runs payroll. Cornerstone runs learning. None of them is the canonical record of your workforce — and when one of them gets replaced, the data goes with it.
Aderit is the persistent data layer underneath your existing stack. The source of truth your apps, your analytics, and your AI agents all read from.
300+ vendor connectors · One canonical data model · Agent-ready · Built for the F2000
Every major HR category has its own system: Workday for HCM, an ATS for talent, an LMS for learning, ADP for payroll, a comp tool for rewards, an engagement platform for surveys. The Fortune 500 average is 16 HR applications.
Each of those is a system of entry — where data is keyed in and where workflows run. None is a system of record in the sense that the general ledger is for finance, the CDP is for customer data, or the identity graph is for who someone is across systems.
Workday gets called the SoR by default, because nothing else competes for the role. But it isn't really. Its data is locked to its schema and tightly coupled to its workflows. When you leave Workday, the canonical history goes with it — or gets reconstructed at six- and seven-figure cost. Meanwhile, the 15 other apps each operate as their own miniature SoR for their slice of the truth, with no canonical reconciliation across them.
Aderit Genome is the missing layer. It catches the finalized record from every source system, reconciles conflicting truth claims, persists provenance and lineage, and exposes the canonical record to whatever needs to read it — your apps, your analytics, your AI agents, your auditors. The systems of entry keep being systems of entry. Genome is what makes them collectively legible.
The canonical workforce record.
Genome connects to 300+ HR systems via the Ballerina connector framework — HCM, ATS, LMS, payroll, comp, learning, engagement — and persists the finalized record from each as the canonical truth. Self-extending data model. Reconciliation engine for conflicting cross-system claims. Full provenance and lineage so any field can be traced to its source. No migration, no rip-and-replace; the source systems keep being source systems.
The intelligence layer.
Purpose-built AI agents that operate on the canonical record. Eight advisory agents across the enterprise — executive workforce planning, compensation analysis, compliance, manager coaching, learning recommendations, recruiting verification, employee self-service. Staged autonomy by tier (observer → recommender → executor-gated → autonomous), with graduation criteria measured in acceptance rate, correction rate, and structural coherence. Every high-stakes recommendation is human-gated: the agent advises, the human decides.
Genome persists provenance and lineage so any data point traces to its source. Cortex tracks which advisory patterns produced outcomes and which didn't — successful patterns reinforced, failed ones decayed out of retrieval. A structured evidence vocabulary — SOLID, SOFT, SHAKY, UNKNOWN — runs through both, so stakeholders always know the quality of the data behind a record or a recommendation. The platform learns. Memory governance is built in, not bolted on.
Cortex agents operate on the Genome canonical record, not on per-system data extracts. That means cross-system context is built in: the Workforce Planner sees attrition data from the HRIS, comp ranges from the comp tool, hiring signals from the ATS, and engagement patterns from the survey platform — as one coherent picture, not as a federated query that requires the customer's data team to assemble.
"What's our flight risk exposure in the engineering org if we delay the compensation adjustment another quarter?"
"Based on current attrition patterns and open requisitions, we'll be 14 headcount short in customer success by Q3."
"Three peer companies have adjusted mid-band ranges for senior engineers in the last 60 days. Here's how our current bands compare."
"EU AI Act employment provisions activate in four months. Here are the three decision workflows that require audit trail modifications."
"Two of your direct reports have had no development goal updates in 90 days. Here's a suggested conversation framework."
"Your benefits enrollment window closes in 8 days. Based on your current elections, here's what changes to review."
"This candidate's resume match score is classified SHAKY based on ATS data alone. Here are the gaps that need interview verification."
"Based on your role trajectory and the skills gap analysis for your team, these three certifications have the highest alignment."
Every incumbent is racing to own the canonical workforce data layer — because whoever owns it owns the agent layer above it. Workday's Illuminate, SAP's Joule, UKG's Bryte, and Microsoft's Copilot all assume the customer's data lives inside their ecosystem. That's a gravity well, not a system of record.
Aderit's canonical layer is built as infrastructure. It works regardless of which apps you run today or replace tomorrow.
| Workday Illuminate | SAP Joule | UKG Bryte | Microsoft Copilot | Aderit | |
|---|---|---|---|---|---|
| Works across vendors | Expanding (partnerships) | Partial (MCP/A2A) | No | Partial | Yes, by design |
| Requires platform migration | Yes | Yes | Yes | No (requires M365) | No |
| Human-gated for regulated decisions | Configurable | Configurable | Configurable | Configurable | Architectural default |
| Learns from cross-system outcomes | Within platform | Within platform | Within platform | No | Yes |
| Structured evidence quality scoring | No | No | Confidence score | No | Yes (SOLID/SOFT/SHAKY/UNKNOWN) |
When your ATS gets replaced, your talent history persists in Genome. When your LMS changes, your learning record stays. When Workday's contract comes up for renewal, your workforce truth isn't held hostage to the renewal terms. The apps come and go. The record endures.
For analysts and technical evaluators: how the system actually works.
Source systems remain systems of entry. Genome catches finalized records via 300+ connectors, reconciles conflicting truth claims at the field level, and persists provenance so any data point can be traced to its origin. The canonical record is then exposed through three surfaces: the Cortex agent layer, the customer's own agents and tools (read directly via API or MCP), and downstream apps that need the consolidated truth (BI, analytics, audit).
The architecture is opinionated where it matters and open everywhere else. Reconciliation logic is configurable per customer. Per-agent permissioning is built in, not bolted on. The data model self-extends as new sources are added.
Aderit is built in Ballerina, a language purpose-designed for integration and cloud-native services. HR technology is fundamentally an integration problem: hundreds of vendor APIs, each with different authentication schemes, pagination quirks, rate limits, and data models. Ballerina treats network interactions as first-class language constructs, which means connector development takes days, not months.
The platform runs on AWS with a serverless-first architecture: Lambda for compute, Step Functions for deterministic multi-agent orchestration, DynamoDB for operational control state, PostgreSQL for the canonical data store. This scales from a 500-person pilot to a 50,000-employee enterprise without architectural changes.
Native AI integration uses Ballerina's own AI modules for Claude model access, giving agents structured tool use, ReAct reasoning loops, and session management without external orchestration frameworks.
The stack choice matters because it tells you what the team optimized for: connector velocity, deterministic orchestration, and an architecture that scales from a 500-person pilot to a 50,000-employee enterprise without redesign. The same things matter for being a system of record.
Aderit isn't built by a team that discovered HR last year. Our founding team has lived through every generation of workforce technology: mainframe payroll systems in the 1980s, client-server HRIS in the 1990s, the first wave of SaaS HCM in the 2000s, cloud-native platforms in the 2010s, and now the agentic AI era.
That history matters because it teaches you which problems are structural and which are hype. Integration has been the unsolved structural problem in HR technology for 40 years. Every generation has promised to fix it; every generation has instead built another silo.
Co-Founder & CTO
35+ years architecting HR systems across every platform generation — mainframe payroll, client-server HRIS, cloud-native HCM, and now agent-native infrastructure. Previously CTO at Joynd (HR integration services), where he built the managed cloud data platform that became the operational foundation for enterprise-scale connector architecture. Designed multiple HR and payroll architectures for service bureaus and ERP vendors over his career. Lead architect of Aderit Genome's canonical data model and reconciliation engine, and of the Ballerina-based connector framework that lets new integrations ship in days rather than quarters. Author of the Agentic Readiness Stack — a framework defining the 18 architectural layers required for production-grade agentic enterprise systems.
LinkedInCo-Founder & CEO
25+ years building, implementing, and operating enterprise HR systems at every scale. Led HRIS operations for 13,000+ employees at TDS, where his control framework drove a 99% reduction in operational errors. Managed $16M+ HR/Payroll implementations at ADP serving 100,000+ employees. Director of Software Development at Electronic Commerce Inc, leading integrated HR/Payroll/Benefits systems for 100,000+ employees and establishing SAS70-II certification. Previously VP Engineering at Joynd. Founder and CEO of Aderit. Leads sales, fundraising, and the architectural thesis that workforce data needs its own system of record category — distinct from the systems that enter and operate it.
LinkedInChief Strategy Officer
40+ years in enterprise business application software (since 1980). Founder and CEO of PeopleServ. Faculty at NYU's Human Capital Analytics and Technology (HCAT) program. Editorial committee member at IHRIM's Workforce Solutions Review. Co-author of six books on Business Process Management. Frequent speaker and author on AI, predictive analytics, and the convergence of HR technology with intelligent automation. Joined Aderit to shape the category-defining work on workforce systems of record.
LinkedInAdvised by CHROs and AI leaders from Fortune 1000 enterprises
Aderit Genome is in production with paying customers. 300+ vendor connectors across HCM, ATS, LMS, payroll, benefits, and comp. The Cortex agent layer is in active development on top of the canonical foundation.
Milestones in flight (May 2026):
Upcoming:
WSO2Con North America 2026 — May 20–22, Austin
Panelist, "Building the Agentic Enterprise"
Full 24-month technical roadmap and IP details available under NDA.
Whether you're evaluating the agentic HR landscape or exploring partnership opportunities, we'd rather show you the system than describe it.
Aderit — the workforce system of record.