# eloomi — Talent Management eloomi by Dayforce a/s holds a panel rating of 2/5 from 6 AI judges (category median 2/5), as of 2026-10-15. Provenance: EU origin, foreign-owned; sovereignty: not determined. - Vendor: Dayforce a/s (https://eloomi.com) - Category: [Talent Management](https://whats-best.ai/software/talent-management.md) - Provenance (editorial classification): EU origin, foreign-owned - Canonical page: https://whats-best.ai/software/talent-management/eloomi - Alternatives: https://whats-best.ai/software/talent-management/eloomi/alternatives ([markdown](https://whats-best.ai/software/talent-management/eloomi/alternatives.md)) - Data as of: 2026-10-20 · evaluated 2026-10-15 · oldest source captured 2026-10-13 **AI-generated.** Every score, rationale and verdict here is written by a panel of AI judges from public evidence — an analysis, not a hands-on test. Every fact quotes the vendor page it was read from. No score can be bought. How scores are made: https://whats-best.ai/methodology ## At a glance - Vendor: Dayforce a/s - Headquarters: Not stated on the vendor’s pages as of 13 Oct 2026 - Data hosting: Not stated on the vendor’s pages as of 13 Oct 2026 - Free plan: Not stated on the vendor’s pages as of 13 Oct 2026 ## The panel's verdict eloomi, founded in Copenhagen and acquired by Dayforce (US/Canada) in 2024, is a learning and development platform with built-in performance management, contracted through Dayforce a/s of Copenhagen. The bench scores it highest on learning and development, where judges point to skills profiles built on a live taxonomy of more than 75,000 job titles and 30,000 skills, learning paths with completion reporting, a curated content library and LinkedIn Learning; goals and feedback and integrations and portability follow, the latter resting on named links to 40+ HR platforms including SAP, Workday and ADP. The weakest ground is codetermination and privacy and sovereignty: the captured pages describe sentiment analytics over employee data purely as a benefit, the privacy policy is the parent Dayforce's, and no public information was found on hosting location or subprocessors. Persona-weighted totals range from 3.4 to 5.2, no criterion spans more than two points, and pricing transparency scores 0, with cost reachable only by booking a demo or call. **Speaks for it:** - Skills profiles for every employee built from a skills survey against a live taxonomy of more than 75,000 job titles and 30,000 skills - Learning paths with real-time completion reporting, a curated content library and LinkedIn Learning integration anchor the top-scoring criterion - OKR goals at company, manager and employee level with 1:1s carrying reminders, notetaking and structure suggestions - Named integrations with 40+ HR/HCM platforms including SAP, Workday and ADP, plus single sign-on and an open access API - Journeys let HR tailor review workflows by organization, department, team or group with automated scheduling and reminders **Held against it:** - Codetermination and privacy scores cluster at 1-3, with no public information on retention, deletion, access logging or anonymity thresholds - Sentiment analytics over employee data is described purely as a benefit, with no public information on its inputs or an option to disable it - Sovereignty scores cluster at 1-3: the privacy policy is the parent Dayforce's, with no public information on hosting location or subprocessors - No public information on a bulk export of the review, goal and feedback history; only learning data sharing via API is described - No public information on rating scales, calibration views across teams or employee sign-off in reviews, which score 4-5 **Best for:** - You want an L&D-first platform where skills mapping, curated content and LinkedIn Learning sit beside goals and reviews - You run OKR-style goals and structured 1:1s and want them tied to the employee profile and a manager dashboard - You need named, supported integrations with HR platforms such as SAP, Workday, ADP, BambooHR and HiBob - You want review workflows you can tailor per organization, department or team and run without a consultant **Avoid if:** - You must draft a works agreement naming data controls — codetermination and privacy scores cluster at 1-3, with sentiment analytics framed only as a benefit - You need documented hosting location, data residency or a subprocessor list before signing — sovereignty scores 1-3 and the privacy policy behind the links is the parent Dayforce's - You rely on exporting your full review, goal and feedback history at contract end — the pages describe only learning data sharing via API ## Scores by judge and criterion Scores out of 5, each judge scoring independently against the published rubric (v1). "n/r" = not rated: the vendor publishes no price. | Criterion | The Head of HR | The Managing Director | The People Analyst | The Works Council Member | The HR IT Integrator | The Skeptic | | --- | --- | --- | --- | --- | --- | --- | | Performance reviews & calibration | 2.5/5 | 2.5/5 | 2.5/5 | 2/5 | 2/5 | 2/5 | | Goals, OKRs & continuous feedback | 3/5 | 3/5 | 3/5 | 2.5/5 | 3/5 | 3/5 | | Learning, skills & succession | 3.5/5 | 3/5 | 3.5/5 | 3/5 | 3/5 | 3/5 | | Works council, visibility & AI disclosure | 1.5/5 | 1/5 | 0.5/5 | 1.5/5 | 0.5/5 | 1/5 | | HRIS sync, integrations & data portability | 3/5 | 2.5/5 | 2.5/5 | 3/5 | 2.5/5 | 3/5 | | European sovereignty | 1/5 | 0.5/5 | 1/5 | 0.5/5 | 0.5/5 | 1.5/5 | | Pricing transparency | n/r | n/r | n/r | n/r | n/r | n/r | | **Weighted verdict** | **2.5/5** | **2.5/5** | **2.5/5** | **1.5/5** | **2/5** | **2/5** | ### The judges - **The Head of HR** (v1.0): Runs the annual review cycle for four hundred people and has to defend every rating in it. Wants criteria fixed before the cycle starts, calibration across departments, reminders that chase managers so HR does not have to, and a review history the employee can see and sign. - **The Managing Director** (v1.0): Runs a sixty-person company without a talent team and wants goals everyone can see, regular one-to-ones that actually happen, and a yearly conversation that is prepared rather than improvised. Has no patience for a suite that needs a consultant before the first review goes out. - **The People Analyst** (v1.0): Owns the skills model, the succession bench and the training budget. Wants skills profiles with gaps against role requirements, learning tied to those gaps rather than to a course catalogue, talent reviews per key role, and data that can be exported and analysed outside the tool. - **The Works Council Member** (v1.0): Has to sign the works agreement before any of this goes live. Asks who can read a manager's private note, how small a team may be before survey results stop being anonymous, how long ratings are kept, and whether any AI feature summarises or scores colleagues without a human deciding. - **The HR IT Integrator** (v1.0): Connects the tool to the HR system and the identity provider and will be asked for the data when the contract ends. Wants org chart and manager relations synced from the HRIS, SSO and SCIM, a documented API, and a full export of reviews and goals rather than one PDF per person. - **The Skeptic** (v1.0): Has heard "high-performance culture", "bias-free reviews" and "AI-powered growth" from every vendor. Reads for the anonymity threshold behind the anonymous survey, what the AI review summary was built from, whether the "skills engine" is more than a tag list, and whether five years of reviews leave with the customer. ## European sovereignty — proven facts Built only from facts on the vendor's own pages; a dimension we could not prove is left open, never scored as zero. Headline: not determined. | Dimension | Finding | Points | Source | |---|---|---|---| | Legal entity | Not determined | — | — | | Ownership | Not determined | — | — | | Data residency | Not determined | — | — | | Subprocessors | Not determined | — | — | ## Key facts Each fact is the vendor's own statement, cited to the source page it was read from ([S*n*] → Sources). **Compliance** - DPA: Data Processing Agreements [S4] - It security policy: IT Security policy and infrastructure [S4] - Trust center: Trust & security center referenced in navigation [S6] **Integrations** - Custom API: open access API · yes [S13] - Custom domain smtp: yes · yes · yes [S10] - HR platforms: 40+ · Dayforce · Paycor · BambooHR · Workday · HiBob [S10] - Hris count: 40 · HRIS tools [S13] - Linkedin learning: yes [S10] - Linkedin learning: yes · LinkedIn Learning subscription [S13] - Named hris systems: ADP · SAP · Workday [S13] - Native integration: yes [S5] - Native integration: Native integration mentioned in site navigation [S6] - Native integration: site lists a Native integration resource [S8] - Native integration: yes [S11] - Native integration: Native integration listed in resources footer [S4] - SSO: yes [S12] - Teams app: Microsoft Teams · yes [S13] - Teams notifications: notifications in Teams app · yes [S13] **Legal** - Content providers terms: Content providers T&C's overview [S4] - Cookie policy: cookie policy [S4] - Dayforce: dayforce [S5] - Dayforce acquisition: dayforce [S11] - Dayforce company: eloomi is now a dayforce company [S6] - Parent company: eloomi is a SaaS company working together with Dayforce [S1] - Privacy policy: privacy policy [S4] - Statement updated: 2026-09-11 [S3] - Terms and conditions: terms and conditions [S4] - Trust center: yes [S10] **Product** - 1on1 performance reviews: 1:1s and performance reviews as part of eloomi's performance management approach [S6] - 360 feedback: 360 Feedback with structured feedback gathering [S2] - Advanced reporting: yes [S9] - Appraisal reminders: yes · yes [S5] - Appraisal tracking: yes [S5] - Article author: Claudia Domenici [S11] - Article updated: 10/01/2025 · 20/10/2021 [S11] - Automated provisioning: automated user provisioning · yes [S13] - Automated scheduling: Automated scheduling and reminders for performance routines [S2] - Blocker detection: feature to catch delays and blockers early so employees hit performance goals [S8] - Business collections: Business essentials · Management & leadership · Professional skills · Productivity & collaboration · AI & digital transformation [S10] - Compliance collections: Ethics & compliance · Business & ethics · Respectful workplace · Health, safety & wellbeing · Harassment prevention · Data & cybersecurity [S10] - Compliance training topic: Compliance Training [S11] - Content library: Integrated content library [S2] - Content library: yes [S9] - Content topics: curated content collections incl. HR Ethics & Compliance, GRC, ESG; LinkedIn Learning integration [S10] - Conversations: 1:1 conversations with reminders, notetaking, and structure suggestions [S2] - Core positioning: One unified app for everything L&D [S10] - Course topics: risk assessment · security awareness · data consent · right to be forgotten [S11] - Customer count: 2000 [S7] - Customer count: 2000 [S9] - Customer count: 2000+ [S10] - Customers count: 2000+ [S1] - Demo booking cta: Book an LMS demo; cybersecurity training and IT security training solutions offered [S11] - Employee communication: Social feed, messaging, community knowledge sharing [S2] - Employee communication features: activity feed · social features [S10] - Employee led learning: yes [S9] - GDPR training article: The Importance of Accessible GDPR Training for Employees [S11] - Goal adjustment: managers and employees can adjust goals to stay aligned with 1:1 conversations and development planning [S8] - Goal alignment: employees can set goals, track progress, and align objectives with managers and company vision [S8] - Goal tracking reporting: real-time goal progress tracking and reports on personal development plans [S8] - Goals employee profile: yes [S5] - Goals framework: Goal setting with an OKR framework (Objectives and Key Results) [S6] - Goals objectives: Goals and objectives tracked in one space [S2] - HR workflows: Automated HR workflows including onboarding and performance review routines [S2] - Implementation time: 4-6 [S1] - Implementation timeline: 6 · 4 [S7] - Implementation timeline: 4-6 [S10] - Insights reporting: yes [S5] - It compliance: IT governance alignment · yes [S13] - Journeys workflows: eloomi Journeys: automated, tailorable performance review workflows by organization, department, team or group [S5] - Learner data API: learning data sharing via API · yes [S13] - Learning modules: Learning & training · Skills mapping · Curated content · Performance management · Learning management system · Reporting & analytics [S11] - Learning paths: yes [S9] - Lms modules: Learning & training · Skills mapping · Curated content · Performance management · Learning management system · Reporting & analytics [S9] - Mobile app: mobile app for learning and performance feedback [S12] - Mobile apps: yes · yes [S10] - Modules: Learning & training · Skills mapping · Curated content · Performance management · Learning management system · Reporting & analytics [S5] - Modules: Learning & training · Skills mapping · Curated content · Performance management · Learning management system · Reporting & analytics [S6] - Modules: Learning & training · Skills mapping · Curated content · Performance management · Learning management system · Reporting & analytics [S7] - Modules: Dayforce · learning LMS/LXP · e-learning content · skills development · employee communication · performance management [S10] - Modules: Learning & training; Skills mapping; Curated content; Performance management; Learning management system; Reporting & analytics [S4] - Modules footer: Learning & training · Skills mapping · Curated content · Performance management · Learning management system · Reporting & analytics [S1] - Native integration: yes [S9] - Nav items: Learning & training · Skills mapping · Curated content · Performance management · Learning management system · Reporting & analytics [S10] - Performance cta: OKR/goal setting at company, manager, and employee level with a call-booking CTA [S6] - Performance management: yes [S9] - Performance management features: goals · performance tracking · 1-1s · feedback · automated HR workflows [S10] - Platform description: LMS training platform for training, developing and engaging people [S7] - Platform summary: LMS training platform for training, developing and engaging people [S1] - Sentiment analytics: Sentiment analytics & reporting based on employee data [S2] - Skills mapping: yes [S9] - Skills profiles: yes [S9] - Skills taxonomy size: 30000 · 75000 [S9] - Skills training: Upskilling/reskilling with training courses and learning paths [S2] - Solution groups: Sales enablement · Customer success · Partner enablement · Customer education · Employee onboarding · Professional development · Leadership development · Social engagement · Performance reviews · Growth conversations · Goal and objective s… [S10] - SSO: single sign-on · yes [S13] - Suite modules: modules listed: Performance, HR Workflows (Journeys), Reporting, Conversations [S8] - Teams integration: Microsoft Teams · yes [S12] - Training recommendation: Recommends a digital GDPR training solution to simplify training procedures for all employees [S11] - Use cases: ethics and compliance · revenue enablement · people engagement · people development [S10] **Support** - Channels: yes · yes · yes [S10] - Dedicated support: dedicated customer service support for integrations · yes [S13] - Hub: Support hub listed in Company navigation [S6] - Trust security center: yes [S11] ## Questions ### Is eloomi European? Partly. whats-best.ai classifies eloomi as EU origin, foreign-owned. ### Where does eloomi store data? Not stated on the vendor’s pages as of 13 Oct 2026. ### Does eloomi have a free plan? Not stated on the vendor’s pages as of 13 Oct 2026. ### What are the best alternatives to eloomi? As of 15 Oct 2026, the panel rates [Culture Amp (3/5)](https://whats-best.ai/software/talent-management/culture-amp), [Small Improvements (3/5)](https://whats-best.ai/software/talent-management/small-improvements) and [Leapsome (2.5/5)](https://whats-best.ai/software/talent-management/leapsome) highest among the other 15 Talent Management products evaluated. Ratings that look equal are rounded to half stars; the order uses the unrounded rating, then the name. The highest-rated European alternative is [Small Improvements](https://whats-best.ai/software/talent-management/small-improvements) (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: [how scores are made](https://whats-best.ai/methodology#ordering). The full list, with European products first: [eloomi alternatives](https://whats-best.ai/software/talent-management/eloomi/alternatives). ## What this page leaves out - We found no public information on pricing on the pages we read (eloomi.com, eloomi.com/product/performance-management, dayforce.com/privacy, eloomi.com/legal, eloomi.com/resource/article/design-define-deliver-your-ideal-performance-reviews, eloomi.com/resource/article/goals-performance-review-examples and 7 more). If the vendor publishes it somewhere else, send us the page. - 34 product facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. - 7 integrations facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. - 3 support facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. - 2 legal facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. - 1 compliance fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. - 1 subprocessors fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. - 1 sovereignty dimension could not be confirmed on the vendor’s own pages and is shown as unknown. - 6 of the readings below were written against an earlier fact sheet — a fact has been corrected, added or pulled since. Until the panel next runs on this product you are reading the older judgement. ## Sources - [S1] Vendor homepage: https://eloomi.com/ (checked 2026-10-13) - [S2] Performance management: https://eloomi.com/product/performance-management/ (checked 2026-10-13) - [S3] Privacy policy (parent Dayforce): https://www.dayforce.com/privacy (checked 2026-10-13) - [S4] Legal overview: https://eloomi.com/legal/ (checked 2026-10-13) - [S5] Performance reviews & calibration — found from sitemap: https://eloomi.com/resource/article/design-define-deliver-your-ideal-performance-reviews/ (checked 2026-10-13) - [S6] Performance reviews & calibration — found from sitemap: https://eloomi.com/resource/article/goals-performance-review-examples/ (checked 2026-10-13) - [S7] Goals, OKRs & continuous feedback — found from sitemap: https://eloomi.com/resource/product-tour/goals-and-objectives/ (checked 2026-10-13) - [S8] Goals, OKRs & continuous feedback — found from sitemap: https://eloomi.com/product/performance-management/goals-objectives/ (checked 2026-10-13) - [S9] Learning, skills & succession — found from sitemap: https://eloomi.com/product/skills-development/ (checked 2026-10-13) - [S10] Learning, skills & succession — found from sitemap: https://eloomi.com/product/learning-and-development-software/ (checked 2026-10-13) - [S11] Works council, visibility & AI disclosure — found from sitemap: https://eloomi.com/resource/article/effective-gdpr-training/ (checked 2026-10-13) - [S12] HRIS sync, integrations & data portability — found from sitemap: https://eloomi.com/product/teams-integration/ (checked 2026-10-13) - [S13] HRIS sync, integrations & data portability — found from sitemap: https://eloomi.com/native-integrations/ (checked 2026-10-13) --- Cite as: whats-best.ai, "eloomi — Talent Management", AI panel analysis, as of 2026-10-20. https://whats-best.ai/software/talent-management/eloomi Corrections: https://whats-best.ai/correct/528?target=page