Recruiting HR and IT decision-makers at companies with 3,000+ employees in the UK and Germany for 60-minute in-depth qualitative interviews on human capital management solutions.
HR and IT decision-maker research starts with a simple question: who really decides which HR and payroll systems a large company uses? In enterprises with thousands of employees, the answer is rarely one person. HR leaders shape the requirements for payroll, benefits, and talent processes, while IT leaders weigh in on the systems behind them.
For this study, a leading global human capital management solutions provider wanted to hear how these decision-makers respond to messaging and new ideas for HR, payroll, and workforce management solutions. Vertex Research Partners recruited the enterprise leaders who could answer from experience.
For a similar look at enterprise technology buyers, see our case study on AI-native ITSM adoption and what enterprise IT leaders need to know.
The study covered two markets, the UK and Germany. Vertex Research Partners recruited 12 participants per market, made up of 6 HR and 6 IT decision-makers, for 60-minute in-depth qualitative interviews, with 24 interviews in total.
The client wanted a qualitative view of how enterprise HR and IT decision-makers respond to messaging and new ideas for human capital management solutions, including HR systems, payroll, and timekeeping.
The research set out to understand:
- How HR and IT decision-makers describe their current HR, payroll, and workforce management setups
- Which solution providers they use today and which they would consider in the future
- How they react to new messaging and concepts for human capital management solutions
- How the views of HR decision-makers differ from those of IT decision-makers
- How views differ across company sizes, industries, and the two markets
In this study, “human capital management solutions” covered payroll, HR administration, employee benefits administration, time and labor management, and talent management, including recruiting, performance, and learning.
The goal was not to assume that HR and IT see these solutions the same way. The sample therefore included both groups in equal numbers, across two company size bands and two markets.
Vertex Research Partners built a screening framework around the company, the individual, and their role in buying decisions.
HR and IT decision-maker research only works if participants influence purchases. Job titles alone were not enough, so Vertex Research Partners ran screening and validation calls to confirm each participant’s department, seniority, and decision-making role.
Participants rated their role for each of five areas: payroll, HR administration, employee benefits administration, time and labor management, and talent management. HR participants needed a leading role in HR administration plus at least one other area. IT participants needed a leading say in payroll or HR solutions. Every participant also had to be the decision-maker for their home market, either the UK or Germany.
The sample covered two groups of senior leaders:
- HR decision-makers, from chief HR officers to HR directors and department heads
- IT decision-makers, from CIOs and CTOs to IT directors
Each market had 6 of each, so the client could compare how HR and IT leaders respond to the same ideas.
Every company had its headquarters in the market where the participant sat and at least one location outside it. Footprints ranged from the home country plus one or two others to 10 or more other countries.
Vertex Research Partners recruited two size bands in equal numbers: 3,000 to 9,999 employees and 10,000 or more employees. Each market had 6 companies in each band, split evenly between HR and IT decision-makers.
The screening asked participants, without prompting, which providers or methods their company used for payroll and for HR administration. Companies using external providers and companies using internally built software were both included.
Vertex Research Partners recruited a mix of providers within each company size range. The screening also captured which providers participants would consider in the future.
The sample covered a mix of industries, including manufacturing, retail, finance and insurance, professional and technology services, healthcare, transportation, utilities, and construction. This gave the client a view across sectors, not just one.
The study covered the United Kingdom and Germany.
Participants per market: 12 (6 HR, 6 IT)
Total interviews: 24
Format: 60-minute web-assisted in-depth qualitative interviews, conducted on video
Company size: 3,000+ employees
All 60-minute in-depth qualitative interviews took place on video, with materials shared on screen. Both markets followed the same screening framework, adapted to local companies and providers.
Vertex Research Partners’ role was to give the client direct access to the right companies and the right leaders inside them. This kind of B2B research recruitment depends on detailed screening.
This involved:
- Verifying each participant’s department, title, and seniority
- Confirming their decision-making role across payroll, HR administration, benefits administration, time and labor management, and talent management
- Confirming each company’s headquarters and its footprint outside the home market
- Placing each company into the right size band
- Capturing current payroll and HR administration providers, with a mix across each size range
- Balancing HR and IT decision-makers and a mix of industries
- Running screening and validation calls to confirm real buying authority
- Coordinating qualified participants for 60-minute in-depth qualitative interviews in the UK and Germany
The value came from the screening. Every participant led decisions in their area, worked at a multinational employer of the right size, and could speak to how their company buys HR and payroll solutions. Our qualitative research services are built around this kind of detailed screening.
Related case studies: AI-Native ITSM Adoption: What Enterprise IT Leaders Need to Know (enterprise IT leaders), AI Strategy and Adoption: Insights from Senior Technology Decision-Makers (senior technology decision-makers), and AI Power Users in the Enterprise: PC, Hardware and Computing Research (enterprise users). You can also see how we support market research teams with this kind of recruitment.
Vertex Research Partners recruited senior HR and IT leaders at large multinational employers in the UK and Germany, including:
• HR decision-makers (CHRO, VP of HR, HR Director, Head of HR) who shape HR and workforce solutions
• Payroll and benefits leaders (Head of Payroll, Head of Benefits & Compensation, Payroll Director) who own those processes
• IT decision-makers (CIO, CTO, VP of IT, IT Director, Head of IT) who weigh in on the systems behind HR and payroll
• Senior executives with HR or technology responsibility (President, COO, General Manager) who sign off on major solution choices
Looking to speak with HR, IT, and other senior decision-makers at large enterprises? Explore how Vertex Research Partners recruits relevant business professionals for multi-market research in tech, SaaS and AI and beyond, or get in touch.
