In the diverse and evolving field of Human Resources, effective communication and targeted outreach are crucial. Solution Publishing by Allforce stands as a pioneering digital audience data tool, specifically designed to connect B2B marketers with over 2.4 million HR professionals working in Benefits, Payroll, Recruiting, Training, and more, across 475,000 companies.

Comprehensive Reach with Specific Focus Safe for you to Email - We Email Newsletters to the Data

This vast network encompasses a wide range of HR specialties, allowing you to tailor your marketing efforts to specific segments like Benefits, Payroll, Recruiting, or Training. This targeted approach ensures that your message reaches the most relevant professionals, enhancing engagement and response rates.

Direct Email Marketing: Connecting with HR Decision-Makers

Our extensive email database is curated to reach key HR decision-makers effectively. Regular updates and maintenance ensure high deliverability and engagement, allowing your messages to resonate with the intended audience in the HR community.

Telemarketing: Building Relationships with HR Professionals

Gain access to verified phone numbers of HR experts for impactful telemarketing campaigns. This direct approach fosters personal connections and meaningful conversations with HR professionals, paving the way for successful business relationships.

Digital Display Advertising: Captivating HR Audiences Online

Utilize the power of digital display advertising to capture the attention of HR professionals. Our data-driven strategies ensure that your ads reach and engage the right audience, increasing visibility and impact in the HR sector.

Postal Mail: Creating Tangible Impressions in HR

In the digital age, the physical nature of postal mail offers a unique and memorable way to connect with HR professionals. Our postal database enables you to send targeted, physical marketing materials directly to HR departments, adding a personal touch to your marketing strategy.

LinkedIn Outreach: Networking with HR Industry Leaders

Enhance your LinkedIn marketing efforts with HR Continuum. By matching our rich data with LinkedIn profiles, your team can engage HR professionals with precision. Personalized InMail messages, strategic connection requests, and relevant content help build and nurture professional relationships in the HR community.

Verification via LinkedIn URL: Maintaining Data Excellence

Each HR contact in our database is verified using their LinkedIn URL, ensuring you connect with current, active professionals in the HR field. This verification process guarantees data accuracy, relevance, and credibility in your outreach.

Our data is not just a tool, but a gateway to the heart of the HR community. With our comprehensive database and multi-channel marketing approach, you are poised to effectively reach and influence key players in the HR field, driving impactful results for your B2B marketing efforts.

Salutary Data is a boutique, B2B contact and company data provider that's committed to delivering high quality data for sales intelligence, lead generation, marketing, recruiting / HR, identity resolution, and ML / AI. Our database currently consists of 148MM+ highly curated B2B Contacts ( US only), along with over 4MM+ companies, and is updated regularly to ensure we have the most up-to-date information.

We can enrich your in-house data ( CRM Enrichment, Lead Enrichment, etc.) and provide you with a custom dataset ( such as a lead list) tailored to your target audience specifications and data use-case. We also support large-scale data licensing to software providers and agencies that intend to redistribute our data to their customers and end-users.

What makes Salutary unique? - We offer our clients a truly unique, one-stop aggregation of the best-of-breed quality data sources. Our supplier network consists of numerous, established high quality suppliers that are rigorously vetted. - We leverage third party verification vendors to ensure phone numbers and emails are accurate and connect to the right person. Additionally, we deploy automated and manual verification techniques to ensure we have the latest job information for contacts. - We're reasonably priced and easy to work with.

Products: API Suite Web UI Full and Custom Data Feeds

Services: Data Enrichment - We assess the fill rate gaps and profile your customer file for the purpose of appending fields, updating information, and/or rendering net new “look alike” prospects for your campaigns. ABM Match & Append - Send us your domain or other company related files, and we’ll match your Account Based Marketing targets and provide you with B2B contacts to campaign. Optionally throw in your suppression file to avoid any redundant records. Verification (“Cleaning/Hygiene”) Services - Address the 2% per month aging issue on contact records! We will identify duplicate records, contacts no longer at the company, rid your email hard bounces, and update/replace titles or phones. This is right up our alley and levers our existing internal and external processes and systems.

PredictLeads Job Openings Data provides real-time hiring insights sourced directly from company websites, ensuring the highest level of accuracy and freshness. Unlike job boards that rely on aggregated listings, our dataset delivers unmatched granularity on job postings, salary trends, and workforce demand - making it a powerful tool for HR, talent acquisition, and market analysis.

Use Cases: ✅ Job Boards Enhancement – Improve job listings with, high-quality postings. ✅ HR Consulting – Analyze hiring trends to guide workforce planning strategies. ✅ Employment Analytics – Track job market shifts, salary benchmarks, and demand for skills. ✅ HR Operations – Optimize recruitment pipelines with direct employer-sourced data. ✅ Competitive Intelligence – Monitor hiring activities of competitors for strategic insights.

Key API Attributes:

• id (string, UUID) – Unique job posting identifier.
• title (string) – Job title as posted by the employer.
• description (string) – Full job description.
• url (string, URL) – Direct link to the job posting.
• first_seen_at (ISO 8601 date-time) – When the job was first detected.
• last_seen_at (ISO 8601 date-time) – When the job was last detected.
• contract_types (array of strings) – Employment type (e.g., full-time, contract).
• categories (array of strings) – Job categories (e.g., engineering, sales).
• seniority (string) – Job seniority level (e.g., manager, entry-level).
• salary_data (object) – Salary range, currency, and converted USD values.
• location_data (object) – City, country, and region details.
• tags (array of strings) – Extracted skills and keywords from job descriptions.

PredictLeads Docs: https://docs.predictleads.com/v3/guide/job_openings_dataset

Dataset

This dataset was created by Abishek ravi

Contents

Comprehensive dataset of 23 Human resources in Massachusetts, United States as of August, 2025. Includes verified contact information (email, phone), geocoded addresses, customer ratings, reviews, business categories, and operational details. Perfect for market research, lead generation, competitive analysis, and business intelligence. Download a complimentary sample to evaluate data quality and completeness.

🟡Please Upvote my dataset If you like It.✨

This dataset contains valuable employee information over time that can be analyzed to help optimize key HR functions. Some potential use cases include:

Attrition analysis: Identify factors correlated with attrition like department, role, salary, etc. Segment high-risk employees. Predict future attrition.

Performance management: Analyze the relationship between metrics like ratings, and salary increments. recommend performance improvement programs.

Workforce planning: Forecast staffing needs based on historical hiring/turnover trends. Determine optimal recruitment strategies.

Compensation analysis: Benchmark salaries vs performance, and experience. Identify pay inequities. Inform compensation policies.

Diversity monitoring: Assess diversity metrics like gender ratio over roles, and departments. Identify underrepresented groups.

Succession planning: Identify high-potential candidates and critical roles. Predict internal promotions/replacements in advance.

Given its longitudinal employee data and multiple variables, this dataset provides rich opportunities for exploration, predictive modeling, and actionable insights. With a large sample size, it can uncover subtle patterns. Cleaning, joining with other contextual data sources can yield even deeper insights. This makes it a valuable starting point for many organizational studies and evidence-based decision-making.

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This dataset contains information about different attributes of employees from a company. It includes 1000 employee records and 12 feature columns.

The columns are:

satisfaction_level: Employee satisfaction score (1-5 scale) last_evaluation: Score on last evaluation (1-5 scale) number_project: Number of projects employee worked on average_monthly_hours: Average hours worked in a month time_spend_company: Number of years spent with the company work_accident: If an employee had a workplace accident (yes/no) left: If an employee has left the company (yes/no) promotion_last_5years: Number of promotions in last 5 years Department: Department of the employee Salary: Annual salary of employee satisfaction_level: Employee satisfaction level (1-5 scale) last_evaluation: Score on last evaluation (1-5 scale)

Enhance your workforce insights with comprehensive Employee Dataset, designed to help businesses improve recruitment strategies, track employment trends, and optimize workforce planning. This dataset provides structured and reliable employee data for HR professionals, recruiters, and analysts.

Dataset Features

Employee Profiles: Access detailed public employee data, including names, job titles, industries, locations, experience, and skills. Ideal for talent acquisition, workforce analytics, and competitive hiring strategies. Company Employment Data: Gain insights into company workforce distribution, employee tenure, hiring trends, and organizational structures. Useful for market research, HR benchmarking, and business intelligence. Job Listings & Open Positions: Track job postings, employment trends, and hiring patterns across industries. This data includes job titles, company names, locations, salary ranges, and job descriptions.

Customizable Subsets for Specific Needs Our Employee Dataset is fully customizable, allowing you to filter data based on industry, location, job role, or company size. Whether you need a broad dataset for market analysis or a focused subset for recruitment purposes, we tailor the dataset to your specific needs.

Popular Use Cases

Recruitment & Talent Sourcing: Identify top talent, analyze hiring trends, and enhance recruitment strategies with up-to-date employee data. HR Analytics & Workforce Planning: Optimize workforce management by tracking employee movement, industry hiring patterns, and job market trends. Competitive Intelligence: Monitor hiring activity, employee retention rates, and workforce distribution to gain insights into competitors’ strategies. Market Research & Business Expansion: Analyze employment trends to identify growth opportunities, emerging job markets, and industry shifts. AI & Predictive Analytics: Leverage structured employee data for AI-driven workforce predictions, job market forecasting, and HR automation.

Whether you're looking to improve recruitment, analyze workforce trends, or gain competitive insights, our Employee Dataset provides the structured data you need. Get started today and customize your dataset to fit your business objectives.

Comprehensive dataset of 96 Human resources in Texas, United States as of July, 2025. Includes verified contact information (email, phone), geocoded addresses, customer ratings, reviews, business categories, and operational details. Perfect for market research, lead generation, competitive analysis, and business intelligence. Download a complimentary sample to evaluate data quality and completeness.

Context

Similar to others who have created HR data sets, we felt that the lack of data out there for HR was limiting. It is very hard for someone to test new systems or learn People Analytics in the HR space. The only dataset most HR practitioners have is their real employee data and there are a lot of reasons why you would not want to use that when experimenting. We hope that by providing this dataset with an evergrowing variation of data points, others can learn and grow their HR data analytics and systems knowledge.

Some example test cases where someone might use this dataset:

HR Technology Testing and Mock-Ups Engagement survey tools HCM tools BI Tools Learning To Code For People Analytics Python/R/SQL HR Tech and People Analytics Educational Courses/Tools

Content

The core data CompanyData.txt has the basic demographic data about a worker. We treat this as the core data that you can join future data sets to.

Please read the Readme.md for additional information about this along with the Changelog for additional updates as they are made.

Acknowledgements

Initial names, addresses, and ages were generated using FakenameGenerator.com. All additional details including Job, compensation, and additional data sets were created by the Koluit team using random generation in Excel.

Inspiration

Our hope is this data is used in the HR or Research space to experiment and learn using HR data. Some examples that we hope this data will be used are listed above.

Contact Us

Have any suggestions for additions to the data? See any issues with our data? Want to use it for your project? Please reach out to us! https://koluit.com/ ryan@koluit.com

Ever wondered what REALLY drives employee turnover, performance, and retention? This power-packed dataset of 50,000 records uncovers the hidden patterns behind workforce dynamics, helping you decode the true story of hiring, leadership influence, and workplace engagement.

🔍 What’s Inside? 📅 Time-Based Analysis: Track hiring, promotions, and attrition over time. 👥 Leadership Influence: Identify which Senior Leaders drive success or struggle with retention. 📊 Performance & Productivity: Measure engagement, stress levels, job satisfaction, and training effectiveness. 💰 Hiring & Cost Efficiency: Evaluate recruitment costs, time to fill positions, and internal promotions. 🏡 Work-Life Balance: Analyze work-from-home trends, overtime, and stress levels across departments. 🎯 Retention & Risk Factors: Discover who is most at risk of leaving and why with retention risk analytics.

🔥 What Can You Do With It? ✅ Build Stunning Power BI Dashboards – Transform raw data into interactive insights. ✅ Solve Real-World HR Challenges – Use analytics to predict attrition, optimize hiring, and improve retention. ✅ Uncover Leadership Trends – Identify which leaders foster growth vs. those driving attrition. ✅ Analyze Workplace Culture – Understand how job satisfaction, training, and diversity impact engagement.

🔹 Problem 1: Attrition Analysis - Who is Leaving and Why? Scenario: Your company is experiencing a high turnover rate, and leadership wants to understand who is leaving and why.

Problem 2: Leadership Impact - Who is Retaining vs. Losing Talent? Scenario: Your company’s leadership wants to assess the effectiveness of senior leaders in retaining talent and managing high-performing teams.

Problem 3: Hiring Effectiveness - Which Sources Work Best? Scenario: HR wants to optimize the hiring process by identifying the most effective recruitment sources.

Problem 4: Workforce Diversity - Is the Organization Inclusive? Scenario: The leadership wants to understand diversity trends and whether they need to improve inclusivity in hiring.

Problem 5: Work-Life Balance - Who is Overworked? Scenario: There are concerns that some employees are working too many hours, leading to burnout and lower engagement.

Problem 6: Performance & Compensation - Are High Performers Paid Well? Scenario: The HR department suspects that high performers are not being fairly compensated.

Problem 7: Training Effectiveness - Does Training Improve Performance? Scenario: HR wants to assess whether training programs are improving employee performance and retention.

The global Human Resource (HR) Technology market size is valued at USD 25.16 billion in 2023 and is projected to reach USD 50.19 billion by 2030, growing at a CAGR of 9.2% during the forecast period. HR technology is software which is the crucial technological tools to assist employers in the processes of hiring, engagement, retention of employees, as well well as workforce management and payroll processes. Additionally, it aids in just coordinating high-HR events, eradicates expensive duplications and synchronizes information for decision-making. It might be that some of the existing products utilize artificial intelligence and automation. The human resource system is being supported by technological advancement like the automation of communicative service, talent search, performance management, and more. Such instruments become more relevant with the advancement of remote and flexible work and the constantly changing nature of global business. With the digital transformation driving new territory in the business world, human resource technology solutions help companies explore the changes, make their every day operations easier and sustainable, as well deal with any human resource limitations that come up. Recent developments include: October 2023: Workday expanded its partnership with ADP to provide global compliance, payroll, and HR experiences for joint customers. The partnership aimed to enable the customer to view data across their HCM environments, including tax, compliance, and payroll., September 2023: HiBob collaborated with Papaya Global, a payroll platform provider, to help multinational employers meet the need for compliant HR-integrated payroll solutions. Through the collaboration, HiBob integrated its HR data into Papaya’s platform, allowing employers to integrate PTO, HR, and compensation information with real-time data synchronization and optimize payroll processes., September 2023: The Access Group acquired Diversely, a Singapore-based inclusive recruitment solution company, offering a comprehensive suite, Access Volcanic, to its customers. The website allows organizations to track, measure, and improve diversity, providing recruitment solutions to bring new business, stay compliant, and attract a wider candidate group., August 2023: ADP acquired Honu HR, Inc. DBA Sora (Sora), a data integration and workflow automation tool platform company, to simplify complex HR processes through automation. This acquisition aimed to provide HR solutions by integrating Sora's easy-to-use platform with ADP's HCM solutions for employees, business owners, and HR professionals. , June 2023: Oracle introduced Oracle Fusion Cloud Human Capital Management (HCM) with generative AI-powered capabilities to boost HR functions and productivity. These capabilities are embedded in existing HR processes to enhance HR functions, improve productivity, drive faster business value, facilitate HR strategies, and strengthen candidate and employee experience.. Key drivers for this market are: Increasing Shift to Hybrid Workforce by the Organizations to Drive Market. Potential restraints include: Limited Integration of Data and Risk to Data Privacy May Hamper Market Growth. Notable trends are: Implementation of Employee Experience Platform and Robot Process Automation into the Solution to be the Key Trend for Organizations.

Snapshot img

HR Software Market Size 2025-2029

The HR software market size is forecast to increase by USD 17.36 billion, at a CAGR of 12% between 2024 and 2029.

The market is experiencing significant growth, fueled by increased budgets for HR technology solutions and the rising adoption of digital HR systems. Companies are recognizing the value of HR software in streamlining processes, improving efficiency, and enhancing the employee experience. However, this market is not without challenges. Organizational development and strategic workforce planning leverage big data analytics to identify trends and make informed decisions.
To capitalize on market opportunities and navigate challenges effectively, companies must prioritize robust data security measures and transparent data handling practices. Additionally, staying informed about the latest HR technology trends and innovations will be crucial for staying competitive and meeting evolving business needs. Data privacy and security concerns are becoming increasingly prominent, as organizations grapple with the risks associated with storing and managing sensitive employee information. These concerns are heightened as HR software becomes more integrated with other business systems and processes.

What will be the Size of the HR Software Market during the forecast period?

Explore in-depth regional segment analysis with market size data - historical 2019-2023 and forecasts 2025-2029 - in the full report.
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The market continues to evolve, with dynamic market activities shaping the industry landscape. Seamlessly integrated solutions now encompass various HR functions, including interview scheduling, HR service delivery, background checks, data privacy, HR analytics, project management, change management, learning management system, absence management, human capital management, integration capabilities, HR business partnering, and global payroll. User experience plays a pivotal role in the market, as organizations prioritize intuitive interfaces and streamlined processes for talent development, employee surveys, leave management, document management, API integrations, and interview scheduling are all integral components of this ever-evolving market.

The market is characterized by continuous innovation, as entities strive to meet the evolving needs of businesses across various sectors. The integration of these HR functions creates a comprehensive HR solution that enables organizations to effectively manage their workforce and optimize their human capital.

How is this HR Software Industry segmented?

The hr software industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD million' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments.

Type

  Core HR
  Talent management
  Employee collaboration and engagement
  Recruiting
  Workforce planning and analytics


End-user

  Large enterprises
  SMEs


Sector

  IT and tech
  Healthcare
  Manufacturing
  Retail
  Others


Deployment

  Cloud-based
  On-premises


Geography

  North America

    US
    Canada


  Europe

    Germany
    The Netherlands
    UK


  Middle East and Africa

    UAE


  APAC

    China
    India
    Japan


  South America

    Brazil


  Rest of World (ROW)

By Type Insights

The core HR segment is estimated to witness significant growth during the forecast period. The human resources (HR) software market is experiencing significant evolution, with a focus on enhancing workforce management capabilities. Compensation management and benchmarking are becoming more sophisticated, allowing for user-friendly experiences and real-time analytics. Talent development is a key priority, with employee surveys and onboarding workflows streamlined to improve engagement and retention. Leave management, document management, and compliance reporting are being integrated with HR systems, ensuring seamless data flow and regulatory adherence. API integrations enable HR solutions to connect with other business applications, improving efficiency and data accuracy. Reference checking, policy management, and workflow automation are essential components of HR information systems, ensuring consistent processes and reducing manual tasks.

Recruitment marketing, applicant tracking systems, interview scheduling, and hr service delivery are essential components of the HR technology landscape, helping organizations attract, engage, and hire top talent. Background checks, data privacy, and hr analytics are also critical, ensuring compliance and informed decision-making. Project management, change management, and learning management systems are increasingly integrated with HR solutions, improving workforce development and organizational effectiveness. Absence management, human capital management, and

Revenue in the HR Provision industry is anticipated to dip at a compound annual rate of 3.8% over the five years through 2024 to €21.2 billion. This drop is down to turbulent economic conditions that have slowed company spending across Europe and cut space in businesses’ budgets for HR services. Surging inflation throughout Europe over the past couple of years has seen businesses reduce their spending on outsourcing HR services, while demand from the public sector has suffered in the face of governments cutting their budgets. In 2024, some HR providers have found opportunities in helping companies negotiate cuts to their workforces due to economic slowdowns across many European countries. Revenue is expected to drop by 2.2% in 2024. Revenue is slated to swell at a compound annual rate of 4.1% over the five years through 2029 to €26 billion. Artificial intelligence has already started to transform HR services across Europe and this is only set to become more prominent in the future, with analytics enhancing how companies can strategise and conduct future workforce planning. HR professionals will be better able to use AI to sift through CVs quickly and use data to predict the potential of a candidate being successful in their role. Companies will be able to create personalised training programmes and establish work advancement pathways through outsourcing to HR services. Workplace regulations will continue to evolve across Europe as employees demand greater rights and protection, raising demand for HR services to keep companies consulted on law changes and ensure employee satisfaction.

Individuals/line Manager to record Staff Appraisal discussion/outcomes

• HR Professionals working in Benefits, Payroll, Recruiting, Training, etc.
• Full Contact info for 2.4Mil US Business Contacts
• @439k US Companies
• Business Email, Postal, Telemarketing, Mobile Phones
• Company & Personal locations
• B2B Technographics and Firmographic elements available

Comprehensive dataset of 987 Human resources in United States as of July, 2025. Includes verified contact information (email, phone), geocoded addresses, customer ratings, reviews, business categories, and operational details. Perfect for market research, lead generation, competitive analysis, and business intelligence. Download a complimentary sample to evaluate data quality and completeness.

Croatia HR: Firms Offering Formal Training: % of Firms data was reported at 24.400 % in 2023. This records a decrease from the previous number of 26.200 % for 2019. Croatia HR: Firms Offering Formal Training: % of Firms data is updated yearly, averaging 38.750 % from Dec 2002 (Median) to 2023, with 6 observations. The data reached an all-time high of 91.300 % in 2002 and a record low of 24.400 % in 2023. Croatia HR: Firms Offering Formal Training: % of Firms data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Croatia – Table HR.World Bank.WDI: Company Statistics. Firms offering formal training are the percentage of firms offering formal training programs for their permanent, full-time employees.;World Bank, Enterprise Surveys (http://www.enterprisesurveys.org/).;Unweighted average;

Croatia HR: Time Required to Start a Business: Female data was reported at 19.500 Day in 2019. This records a decrease from the previous number of 22.500 Day for 2018. Croatia HR: Time Required to Start a Business: Female data is updated yearly, averaging 22.500 Day from Dec 2003 (Median) to 2019, with 17 observations. The data reached an all-time high of 29.000 Day in 2005 and a record low of 19.500 Day in 2019. Croatia HR: Time Required to Start a Business: Female data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Croatia – Table HR.World Bank.WDI: Company Statistics. Time required to start a business is the number of calendar days needed to complete the procedures to legally operate a business. If a procedure can be speeded up at additional cost, the fastest procedure, independent of cost, is chosen.;World Bank, Doing Business project (http://www.doingbusiness.org/). NOTE: Doing Business has been discontinued as of 9/16/2021. For more information: https://bit.ly/3CLCbme;Unweighted average;Data are presented for the survey year instead of publication year.

Croatia HR: Number of Listed Domestic Companies: Total data was reported at 91.000 Unit in 2022. This records a decrease from the previous number of 98.000 Unit for 2021. Croatia HR: Number of Listed Domestic Companies: Total data is updated yearly, averaging 141.000 Unit from Dec 1993 (Median) to 2022, with 30 observations. The data reached an all-time high of 359.000 Unit in 2007 and a record low of 2.000 Unit in 1993. Croatia HR: Number of Listed Domestic Companies: Total data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Croatia – Table HR.World Bank.WDI: Financial Sector. Listed domestic companies, including foreign companies which are exclusively listed, are those which have shares listed on an exchange at the end of the year. Investment funds, unit trusts, and companies whose only business goal is to hold shares of other listed companies, such as holding companies and investment companies, regardless of their legal status, are excluded. A company with several classes of shares is counted once. Only companies admitted to listing on the exchange are included.;World Federation of Exchanges database.;Sum;Stock market data were previously sourced from Standard & Poor's until they discontinued their 'Global Stock Markets Factbook' and database in April 2013. Time series have been replaced in December 2015 with data from the World Federation of Exchanges and may differ from the previous S&P definitions and methodology.

Comprehensive dataset of 9,825 Human resource consultings in United States as of August, 2025. Includes verified contact information (email, phone), geocoded addresses, customer ratings, reviews, business categories, and operational details. Perfect for market research, lead generation, competitive analysis, and business intelligence. Download a complimentary sample to evaluate data quality and completeness.