The TA technology market is shifting fast. Mergers, acquisitions, and evolving corporate priorities are more common than ever. While these changes can create new possibilities, they can also bring uncertainty for organisationsorganizations that rely on their platforms to hire and retain talent.
When your platform changes direction, it disrupts your hiring process. Vendors rewrite product roadmaps, rework integrations, and force your team to navigate steep learning curves. The result is slowed recruitment, frustrated hiring managers, and a disrupted candidate experience – and when top talent goes elsewhere, the impact can ultimately hit your bottom line.
Why changes to your tech providers strategy can impact you
The talent acquisition technology market moves quickly. Vendors can shift focus, expand into new areas, or reprioritisereprioritize development areas. While these shifts can create new opportunities, they can also mean that the features and capabilities your team depends on may not get the same level of attention.
Large ERP providers can be especially challenging in this regard. Talent acquisition is only one of many functions competing for development resources, alongside payroll, finance, and other HR processes. This can mean slower innovation for recruiting teams and fewer improvements to the candidate experience.
The stability advantage
A dedicated talent acquisition platform focuses solely on helping you attract, engage, and hire the right people. Because there are no competing priorities from other business units, every product update and innovation is designed to deliver value to recruiters, hiring managers, and candidates.
Stability in your talent acquisition technology is about more than uptime. It is about:
- A clear and transparent roadmap so you know what is coming and when
- Innovation that directly addresses recruiting challenges rather than competing business priorities
- A unified platform that integrates seamlessly with your existing tools
- Self-service configuration to adapt quickly without expensive vendor dependency
- Transparent, predictable pricing without hidden costs for configuration or maintenance
- Dedicated in-region support from a team that understands your market
How PageUp delivers stability
PageUp brings these qualities together in a platform purpose-built for talent acquisition. Our recruitment marketing and applicant tracking solutions manage the entire hiring lifecycle, from attracting and nurturing candidates to hiring and onboarding. With in-house implementation, dedicated local support, and ongoing consultation, we ensure you stay in control of your technology, adapt quickly to change, and keep your hiring strategy on track without the complexity or cost often associated with larger, less focused systems.
Hidden costs of complexity
While large ERP systems promise the simplicity of a single vendor, the reality for talent acquisition teams is often very different. Recruiting is just one of many priorities in a much broader enterprise roadmap, which can slow innovation and limit the ability to adapt quickly.
The trade-offs often include:
- Ongoing consulting fees for even minor configuration changes
- Slower delivery of TA-specific features as development resources are spread across multiple business units
- Limited flexibility to tailor workflows to your unique hiring process
- A steep learning curve for users due to the volume and complexity of non-TA functionality
- Hidden or unexpected costs that emerge when integrating, customisingcustomizing, or maintaining the system
- Risk of product decommissioning â what is the flavour of the month today could be sunset tomorrow, leaving you to scramble for alternatives
These costs add up quickly, increase total cost of ownership, and limit your ability to respond to shifting talent demands. In contrast, a dedicated talent acquisition platform like PageUp keeps complexity low, puts you in control of changes, and focuses every dollar of your investment on solving hiring challenges, not unrelated enterprise processes.
Framework for evaluating stability
If you are assessing your talent technology or preparing for potential vendor change, ask these five questions:
- Do you have full visibility of your vendorâs roadmap and priorities?
- Are talent acquisition features being delivered and enhanced regularly?
- Can you make changes quickly without relying on vendor intervention?
- Are there hidden or unexpected costs for integration, customisationcustomization, or maintenance?
- Is your vendor committed to providing dedicated, in-region support?
Use these questions and check out the talent tech readiness checklist to identify whether your current platform supports your long-term hiring goals.
Final thoughts
In a market where technological change is constant, staying the course is a competitive advantage. Choosing a platform with a dedicated focus on talent acquisition means you get the features, innovation, and support you need without the distractions or delays that often come with larger, less flexible systems.
Your talent technology should give you confidence, not keep you up at night. The right partner will help you maintain hiring momentum, deliver a great candidate experience, and adapt to whatever the market brings next through continuous, AI-driven innovation.
Is your talent tech ready for the future?
Take the Talent tech readiness checklist to assess the stability, flexibility, and scalability of your current stack and uncover opportunities for improvement.
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