LMS integrations: HRIS, Workday, Salesforce and Teams, by plan

Of the eleven platforms compared here, three name a Workday connector on the page we read: Absorb LMS lists Workday in its HCM integrations alongside ADP, BambooHR, Namely, SAP SuccessFactors, UKG Pro, Dayforce and Deputy; 360Learning names Workday, SAP SuccessFactors and BambooHR in its pricing FAQ as available out of the box; and Sana Learn lists Workday among its direct connectors and states in its own FAQ that you do not need to be a Workday customer to use the platform. TalentLMS, notably, does not list Workday anywhere on its integrations page.

That last point matters more than it looks. TalentLMS is otherwise the most integration-friendly platform on this page, shipping SAML SSO, an API and LTI 1.3 on its cheapest paid tier. If your HR system is Workday, none of that helps, and the shortlist collapses late in the process when someone finally asks. Check the connector before you check the price.

If your HR system is not on any vendor list, the fallback is an API-built sync, and then the question becomes which plan includes the API. That is a different gate, and it is covered below.

Almost every vendor markets integrations as a platform capability and sells them as a tier feature. The logo wall is accurate. It just describes the product, not your plan. Four platforms here state a plan gate on SSO or the API outright, and one caps how many connectors you get.

360Learning publishes $8 per user per month for its Team plan and puts SAML SSO on Business, which is custom-quoted. Any company with Okta or Entra ID is therefore not buying the plan whose price is on the page. Continu includes SAML SSO on its entry Growth tier, which is genuinely generous, then holds the API and webhooks back to Enterprise, which starts at 5,000 monthly active users. SAP Litmos keeps SSO, custom domain with SSL, LTI, webhooks and the ADP and Namely connectors above its entry Foundation tier. CompanyLMS puts integrations on Business at a published $7 per active learner and SSO with SCIM on Enterprise, which is quoted. We are on this list too, and the point of the page is that you should know where each gate sits before the call.

Docebo uses a different mechanism: it includes up to four integrations on Elevate and six on Enterprise, and raises the API ceiling to 100 calls a minute only on Enterprise. Microsoft Teams and Salesforce are among its fourteen paid add-ons. An integration counter is rare enough that buyers routinely miss it in a proposal and discover it during implementation, when the fifth connector turns into a professional services quote.

The exception worth naming is TalentLMS, which ships SAML 2.0, LDAP, Active Directory, OpenID Connect, an API and LTI 1.3 on Core at $119 a month for up to 40 users. iSpring states an API for custom integrations on every plan. Those two are the only entry tiers here you can build a real integration on without a negotiation.

Salesforce is the best-covered connector in this category, because customer and partner training is a large slice of LMS revenue. Absorb ships a no-code Salesforce Connector with single sign-on built in, so training opens inside the Salesforce interface. TalentLMS names Salesforce in its CRM group. LearnUpon names Salesforce and HubSpot. Sana names Salesforce. Docebo sells a Salesforce connector, but as a paid add-on rather than in the plan.

Microsoft Teams is patchier than most buyers expect. TalentLMS names Teams. Continu names Teams on its entry Growth tier. 360Learning names Teams but places the Teams or Zoom webinar integration on Business and above. Docebo sells Teams as a paid add-on. Absorb, on the integrations page read for this comparison, does not name Microsoft Teams at all, and also does not name Okta or Zapier there, which is worth confirming directly if any of those three are load-bearing for you.

Two practical notes. A Teams integration usually means one of two very different things: launching a webinar from a course, or surfacing assignments in a Teams channel. Ask which one you are being sold. And a CRM integration that only pushes enrollment records is not the same as one that writes training status back onto the account record, which is what customer success teams actually want. Our customer onboarding LMS comparison goes deeper on the second case.

An HRIS sync is the integration that carries the most weight in a compliance program, because it decides whether a new hire is enrolled on day one and whether a leaver stops appearing in your audit reports. Five things are worth getting in writing, and none of them appear on an integrations page.

Direction and frequency. Most connectors are one-way, HRIS to LMS, on a nightly batch. If your onboarding SLA is same-day, a nightly sync means a new hire waits until tomorrow. Ask whether the sync is event-driven or scheduled, and if scheduled, whether you can change the interval.

Deprovisioning. This is the one auditors find. SSO alone does not remove an account, it only stops the person logging in through your identity provider. Without SCIM or a delete-on-termination rule in the connector, terminated employees stay in the system as active records and your headcount-based invoice quietly keeps counting them. SCIM provisioning is rarely stated on a pricing page anywhere in this category, including ours, so ask.

Which fields map. Department, location, manager, job title and hire date are what drive automatic course assignment. A connector that only syncs name and email leaves you assigning courses by hand, which is the work you were trying to remove.

What happens on a rehire or a transfer. A rehired employee with a new HRIS record usually arrives as a new user, and their old training history does not follow. For a compliance program with multi-year retention obligations that is a records problem, not an inconvenience. Our guide to how long to keep employee training records covers the retention side, and HRIS to LMS integration for onboarding works through the day-one sequence.

Who builds it. A named marketplace connector is configuration. Anything else is a project, and the vendor will quote it as professional services. Docebo is explicit that integrations past your included count are professional services. Get the difference confirmed before the contract, because it is often the largest hidden line in year one.

Rarely as a separate price, and almost always as a tier. There are four ways a vendor charges you for connecting systems, and it is worth knowing which one you are looking at.

Tier gating is the most common. The integration is included, but only from a plan you have to move up to. 360Learning to Business for SSO, Continu to Enterprise for the API, SAP Litmos above Foundation, CompanyLMS to Business for integrations and Enterprise for SSO and SCIM. The cost of the integration is the price difference between the tiers, which for a quote-only upper tier is unknown until you ask.

Counting is rarer and more surprising. Docebo includes four integrations on Elevate and six on Enterprise. The fifth connector on Elevate has a real price and it is a professional services quote.

Paid add-ons are explicit line items. Docebo sells Microsoft Teams and Salesforce this way, among fourteen add-ons in total. Skilljar sells a Data Connector from $25,000.

Implementation is where the money usually is. A mid-market rollout with SSO and an HRIS sync typically runs four to eight weeks of project time, against two to four for a self-serve platform with no integrations. An enterprise suite runs eight to sixteen, and migrating historical training records adds three to six more. Sana states a one-off implementation fee on its pricing page. Trainual publishes $1,000. Most others quote it.

A reasonable planning number for a mid-market company connecting an HRIS and an identity provider: the tier step plus four to eight weeks of internal project time, and a vendor professional services quote only if the connector is not on the marketplace list. Full cost context is in our enterprise LMS pricing breakdown and corporate LMS pricing for smaller programs.

Run the disqualifying check first. Write down your HRIS, your identity provider and the one system that has to receive completion data, then check those three against each shortlisted vendor before you look at a single price. Three of the eleven platforms here name Workday. One cannot install any integration at all. That check takes twenty minutes and removes vendors that would otherwise cost you a month of discovery calls.

Second, find the gate. For each survivor, identify the exact plan that includes SSO, the API and your HRIS connector, and get the price of that plan rather than the plan on the pricing page. This is where published rates stop being comparable: 360Learning shows $8 and Continu shows nothing, but the plan you would actually buy is custom-quoted in both cases.

Third, ask about deprovisioning and field mapping in writing, before the contract. Those two answers determine whether the integration removes work or just moves it.

If your program is compliance-led, the connectors that matter are the HRIS and the identity provider, and everything else is convenience. See the best compliance training software for that shortlist, or enterprise LMS software for the governance requirements that separate the tiers. Head to head, Docebo vs Absorb LMS covers the two deepest connector estates, and the LMS comparison chart sets fifteen platforms side by side. When it is time to write the requirement down, the LMS RFP template turns each question on this page into a line a vendor has to answer.