Companies that use Workday

Source: Analysis of 100 job postings that mention Workday

My analysis of these 70 job postings reveals that Workday buyers are predominantly Director-level leaders in HR (12%), Total Rewards (10%), and Talent functions (8%), alongside nursing directors (15%) and finance directors (8%). These leaders are driving major organizational transformations, with multiple postings emphasizing strategic initiatives like implementing new HR operating models, improving employee experience, and scaling global operations. The concentration of senior HR and finance roles signals that Workday purchasing decisions come from executives who need enterprise-wide visibility into workforce planning, compensation management, and financial operations.

Day-to-day users span a much wider range, from HR operations teams managing payroll and benefits to talent acquisition specialists running recruitment workflows, finance managers processing invoices and budgets, and even clinical directors overseeing staffing and scheduling. I noticed substantial emphasis on roles requiring expertise in specific Workday modules, with postings seeking candidates who can "manage contract lifecycle management" and "oversee end-to-end contract lifecycle governance" in revenue and procurement contexts. Individual contributors use Workday for everything from processing background checks to managing leave of absence administration to tracking employee records.

The pain points are crystal clear across these postings. Companies want to "drive operational efficiency" and "ensure compliance with ASC 606" while "fostering a culture of continuous improvement." Multiple postings reference the need to "leverage data and technology to improve efficiency" and create "scalable processes." The recurring theme is transformation: organizations are implementing Workday to replace fragmented systems, gain real-time workforce insights, and create what one posting calls "seamless access to quality care at scale" through better data integration and process automation.

Source: Analysis of tech stacks from 2,792 companies that use Workday

I noticed that companies using Workday are clearly operating at significant scale with sophisticated enterprise needs. The combination of tools reveals organizations that prioritize risk management, compliance, and employee experience across large workforces. These aren't startups experimenting with point solutions. They're mature companies investing heavily in governance, security training, and comprehensive feedback systems. The tech stack screams established enterprise with substantial headcount and complex operational requirements.

The pairing of Workday with Proofpoint Security Training and Navex One is particularly telling. These companies are managing serious compliance obligations, likely operating in regulated industries or across multiple jurisdictions where ethics training and security awareness aren't optional. When you add Auditboard to the mix, it confirms these organizations have dedicated risk and audit functions. They're not just checking boxes. They're building entire programs around governance. The Qualtrics connection makes perfect sense too, as larger organizations need structured ways to capture employee sentiment and act on feedback at scale.

The presence of ServiceNow alongside Workday reveals how these companies operate: they're process-oriented enterprises with IT service management needs that match their HR complexity. This full stack points to organizations that are decidedly operations-led rather than product-led. They're likely past the rapid growth phase and focused on optimization, efficiency, and risk mitigation. We're looking at companies with thousands of employees, established revenue streams, and the budget to invest in best-of-breed enterprise solutions across multiple functions.

Source: Analysis of Linkedin bios of 2,792 companies that use Workday

I analyzed these Workday customers and found they span an enormous range of industries, from healthcare systems and government agencies to manufacturers, hospitality groups, and financial services firms. What unites them isn't what they sell, but their operational complexity. These are organizations managing intricate workforces across multiple locations. I see hospital networks coordinating thousands of clinical staff, retailers operating hundreds of venues, manufacturers running plants on different continents, and investment firms with global office footprints.

These are established, mature organizations, not startups. The signals are everywhere: employee counts routinely in the thousands, operational histories spanning decades (often 50-+ years), extensive physical footprints with multiple facilities, and complex organizational structures. Many are publicly traded, private equity backed, or substantial nonprofits. Even the younger technology companies in this set have reached significant scale with hundreds of employees and substantial funding rounds behind them.