Most Workday customers over-pay on tier, count, and module mix. We audit licensed vs. active users across all 14 modules, fix the mis-tiering, and convert findings into negotiation leverage at the next renewal.
Scoped license audit and optimization engagement. Module-by-module usage analysis, tier review, recommendations, and renewal playbook. Fee fixed in advance.
Our fee is a percentage of verified annual savings achieved through right-sizing. No documented savings, no fee — we only win when you win.
Most Workday environments accumulate three forms of waste in the first 24-36 months: shelfware (modules paid for but never deployed), mis-tiered users (full HCM seats assigned to people who only need ESS), and ghost licenses (departed employees still counted in the contracted user base). Each is invisible on the invoice but visible in the usage data. We extract that data, document the gap, and turn it into recoverable spend.
License optimization is not a finance project — it's a negotiation project. The savings only become real when you stop paying for them. That means timing the optimization to your renewal cycle, documenting findings in a form Workday's deal desk will accept, and negotiating the reduction into the next order form rather than waiting for credits that never arrive.
Pull active-user data by module — HCM, Payroll, Recruiting, Talent, Learning, FINS, Adaptive, Prism, Peakon. Define "active" with thresholds that survive Workday scrutiny.
Compare every active user's tier to their actual usage pattern. Full HCM seats vs. ESS-only seats. Power-user vs. casual-user thresholds in FINS and Adaptive.
Identify modules paid for but never deployed. Quantify the annual leakage. Decide what to deploy, what to swap, what to drop at renewal.
Package findings into a renewal narrative that Workday's deal desk will accept. Reductions land in the next order form, not in IOUs.
The optimization audit paid for itself five times over. We cut $1.4M of annual shelfware that we'd been renewing on autopilot for three years.
9-12 months out is the right window. Fixed Fee or Gain Share.
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