How to Market on r/HRtech
A community for HR technology professionals: HRIS administrators, HR analysts, and vendors building tools for human resources. Discussions on HRIS, ATS, payroll systems, and people analytics.
r/HRtech Rules & Self-Promotion Policy
Understanding the rules is critical for successful marketing. Here's what you need to know about r/HRtech.
Moderate Self-Promotion Policy
Self-promotion is allowed in context. Lead with value, not your product. Promotional posts may be removed.
Community Rules
- 1Stay on topic for HR technology
- 2No spam or excessive promotion
- 3Be respectful to professionals
- 4Include context in questions
- 5Share experiences, not just pitches
How to Write for r/HRtech
Professional and employee-focused. HR technology affects employee experience. Show understanding of compliance requirements and the human side of HR tech.
Best Practices for r/HRtech
Maximize your impact by understanding when, what, and how to post.
Best Times to Post
- Weekday Morning Est
- Tuesday Wednesday Est
- Thursday Afternoon Est
Posts stay relevant for about 48-72 hours
Content That Works
- HRIS implementation experiences
- Integration and workflow stories
- Vendor selection case studies
- People analytics insights
Common Flairs
Who's Here
HR operations professionals, HRIS administrators, and HR analysts. Many evaluate and implement HR technology. Value integration, compliance, and employee experience.
Common Mistakes on r/HRtech
Avoid these pitfalls that get marketers banned or ignored.
Ignoring compliance and data privacy
HR data is sensitive. GDPR, local labor laws, and privacy requirements are non-negotiable.
Instead
Lead with compliance: "GDPR compliant. SOC 2 certified. How we handle employee data privacy."
Underestimating integration complexity
HRIS ecosystems are complex. Payroll, benefits, ATS, and core HR need to work together.
Instead
Show integration: "Pre-built integrations with [major HRIS]. API for custom connections. SSO via [providers]."
Employee experience afterthought
HR tech ultimately serves employees. Tools that are hard for employees to use fail adoption.
Instead
Address employee experience: "Designed for employee self-service. Mobile-first. Onboarding in [timeframe]."
Ignoring the manager experience
Managers are key HR tech users. If managers won't use it, the tool fails.
Instead
Include manager focus: "Manager dashboard for [tasks]. Reduces manager admin time by [estimate]."
Generic B2B messaging
HR has specific concerns: employee relations, compliance, culture. Generic tech messaging misses the mark.
Instead
Speak HR: discuss employee experience, compliance, DEI support, and people analytics.
Post Formats That Work on r/HRtech
These content formats consistently perform well in this community.
Implementation Story
Example Format
""Implemented [HRIS/tool] for [company size]. Timeline: [duration]. Integration challenges: [list]. Employee adoption: [metrics]. What we'd do differently.""
Why It Works
Real implementation. Honest about challenges. Adoption focus.
Vendor Selection
Example Format
""Evaluated [Tool A] vs [Tool B] for [use case]. Criteria: [list]. Demo experience: [observations]. Our decision: [choice with reasoning].""
Why It Works
Practical comparison. Clear criteria. Helps others evaluating.
Integration Case Study
Example Format
""Connected [System A] to [System B]. Approach: [method]. Data sync: [how it works]. Maintenance: [ongoing effort].""
Why It Works
Technical detail. Ongoing reality. Helps others plan integrations.
Related Communities & Use Cases
Expand your reach with similar subreddits and see who uses r/HRtech for marketing.
Who Should Target r/HRtech
Frequently Asked Questions
Common questions about marketing on r/HRtech
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