Hello, welcome. To Ang 2025 and thank you for watching my presentation. My name ista sat. I'm a director of Solution Design and Architecture at a TP, and I'm happy to present today's topic on how Ang has been, can potentially, revolutionize employee experience across our organizations. HR technology, as is one of the very few enterprise systems that touches every single person in an organization. From the day a person is recruited till their very last paycheck, the stakes are very high. A payroll delay can you know, trust. A data breach can cost humongous lawsuits and a slow benefits portal can potentially damage employee experience. Today we'll explore how RAs a very modern systems programming language is emerging as a serious contender to power these mission critical platforms. Rust brings in performance, safety, and concurrency in ways traditional HR tech stacks cannot often match. And we'll see how this translates directly into better reliability, lower cost, and a more seamless experience for both employees, HR teams, and organizations as a whole. Let's take a brief look at our today's agenda. Here's where we are headed. We'll start with the evolution of HR technology, where we've come from and what that means to today's systems. We will take a look at modern HR i's requirements and why they have outgrown our older architectures. We'll explore how rusts technical advantages and how they can potentially apply to HR systems. We'll break down a reference architecture and see some sort. Real world examples that you could relate to. And we'd also examine security performance and integration capabilities from a rust point of view. And finally, a sort of a look ahead into emerging trends and where Rust fits in the future of HR tech. Let's set the stage. HR technology, if, as has gone through three big eras. They started off with a manual era where, you know. People data were stored in personal files, paper forms, physical timecards. Efficiency was extremely low, and errors are extremely high. Even today, there are organizations who have manual paper forms for their onboarding or for their, personal action forms, et cetera. And then keep the legacy digital era. This is where the, HRIS platforms or as an enterprise architecture in the eighties and the nineties, digitized records, but they ran on old architecture such as stronger architecture, such as mainframes or proprietary systems like on-premise systems. For example, many Fortune find companies still have core payroll systems that are written with cobol. They're extremely reliable, no doubt about it, but they're also inflexible and very costly to update. And then now we are currently in the modern cloud era where we have platforms like Workday, SAP, SuccessFactors, we have Oracle Cloud Head cm that deliver web-based self-service analytics and integrations. Now, what's the problem really then even these modern platforms, they often run into scalability and performance bottlenecks. And I've seen, open enrollment windows where a system took. Three minutes to load a single benefits page or a single promotion for an employee takes, seven minutes to run simply because there are thousands of employees in the database and they were all trying to log in at once. And this is the opportunity where Russ gives us a way to build system to avoid these choke points completely. Modern H-R-I-S-A, truly modern HRIS has to meet demands in forefronts. One is multiple stakeholders. Employees today expect very intuitive mobile self-service for personal data benefits leave. They wanna do everything at the click of a finger. Managers want to do their actions as performance, moving employee scheduling for them, approving things, et cetera. And then HR admins require compliance ready tools and they wanna report run reports instinctively. There are also technical demands. System must process huge volumes of sensitive data, payroll, drawn tax reports, performance review without exposing it. Integrations has to be strongly built with finance learning identity systems. There are so many that are non-negotiable with technical integrations. Think about scalability for a second. What works. A tech stack for a 500 employee must also scale to 50,000 without really rewriting the system. Imagine a company like Deloitte, scaling, onboarding for 200, I hires for a month to 2000. Hire in, because of a growth push. Think about what a system needs to do. And finally, data integrity. A single payroll error can mean regulatory fines, employee attrition, and serious consequences. Legacy languages sometimes let subtle bugs slip through that rust compiler would catch before deployment. This complexity demands a tech stack that can balance safety, speed, and adaptability, which is where rust fits in very beautifully. Let's look at, talking about all these requirements, let's. Talk about what are rusts technical advantages and how it brings its strengths to HRIS development. The first and foremost that I'd like to talk about is memory safety. Entire classes of bugs, like buffer overflows, dangling pointers simply cannot happen in a rust language for an HR system holding things like social security numbers, bank details, sensitive, PII, that is huge. Fearless concurrency. Payroll runs, benefits processing, performance analytics all can execute in parallel. Think about it, your payrolls are running almost every other week, and at the same time, if you're running a huge performance cycle or your annual performance cycle and running analytics out of it, all of this needs to concurrently run. And in an imagine in an organization that's about 50,000 as associates, the concurrency of processes running together is very critical for high volume deadlines. Performance, zero cost abstractions mean we can write expressive code without slowing it down. That's how you can run a global payroll calculation across a hundred thousand organization, employee organization in a, in very few minutes. Explicit error handling rust sort of forces developers to consider what happens when something fails. For example, if a tax rate file is missing or a benefit vendor, API is down, right? It forces you to write the error, logic, strong type system. HR data is very complex, right? Think about a very simple data point, such just a job grade. That's not a number. It's a structure that's tied to bands. That's tied to locations, and there are rules that are running behind the scenes. Rust enforces these rules in the type system itself. All of this in combination directly addresses sort of core pain points that you know I've seen or the industry has seen in the HRIS domain. Downtime, data errors, slow processing, all of these are very common pain points for clients today. Let's take a look at RU'S architecture and how the implementation is going to be really. Happening. A rust powered HRIS can be designed in many ways, right? It can be in modular layers, right? It rust can potentially sit at a data layer. It can work with SQL or no SQL with compiled time. Query checks, meaning no runtime surprises when you're fetching payroll records. Think about that. API development, right? Frameworks like act. I think ActX web handle thousands of concurring requests with minimal resources. This is so perfect for, ESS portals, employee sensors, portals. Thirdly, authentic authentication, a very strong cryptography and role-based access control. Ensuring an HR admin can. Can't see an executive salaries data unless explicitly granted authentication plays a very critical point from an HCM domain because it really controls who can see whom within your organization and what can they potentially do. HRI systems these days are looking to get very granular with this, and Rust can very strongly support this with its, with its role-based access controls. And finally background processing. Async and awaits allow payroll calculation, batches or compliance report to run in the background without really freezing the interface. For example, think about a 40,000 member organization which has, which is running payroll across countries, right when we run tax calculations for, in the background for each jurisdiction concurrently, and then merge the results, delivering those final payroll reports and registers. Would be a matter of few minutes instead of a few hours. So this modular architecture aligns very well with microservices approach and gives different aspects of HR functionality to be developed, deployed, and scaled Rest supports the entire can. Potentially support the entire employee journey if we are to think about it. Recruitment, onboarding, right from the time an apply applicant, is. Is getting into the system through their ATSs. It can handle high volume searches, it and state machine workflows. It can ensure a candidate can't be marked as hired without a complete background check. It can support potentially from a performance management as an example. It can do code tracking, it can do feedback loops that can update instantly even during high traffic performance life cycles. Benefits in payroll is one of the very hot topics, like we've seen so many examples so far that we talked about real time calculations. For, say benefit deductions or 4 0 1 case, et cetera, or stock options, et cetera, without running errors. And when you look at it from an offboarding perspective, where you are securely retaining the data and the deletion rules to ensure compliance and rest, like we said, has very strict access controls and it can prevent ex-employee data from being accessed later. Think about an org organization onboarding 500 seasonal staff in a week. Say like a retail outlet, like a Macy's, which does seasonal hiring during Christmas. Rest ensures no data conflicts, no stale records, and no missed payrolls for these seasonal hiring. Talking so much about it, I think it's very important to talk about security and compliance in hr. Security is non-negotiable, right rest. This is where Rust provides a memory safety guarantee. Many security beaches are cost by memory related bugs. Rust makes those impossible by design, right? Role-based access control, like we talked about, it's modeled in the code, not just in config files. It's there at the code level. It ensures payroll processors can see medical records, like they don't have to, like managers cannot see PII of their associates. They shouldn't be. It also allows for tamper proof audit, logging. Every access to sensitive data is logged without degrading the performance. It is very critical as you go global for GDPR and HIPA compliance. And finally, privacy by design. RU'S ownership model makes it easier to implement strict data lifecycle controls like auto deletion, after retention periods, purging, et cetera. Like how we talked about security. The other side of HRIS is what is very important is performance. In performance terms rust can potentially deliver sub millisecond API responses or even. Even under heavy load it can handle thousands of concurrent benefit elections without crashing and can use up to 50% less memory than garbage collected languages, allowing more services per server. I also researched that one rust based payroll system in financial services at currently reduced the processing time from six hours to under 45 minutes. I think that is tremendous enabling some of the day-to-day payroll corrections, something impossible with the old code cobalt set up. We talked about security performance. I think the next big piece for HRI is technology to be a huge success is integration APIs and how well your platform can potentially connect. And this is where Rust plays a big piece, right? There are high performance rest APIs for connections to finance, learning, recruitment and identity systems. There is real time data streaming for live dashboards showing hiring progress compliant tasks. Dashboards are. Are a huge importance in the HCM, I would say from executive presence. And Rust easily offers this message queuing to hold spikes. For example, processing thousands of time of request. After a policy change announcement. A large healthcare provider used, actually used rust microservices to sync. Employee scheduling data between HRS and their patient care in real time, and they eliminate manually eliminating manual errors in shift assignment. So all of these prove, gave me the confidence that trust is winning in every angle that you look at from a HCM presence. So I dug a little bit, and this is where real world case studies where I picked three organizations that have, how they have utilized, rust as a programming language there was a tech company that completely replaced Java based onboarding app that crashed during high volume, graduating hiring with rust and now to date handles thousands of new hires per quarter with zero downtime. Also studied about a financial services company that migrated from cobalt to rust, and it cut processing times by 85% and it also enabled mid-cycle payroll runs by the way. And lastly, I, there was an interesting case study about a healthcare that built a rust based healthcare records platform that integrated with HR data. It met HIPAA compliance without sacrificing speed. The common thread that you, that I saw in all of this was three big things. There was reliability, there was speed, and there was reduced maintenance cost. So with all of this in mind some of the best practices that I can potentially conclude is, to succeed with rust in the HCM space or in the HRIS world, you should use domain-driven design to model HR processes to code. Of course and applying consistent error handling so that pay payroll failures, surface early. Also making sure we are building comprehensive tests end to end for compliance and data incre integrity across whatever solution we are building into and minimizing unsafe code and auditing third party libraries. And also making sure that we're documenting core HR logic so that future development teams can onboard very quickly. Finally just to sum it up. There is a future of HR tech with definitely with rust and emerging tech will reshape HRI with tech in terms of building AI for attrition, prediction talent matching rust integrates with so many ML libraries. You could potentially use. Will reshape blockchain for credential verifications. You can run real time analytics for engagement and productivity insights. You can also have privacy preserving computation for secure compliant data analytics analysis in the HR world, and also edge computing to serve, global workforces with really greedy low latency. Just as a conclusion while I wrap up, all of this, rust isn't just a new language, it's a platform choice that can fundamentally improve HRIS performance, reliability, and security. It's already proving itself in small ways in a real world systems that can handle some of the sensitive high volume data. But for HR tech leaders, I think this is a chance to future proof their system with whatever applications they are in today. I think adding that layer. Of whatever we saw, whether it's in APIs or whether it's in, reporting or whether it's in analytics. Rust is giving them an option to deliver the kind of speed, safety, and scalability that the modern workforce really demand. So I hope you enjoyed all my insights with a good context with hr and HCM technology and how Rust brings a lot of advantages to this. Thank you so much. Have a good day.