What were the main challenges an HR system was meant to help solve?

Koenigsegg wanted a system that offered a comprehensive solution, but one that was also willing to take the journey with them — including developing workforce planning functionality in a way typically only found in larger enterprise systems. At the same time, they were not prepared to end up locked into one of the big vendors.

— That's where we've found a great collaboration with Heartpace, says Alexander Kervall.

How has the implementation gone?

Overall, the implementation has gone well. Some parts are still ongoing, but what is currently live is running stably. There is a very positive outlook on the remaining work and tying the final pieces together.

2026 is the year Koenigsegg has set as the target for moving from implementation to the system being an active tool for managers and employees to use at a tactical level — and to some extent at a strategic level as well.

Alexander's three most important tips!

1. Prepare thoroughly

Test the waters internally first. Talk to the relevant departments about what their needs are and what they want from a system. Let them know in advance about your plan and what the system will look like.

2. Bring people on board early

Make sure to involve people at an early stage. When people are engaged and understand the value, the technical parts become much easier to handle.

3. Have a clear vision and set specific goals

Form a picture early on of what you want the system to be, and set clear goals for both the implementation and the value you want to deliver to the business. That makes it much easier to steer once you are in the implementation phase.