Turn employee transactions into leadership readiness

Implementation runs through Merge’s guided setup flow, designed to minimize lift for HR, IT, and Workday administrators. The sequence typically follows five steps: align on goals and which integrations to enable; connect Workday through Merge’s authentication flow; confirm which organizational data fields are shared and who receives coaching; complete security review and validation; launch and refine delivery based on adoption and feedback. Because the connection runs through Merge’s standardized flow, implementation focuses on configuration rather than custom development.

Cloverleaf connects to Workday through Merge, a unified API provider that standardizes HRIS integrations across platforms. Merge handles authentication and daily data sync between Workday and Cloverleaf, normalizing organizational data so coaching stays aligned with your HR system without requiring custom development. Cloverleaf reads organizational data from Workday through Merge. It does not write back to Workday or modify any records.

Cloverleaf is built with privacy, equity, and accessibility as core requirements. Employees choose how they receive coaching and what data is shared, and your organization owns all employee data — Cloverleaf does not sell it. Coaching content is reviewed using validated assessments and bias detection processes before approval, and the platform aligns with W3C accessibility standards with a VPAT available upon request. This consent-driven model ensures coaching remains ethical, transparent, and aligned with internal policies.

Cloverleaf is SOC 2 Type II certified across all five Trust Service Criteria, ISO 27001:2022 certified, and GDPR aligned, with encryption across all storage and API connections. Because data flows through Merge as the integration intermediary, enterprise security teams should evaluate both — Merge holds SOC 2 Type II, ISO 27001, HIPAA, and GDPR certifications.

No. Cloverleaf does not use customer data to train external AI models. AI at Cloverleaf is designed to support people, not replace judgment. The platform does not make automated decisions about employees, and AI interactions are logged, monitored, and auditable. Organizations can also limit or disable AI features they are not ready to use.

Your organization controls which integrations are enabled, what data is shared, which employees or teams receive coaching, and how frequently coaching is delivered. Administrative settings ensure coaching aligns with your governance requirements, privacy expectations, and rollout strategy.

Most organizations involve a small cross-functional group: HR or Talent Development leaders to define goals and scope, a Workday or HRIS administrator to connect Workday through Merge’s setup flow, and an IT or Security partner to complete authentication and vendor review. Cloverleaf supports this process with documentation and guidance to make internal alignment easier.

Many tools integrate with Workday primarily to keep employee records and org charts current. Coaching may be available, but it isn’t connected to what’s actually changing in someone’s role, team, or responsibilities. Cloverleaf’s integration detects field-level changes during daily sync — promotions, manager reassignments, review completions — and delivers coaching based on those changes, typically within 24 hours. Development support stays relevant as roles and responsibilities evolve, without anyone having to seek it out. When evaluating any Workday integration, it’s worth confirming whether coaching activates in response to organizational changes or simply remains available for employees to find on their own. If leaders have to remember coaching exists, adoption will reflect that.