Bond Teamspirit: The name is Moore, Roger Moore Bond Teamspirit: The name is Moore, Roger Moore

Bond Teamspirit: The name is Moore, Roger Moore
30 Jun 2015

Roger Moore has a long CV, which lists American Express, Granada TV and Hewlett Packard and he has developed products for the likes of Citibank and GSK. The now managing director of Bond Teamspirit talks to Dawn Gay about his career and current role.

I have to ask, is there a connection between the name Roger Moore and the company name, Bond? 

As you can imagine I get asked this question a lot.

Back in 2004 myself and a couple of other partners bought the business here and in 2008 Bond acquired us, so it was just pure coincidence. It used to be Teamspirit Software and following the Bond acquisition, we became Bond Teamspirit and I continued managing the business.

How does the company structure work at Bond?

Bond started out in 1973 and Teamspirit in 1979. Historically, Bond is an author of recruitment software, supplying software to the big recruitment agencies such as Michael Page, Adecco and Hays, so that’s where the business was originally focused.

Ten years ago or so, Bond decided to branch out into human capital management and wanted a back office solution to their front office staffing software.

Bond PLC is the holding company, with a presence in various countries, including the UK, America, Australia and Japan, which all predominantly provide staffing or recruitment software. I think we are also just starting to venture into China.

In the UK we have four additional businesses all under the Bond UK brand. Teamspirit is an integrated payroll, HR and time and attendance (T&A) solution, operating from a single database and providing a single point of entry and access to payroll, HR and T&A data.

Can you tell me a bit more about Bond Teamspirit’s remit?

Teamspirit was formed in 1979 by a couple of guys who used to work for Ford and decided to broaden their horizons. The business started out purely on the payroll side with Paysense as the original product.

Then, in around 2003-4, they recognised the growing importance of HR and decided to expand their current offering by starting to develop the Microsoft Sequel (MS.SQL) database product. It was in September 2004 that I and a couple of partners then bought the company.

We focused more on getting the MS.SQL product right. We did some additional development work within that area and started selling the Teamspirit MS.SQL product - an integrated single database and one of the main advantages over some of our competitors. A lot of suppliers claim to have an integrated solution but have separate payroll and HR products and join the two together?

Can this be run in-house or at your offices?

Both. As well as a traditional in-house solution installed on a client’s servers, we can provide a hosted solution with an external supplier, but both are predominantly in-house solutions. I think the general marketplace is still very wary about personal data being outside of people’s control, but this is gradually changing

Tell me more about the time and attendance software that you are well known for?

This development came later than payroll and HR, as a reaction to the needs of our manufacturing clients who wanted T&A. All of our solutions are modular but can be fully integrated through Teamspirit’s unitary database. We use two partners who supply the clocks so people can swipe in and out. Then we effectively take that data and feed it straight into the payroll system.

What type of client base do you have?

Our primary market focus is companies employing between 350 and the 5, 000 to 7,000 people. However, our biggest clients run around 50,000 payslips a month, which includes both monthly and weekly payrolls. We’ve progressed in recent years and in the last four or five, have moved upmarket a little in terms of the size of company that typically purchases Teamspirit. We now have quite a few clients that sit around 10,000 employee mark.

We have a large presence in the retail market - that’s a really big vertical for us. Manufacturing is still extremely prevalent, particularly with T&A. We are moving into the financial market space and leisure sectors and have several district councils using our products

Companies in the UK are relocating outside of London and operating on a global scale, is this the same for Teamspirit?

On the software side, our payrolls are still predominantly UK based, but that’s more because of the difficulties in payroll legislation. Although Bond has recently acquired FMP and they provide payroll services to 100 different countries. FMP are using local payroll bureaux to deliver the actual payroll services and then managing these services for global clients. With the advent of this, we can start doing a bit more on a global basis. We are looking to see if we can enable the software to work in a few more countries where the product lends itself and there is a more simplified tax regime. The product can do the work - it’s just making sure that we have the necessary legislative rules embedded in the software.

Our HR software can operate anywhere and is more of a global product. I know a few of our clients are using it across Europe to manage their employees and gather global statistics. They can input the payroll information (gross and net salary) purely for global statistics.

What operational challenges do you come across on a daily basis?

One of the biggest challenges is managing new clients’ expectations. A lot of them buy a software package but openly admit that they have unique business requirements and processes. This is fine because that is what our software is geared up for and we are able to configure the system to meet the business processes they have. However with that comes complexities - you can’t just implement this type of product in a couple of weeks.

Do you find that much of your work is bespoke?

Teamspirit features an extremely powerful set of system tools, which allow either Bond Teamspirit, or with some training, the client, to configure the system to meet individual processes or reporting requirements.

The system tools allow an unlimited number of new fields to be added to the central database, which can be used to design additional calculations and reports. All of these changes can be made without affecting the underlying software programme, which means that when statutory updates and software enhancements are issued, they can be implemented without affecting any additional configuration made to the software.

For Teamspirit the future is most definitely around SaaS, mobile technology and keeping the in-house presence.

I think the market space will move more towards SaaS. It is, without a doubt, the buzzword today and we have to embrace that and move that way ourselves.

What changes are you seeing in the HR and payroll market space?

There is more legislation around HR these days, such as shared parental leave, and we have to be aware of that. The difference is that in payroll, HRMC are the governing body, so they implement the rules and issue them to software providers such as Teamspirit to ensure we are legislatively compliant.

On the HR front, there isn’t anybody that fulfils that role so you have to glean the right information to build it into your software. It becomes a lot more difficult to stay on top of legislation and it will become more so. If you look at the current market place, everybody has got payroll; it’s present in every business. But that’s not yet true of HR. HR want to embrace technology, so they are driving payroll to switch to integrated solutions, which are more attractive and efficient than standalone solutions. That is definitely the market our software is aimed at.

 

Roger Moore has a long CV, which lists American Express, Granada TV and Hewlett Packard and he has developed products for the likes of Citibank and GSK. The now managing director of Bond Teamspirit talks to Dawn Gay about his career and current role.

I have to ask, is there a connection between the name Roger Moore and the company name, Bond? 

As you can imagine I get asked this question a lot.

Back in 2004 myself and a couple of other partners bought the business here and in 2008 Bond acquired us, so it was just pure coincidence. It used to be Teamspirit Software and following the Bond acquisition, we became Bond Teamspirit and I continued managing the business.

How does the company structure work at Bond?

Bond started out in 1973 and Teamspirit in 1979. Historically, Bond is an author of recruitment software, supplying software to the big recruitment agencies such as Michael Page, Adecco and Hays, so that’s where the business was originally focused.

Ten years ago or so, Bond decided to branch out into human capital management and wanted a back office solution to their front office staffing software.

Bond PLC is the holding company, with a presence in various countries, including the UK, America, Australia and Japan, which all predominantly provide staffing or recruitment software. I think we are also just starting to venture into China.

In the UK we have four additional businesses all under the Bond UK brand. Teamspirit is an integrated payroll, HR and time and attendance (T&A) solution, operating from a single database and providing a single point of entry and access to payroll, HR and T&A data.

Can you tell me a bit more about Bond Teamspirit’s remit?

Teamspirit was formed in 1979 by a couple of guys who used to work for Ford and decided to broaden their horizons. The business started out purely on the payroll side with Paysense as the original product.

Then, in around 2003-4, they recognised the growing importance of HR and decided to expand their current offering by starting to develop the Microsoft Sequel (MS.SQL) database product. It was in September 2004 that I and a couple of partners then bought the company.

We focused more on getting the MS.SQL product right. We did some additional development work within that area and started selling the Teamspirit MS.SQL product - an integrated single database and one of the main advantages over some of our competitors. A lot of suppliers claim to have an integrated solution but have separate payroll and HR products and join the two together?

Can this be run in-house or at your offices?

Both. As well as a traditional in-house solution installed on a client’s servers, we can provide a hosted solution with an external supplier, but both are predominantly in-house solutions. I think the general marketplace is still very wary about personal data being outside of people’s control, but this is gradually changing

Tell me more about the time and attendance software that you are well known for?

This development came later than payroll and HR, as a reaction to the needs of our manufacturing clients who wanted T&A. All of our solutions are modular but can be fully integrated through Teamspirit’s unitary database. We use two partners who supply the clocks so people can swipe in and out. Then we effectively take that data and feed it straight into the payroll system.

What type of client base do you have?

Our primary market focus is companies employing between 350 and the 5, 000 to 7,000 people. However, our biggest clients run around 50,000 payslips a month, which includes both monthly and weekly payrolls. We’ve progressed in recent years and in the last four or five, have moved upmarket a little in terms of the size of company that typically purchases Teamspirit. We now have quite a few clients that sit around 10,000 employee mark.

We have a large presence in the retail market - that’s a really big vertical for us. Manufacturing is still extremely prevalent, particularly with T&A. We are moving into the financial market space and leisure sectors and have several district councils using our products

Companies in the UK are relocating outside of London and operating on a global scale, is this the same for Teamspirit?

On the software side, our payrolls are still predominantly UK based, but that’s more because of the difficulties in payroll legislation. Although Bond has recently acquired FMP and they provide payroll services to 100 different countries. FMP are using local payroll bureaux to deliver the actual payroll services and then managing these services for global clients. With the advent of this, we can start doing a bit more on a global basis. We are looking to see if we can enable the software to work in a few more countries where the product lends itself and there is a more simplified tax regime. The product can do the work - it’s just making sure that we have the necessary legislative rules embedded in the software.

Our HR software can operate anywhere and is more of a global product. I know a few of our clients are using it across Europe to manage their employees and gather global statistics. They can input the payroll information (gross and net salary) purely for global statistics.

What operational challenges do you come across on a daily basis?

One of the biggest challenges is managing new clients’ expectations. A lot of them buy a software package but openly admit that they have unique business requirements and processes. This is fine because that is what our software is geared up for and we are able to configure the system to meet the business processes they have. However with that comes complexities - you can’t just implement this type of product in a couple of weeks.

Do you find that much of your work is bespoke?

Teamspirit features an extremely powerful set of system tools, which allow either Bond Teamspirit, or with some training, the client, to configure the system to meet individual processes or reporting requirements.

The system tools allow an unlimited number of new fields to be added to the central database, which can be used to design additional calculations and reports. All of these changes can be made without affecting the underlying software programme, which means that when statutory updates and software enhancements are issued, they can be implemented without affecting any additional configuration made to the software.

For Teamspirit the future is most definitely around SaaS, mobile technology and keeping the in-house presence.

I think the market space will move more towards SaaS. It is, without a doubt, the buzzword today and we have to embrace that and move that way ourselves.

What changes are you seeing in the HR and payroll market space?

There is more legislation around HR these days, such as shared parental leave, and we have to be aware of that. The difference is that in payroll, HRMC are the governing body, so they implement the rules and issue them to software providers such as Teamspirit to ensure we are legislatively compliant.

On the HR front, there isn’t anybody that fulfils that role so you have to glean the right information to build it into your software. It becomes a lot more difficult to stay on top of legislation and it will become more so. If you look at the current market place, everybody has got payroll; it’s present in every business. But that’s not yet true of HR. HR want to embrace technology, so they are driving payroll to switch to integrated solutions, which are more attractive and efficient than standalone solutions. That is definitely the market our software is aimed at.