Why Cezanne’s place as a Strong Performer on the Fosway 9-Grid™ matters for HR leaders in summary:
Cezanne has moved from ‘Solid Performer’ to ‘Strong Performer‘ on the 2026 Fosway 9-Grid™ for Cloud HR. The 9-Grid™ is Europe’s independent benchmark for HR technology, scoring vendors on performance, potential, market presence, total cost of ownership and trajectory. Moving up a band means Fosway’s analysts have seen genuine improvement in what the platform delivers and in how customers rate it. For HR leaders weighing up systems, it’s independent evidence that Cezanne is performing alongside far bigger names.
We don’t usually spend much time talking about ourselves… but this one felt worth an exception. Cezanne has moved to Strong Performer on the 2026 Fosway 9-Grid™ for Cloud HR, having entered the grid as a Solid Performer only last year.
Now, it’s might just look like a small shift on a chart. But anyone who has sat through an HR software selection process knows how little independent, European-focused evidence there is to work from. Analyst reports are one of the few places you can compare vendors without wading through everybody’s own marketing. So, a year-on-year move matters more than a one-off appearance does – and it’s something we’re pretty damned proud of!
What is the Fosway 9-Grid™?
If you work in HR or people management, chances are you’ve already heard of it. The Fosway 9-Grid™ is an independent analysis of the European HR technology market, produced by Fosway Group, Europe’s leading HR industry analyst. It plots vendors against each other so buyers can see where a platform actually sits, rather than where its website says it sits. Think of it as the Which? magazine of HR software. Fosway has been running this research since 1996 and has no commercial stake in which system you pick. The grid is rebuilt every year, so positions shift as vendors improve, stall or get overtaken.
Fosway scores every vendor across five dimensions:
- Performance – how customers rate their real-world experience, plus wider market performance
- Potential – the scope, capability and sophistication of what the platform does
- Market presence – how established the vendor is and how widely it’s adopted
- Total cost of ownership – what it genuinely costs to run, not just the headline licence fee
- Trajectory – where the vendor is heading, based on performance and potential combined
In short, it’s the go-to analyst report for evaluating HR technology in Europe, and helping you make the right HR software choice. Less about hype, and more about benchmarking vendors on the stuff that really matters.
What does Strong Performer mean on the Fosway 9-Grid™?
Strong Performer is the band across from Solid Performer. It recognises vendors delivering consistently well for customers, with capability that reaches beyond their immediate niche. Solid Performer already signals a dependable platform with a happy customer base. Strong Performer says the same, but with more evidence behind it and broader reach across the market.
The bands aren’t a simple league table, and Fosway is clear that position should be read alongside the total cost of ownership and trajectory indicators rather than in isolation. A Strong Performer with a lower cost of ownership is a very different proposition from an enterprise platform in the same band with a much heavier price tag.
So, what’s changed for Cezanne between 2025 and 2026?
Last year was Cezanne’s first appearance on the Cloud HR grid, entering as a Solid Performer with a Lower Total Cost of Ownership indicator – you can read more about that here. This year’s move to Strong Performer reflects twelve months of product development, customer growth and – crucially – what existing customers told Fosway’s analysts.
Why Cezanne being included is a big deal
Cezanne’s place on the Fosway 9-Grid™ for Cloud HR systems is more than just an accolade – it’s validation of the system and service we provide. In fact, our CEO Simon Noble summed it up brilliantly in 2025, by saying:
“Being included on the Fosway 9-Grid™ is a big milestone for us and real acknowledgement to the hard work we’ve put into building software and delivering a service that HR and payroll teams love and trust. It’s especially satisfying that they recognise our trajectory is excelling, and validating the journey we’re on. Our goal is to ensure we put people first by creating beautiful simple to use software that empowers HR and Payroll professionals to create thriving workplaces. To see our customers’ feedback appreciate this and our ongoing innovation recognised by such a respected voice in the HR tech world really is just amazing.”
Is the Fosway 9-Grid™ pay-to-play?
No. Vendors can’t just buy a position on the Fosway 9-Grid™. Fosway’s analysts assess product capability, interview customers directly and track adoption across the European market. If customers weren’t rating the platform well, no amount of marketing spend would move a vendor up or across a band. For our existing customers, it’s confirmation you chose wisely – nice one! For organisations still exploring HR technology options, it’s a clear sign that Cezanne is a proven, scalable choice.
That independence is the whole reason the report is useful when you’re building a shortlist. It’s also why moving up is harder than getting on in the first place.
Why should HR leaders care where a vendor sits?
Choosing an HR system is one of those decisions you live with for years, and unpicking it is expensive. You’re weighing budget, future headcount, compliance obligations and the daily reality of HR admin, usually while doing your actual job alongside it. Independent analysis won’t make that decision for you, but it narrows the field and gives you something credible to put in front of a finance director.
Most of the big analyst reports are US-centric, which is a real problem if you’re a UK organisation with European entities. Fosway’s research is built around European buyers and the things that actually bite here: multi-country payroll, GDPR, statutory reporting, works councils, local employment law. That’s a more useful lens than a global grid that treats the UK as a rounding error.
If you’re at the shortlisting stage, our guide to the six key questions you should ask when evaluating HR software pairs well with the 9-Grid™ as a starting point.
What does the move say about Cezanne HR software?
Moving across a band comes down to four things Fosway looks hard at:
- Measurable value for HR teams. Less time on admin, better data for decisions, fewer disconnected systems to reconcile.
- Continuous development. Regular releases across core HR, payroll, performance, recruitment and learning — not an annual refresh.
- Scalability without complexity. The platform works for an organisation of 150 people and still works at 3,000, without needing a consultant on retainer.
- Customer sentiment. Fosway talks to customers directly, so this band reflects what they said about the service as much as the software.
Now, that last point is the one worth dwelling on, because it’s the hardest to fake.
Take Johnsons 1871 – a group of specialist contractor businesses running removals, logistics, installation and project management, with each service operating as a separate entity and a central HR and payroll team holding it together. Before Cezanne, employee data sat in basic databases and SharePoint folders, and payroll was a spreadsheet passed between managers, HR and finance. They’ve since reclaimed more than 50 hours a month by moving both HR and payroll onto one platform – over a full working week, every month.
The implementation is telling too. The decision was made in February and the business wanted it live for April, across multiple entities with complicated data. That kind of timeline is exactly what the scalability and total cost of ownership dimensions are getting at. A platform that takes nine months and a consultancy engagement to stand up costs far more than its licence fee suggests. You can read more about Johnsons 1871’s journey with Cezanne here.
What does this mean for mid-sized HR teams specifically?
If you’re running HR for 50 to 3,000 people, you sit in an awkward gap in the market. Enterprise platforms are built for organisations several times your size and priced accordingly. Lightweight tools handle holiday requests and little else, and you outgrow them within two years.
Fosway’s grid is genuinely useful here because it separates capability from scale. A vendor can be highly capable without being enormous. The total cost of ownership dimension matters more to mid-sized teams than to anyone else, because implementation, configuration and support costs hit a fifteen-person HR function very differently from a three-hundred-person one.
That’s the gap Cezanne was built for: the functionality larger organisations expect, without the cost or implementation overhead that usually comes attached. If you want to dig into what that total cost actually looks like across vendors, we’ve written about what HR platform pricing really includes.
What’s next for Cezanne?
An analyst position is a snapshot, not a destination. The 9-Grid™ gets rebuilt annually, which means holding a position takes as much work as earning it. What’s coming next across the platform:
- More AI-powered features for HR teams that save real time rather than demo well, including our new AI Helpdesk
- Continued development across payroll, performance and recruitment
- More depth for organisations managing multiple countries and entities
- More automation of the admin that keeps HR teams away from strategic work
The underlying goal hasn’t changed. We want to be the most loved and trusted HR and payroll platform in our markets. Recognition from Fosway suggests we’re heading the right way.
So, in summary…
Cezanne’s inclusion and consolidation on the Fosway 9-Grid™ is a big deal – for us, for our customers, and for the wider HR community. It shows that we’re delivering value today and committed to shaping the future of HR technology tomorrow.
For HR leaders, it’s one more reason to believe that Cezanne is a smart investment in your people strategy. If you’re already with us, you can feel smug about backing a winner. If you’re not… well, now might be the perfect time to see what all the fuss is about.
Frequently asked questions about the Fosway 9-Grid™
What is the Fosway 9-Grid™ for Cloud HR?
It’s an independent annual analysis of HR software vendors serving the European market, produced by Fosway Group. It plots vendors across nine positions based on performance and potential, with additional indicators for total cost of ownership and future trajectory.
Who produces the Fosway 9-Grid™?
Fosway Group, a European HR industry analyst founded in 1996. The firm is independent and has no commercial stake in which vendor buyers choose.
What position does Cezanne hold on the 2026 Fosway 9-Grid™?
Cezanne is a Strong Performer on the 2026 Fosway 9-Grid™ for Cloud HR, having entered the grid as a Solid Performer in 2025.
What are the nine positions on the Fosway 9-Grid™?
The grid covers Potential Challengers, Core Challengers, Strategic Challengers, Solid Performers, Strong Performers, Strategic Performers, Potential Leaders, Core Leaders and Strategic Leaders. Position reflects a combination of market performance and market potential.
How is the Fosway 9-Grid™ different from Gartner or Forrester reports?
Fosway’s research is built specifically for European buyers, covering the compliance, multi-country and cost considerations that matter here. Many comparable reports are weighted towards the US market.
Can vendors pay to appear on the Fosway 9-Grid™?
No. Positions are based on analyst assessment, customer interviews and market adoption data. There’s no paid placement.
How often is the Fosway 9-Grid™ updated?
Annually. Each edition reassesses vendors, so positions can move up or down year on year.
What does “Lower Total Cost of Ownership” mean on the grid?
It’s an indicator Fosway applies to vendors whose total running costs sit below the market average for their band. It accounts for more than licence fees, including implementation, configuration and ongoing support.
Does a good analyst position mean a platform is right for my organisation?
Not on its own. Analyst research narrows a shortlist and validates capability, but fit depends on your size, sector, countries of operation and existing systems. It’s a filter, not an answer.
Where can I read the Fosway 9-Grid™ report?
The summary report is available directly from Fosway Group.
Paul Bauer
Paul Bauer is the Head of Content at Cezanne. Based in the Utopia of Milton Keynes (his words, not ours!) he’s worked within the employee benefits, engagement and HR sectors for over six years. He's also earned multiple industry awards for his work - including a coveted Roses Creative Award.
