Human Resources Information Software (HRIS) is critical to business operations, but they tend to be fairly expensive with rigid contracts, and choosing the wrong one can be an operational disaster (not to mention bad for your reputation around the office).
The job of an HRIS is to be the unified system to handle all people processes. This includes TA/recruiting, compensation, leave management, organizational management, and sometimes more.
This guide covers everything you need to know to make a highly-informed choice if you’re in the market. We discuss cost, contracts, common pitfalls, ROI, and tips for product demos.
We will also bring in the voices of three expert contributors: Phil Strazzulla (our founder and CEO), Stacey Richey (VP of People at Corvus Insurance, 18+ years in HR) and Danielle Jones (CEO of Pinnacle Consulting Services, 10+ years in business and HR).
Best HRIS Systems
To choose the best HRIS, we meet with vendors for product demos and ask tough questions based on user research statistics, expert feedback from HR thought leaders and the real-world expertise of our editorial team.
The crucial features on which we evaluate HRIS systems include scalability, integration, self-service functionality, compliance and security, and total cost.
Scalability: We test each HRIS system’s capacity to handle rapidly growing teams by looking for features such as single sign-on, enterprise system integration, batch processes, and automations.
Integration Capabilities: Integration is critical for an HRIS. Each of our top picks integrates with existing systems such as payroll, talent management, or recruitment software to ensure seamless data sharing.
Reporting and Analytics: The best HRIS systems feature robust reporting and analytics capabilities and provide actionable insights into employee data, HR metrics such as employee growth and retention, and workforce trends such as the number of female executives.
Employee Self-Service: Each HRIS is evaluated by our experts for the quality of their self-service functionality. These critical features empower employees to access and update their own information, request time off, view pay stubs, and participate in performance management processes.
Information Security: It is crucial that HRIS vendors undergo regular audits such as SOC2. In addition to ensuring measures were in place to protect sensitive employee data, we also evaluated each platform’s approach to compliance with relevant employment laws and data protection regulations.
Total Cost of Ownership: It is important to know the overall cost of implementing and maintaining an HRIS system, including licensing fees, customization, training, and ongoing support costs.
To gain deeper insights into how we build these lists, check out this article about how we evaluate HR tech vendors.
Deel is a fantastic (did we mention free?) HRIS for remote and international teams that need a way to compensate their employees, and a system for record.
- Their HRIS is literally free
- You can pay employees and contractors globally through one system
- Employee experience features such as 1:1's and pulse surveys
- One of the best features of Deel is its customer service. They offer 24/7 in-app support and the fastest-in-class onboarding speed of 2-3 days. Users get access to local payroll experts in each jurisdiction, and support is available for contractors facing challenges setting themselves up as an LLC.
- Integrates seamlessly with common platforms like Quickbooks, Bamboo, Greenhouse, and more. They also offer custom integrations to automate and sync processes.
- Self-service approach; tech-enabled features so customers can jump in quickly and easily. Our user researchers found it quite easy to set up: the identity verification process consistently took less than 24 hours, and in some cases, it took mere minutes.
- Automated invoices, which are a breeze to do as long as they’re in English, both on the company and the contractor or employee’s side.
- This system can be expensive if you are a small remote team and using it to pay international employees (for example if you're a 10 person team with colleagues in 10 different countries, it will be close to $50k/yr, but this is the cost of paying people compliantly)
- Their HR suite is new, and therefore lacks a lot of features that you would expect in a Bamboo, Bob or other solution that's been on the market for years
- Some of Deel’s best and most powerful services, like onboarding automation, appear to be add-ons, which might be too costly for some companies
- There is little to no flexibility when it comes to altering their contracts or service agreements, so many changes would require an addendum.
- There is a $5 fee per payout
- As far as we’ve seen, it’s not possible to generate invoices in another language.
We added Deel's HRIS to this page as it's really the first free HRIS with a global focus. Deel has a number of very large companies (Nike, DropBox, Shopify) using their global payroll platform. However, we view this HRIS as more focused on SMB and mid market companies that need a solution for a global team. This is different than their global payroll solution which companies of all sizes can leverage.
Deel is a leader in the global payroll space, and this new HRIS functionality allows them to go deeper into the HR Tech stack of smaller companies. It's an easy, free, and adequate solution. That said, it reminds us of Gusto a bit in that the functionality isn't as robust as many HRIS's. Just like Gusto added some HRIS like features to their payroll offering, Deel is doing the same.
So - this is great for companies that are global, smaller, cost conscious. But, there will be tradeoffs with more robust systems (which of course will cost a lot more!).
Pricing for Deel's HRIS is completely free! However, they do make money as a business, mostly on their global payroll offering:
- Contractors: At $49 per contractor per month, Deel takes care of payroll and compliance for contracts in 150 countries.
- Full-time: From $500, this plan lets you hire full-time employees in a new country without having to set up a legal entity there. Deel becomes an Employer of Record and hires the employee for you.
Their HRIS is best for smaller companies that have global payroll needs.
BambooHR has been one of the go-to HR software for SMBs for years: It comes with stellar customer support, is easy to use, and gives companies some flexibility in purchasing the modules they want.
- Flexible packaging means you can pick out one or two packages and have other modules included as add-ons based on your needs.
- Straightforward platform that’s easy to navigate and customize.
- All plans/packages have custom pricing that most users think is reasonable.
- Integrates with some LMSs.
- Smooth onboarding workflow with many automation features.
- Has free trials.
- Flexible packaging and custom pricing is the way they roll. You can pick out one or two packages and pick other modules as add-ons based on your needs.
- Very simple and straightforward tool, easy to use.
- Payroll is only available for US-based employees.
- Some popular integrations are missing, for example, QuickBooks.
- Great customer support, but only available during US business hours.
- Some modules like time tracking, performance management, and surveys are only available as add-ons.
- Users noted that the system doesn’t stop employees from booking more vacation or sick time than allotted.
- Payroll is only available for US-based employees
- Customer support is only offered during US business hours.
- Some modules like time tracking, performance management, and surveys are only available as add-ons.
BambooHR’s platform has consistently been among the top choices for HR professionals in the US and beyond for over ten years. We gather this has to do with the fact that BambooHR spans the entire employee lifecycle. Aside from the Core HR functions like ATS, leave management, employee records, and a company calendar, they also have recruiting and performance management, and payroll available as add-ons. That said, the HRIS is offered as a small business package.
On top of their platform, BambooHR also has an app marketplace with integration options for dozens of HR/recruiting tools, as well as an HR glossary. They also host HR events from time to time.
Among the 20,000+ companies that use BambooHR, you’d find names like Quora, Universal Group, Reddit, Asana, Change.org, University of Maryland, and Grammarly.
- BambooHR uses the per-employee-per-month pricing model to charge teams with more than 20 employees and a monthly flat rate for ones having 20 employees or less.
- From our research, the HRIS cost is between $6 and 12 per employee per month plus 5-15% of the annual software cost as their one-time implementation fee.
- Volume discounts and free trials are available. No annual contract is required.
Pro tip: The team is open to extending the demo upon request or even giving you a free demo of advanced features.
US-based SMBs looking for a customizable HR product with pricing that reflects their needs. The platform is also quite popular among teams that are partially or even fully remote.
We mainly used it for time tracking, sourcing, shortlisting, hiring, onboarding, and performance management. Besides, it has very good functionality for Compensation&Benefit and internal communication. There is no need to fill in the new hires' details manually, it is fully integrated with its ATS, and when we send out a job offer through the system the details of the new hire are automatically added. Moreover, we used it for birthday and tenure celebrations. We used Bamboohr for Engagement surveys as well. Last but not least, we customized and get periodical reports for various data that make sense for decision-making.
Firstly, I like BambooHR for its simple and user-friendly Recruitment function. Secondly, it is a great system where you can keep all of the records, even it is possible to keep the terminated employees' details as well. Thirdly, I like it for its customizable reports. I think that there is still room for further improvement in supporting clients in the Learning&Development process.
We have been using BambooHR since 2020. The previous HRIS that we used had lots of issues that we were not able to solve as it was not possible to get an answer from the support team to our inquiries. Before choosing BambooHR we defined key criteria that would support the business and analyzed other available HRISs as well. Key benefits of BambooHR for our company are lots of functionalities that support the employee life cycle in the company; a user-friendly interface; friendly and prompt support team. It has very good functionality for welcoming new hires and sending a new hire welcome package to all personnel/users.
I think there is room for further development in the Training function. It would be great to integrate the system with one of the LMS platforms or develop its own. Moreover, I think that it would be great to receive some comments or follow-up messages from each user under each announcement sent through the platform. Besides, there is not any chat room for users. That is why the companies that use BambooHR use other tools for internal communication.
Simplicity, user-friendliness, and having more functions than others.
Clients that prefer user-friendly programs should choose BambooHR. It has a very good customer support team. They are always prompt and friendly. But they should keep in their mind that this tool doesn't provide in-house payroll management.
BambooHR has some great integrations (Slack, for instance) that allow me to see when my co-workers are out of the office or even celebrating an anniversary or birthday.
It is good for startups and small-size companies that use other tools for payroll, but need a user-friendly tool that is great for time tracking, recruitment, and performance management.
Big enterprises and global big companies that have many processes in HR
Bob is a global platform that can streamline pretty much everything an HR department needs to do, in a highly customizable manner.
- Offers excellent customization options for managing international operations, allowing seamless handling of diverse workflows such as time off requests, parental or other types of leave, and employment types across multiple countries.
- Notably, it includes intranet-like features that users appreciate, like posting 'shout-outs' and sharing content on a company home page.
- Robust integration capabilities enable the connection with other essential business tools.
- They have tons of modules, which makes them a real one-stop shop. Beyond Core HR, they have modules for most things People Ops-related.
- Bob is a fast-growing company and their product looks the part, as it has one of the sleekest-looking platforms in the HRMS space right now.
- Their payroll hub allows you to connect all your payroll systems, which works great if you want to pay people in multiple locations without switching providers.
- While functional, the reporting capabilities of Bob can be considered limited for an HRIS.
- As an HRIS, some users feel that certain modules, such as performance management and surveys, could benefit from more extensive options and customizable parameters.
- The user interface can be less intuitive in certain areas, requiring a slight learning curve for optimal utilization.
- Customer support is only offered via a chatbot and email.
- As to implementation, several users commented that they felt there could be more attention via personal walkthroughs provided at the beginning. Many had to resort to reading documentation and watching videos or just figuring things out by themselves.
- Pricing is only custom and available upon request, so you can’t just sign up, pay, and start using the tool.
Bob, or HiBob, is a really interesting contender in the HRMS space. Their philosophy is to put the employee first, and you can see that in how easy the product is to use. Also, in various ways, this solution engages employees to better understand and cultivate culture. This is a great fit for forward-thinking HR departments that need tools like onboarding, time-tracking, payroll reports, time-off management, surveys, benefits, and much more.
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Bob offers custom pricing. They have flexible plans for growing companies and will work with you to offer the best possible cost.
Bob offers custom pricing. They have flexible plans for growing companies and will work with you to offer the best possible cost.
OnPay has transparent pricing and is quite affordable for a solution that combines payroll, HR, and benefits. You get the setup and employee data migration for free. The platform won’t ever charge additional fees except when you add more employees.
- The employee self-service portal allows employees to view and manage basic payroll preferences, review HR documents, and request time off.
- Six permission levels allow you to grant specific users certain access to the software’s data.
- Automated onboarding within the employee self-service portal.
- Built-in essential HR tools include e-signing, customizable offer letters, I-9 and W-4 forms, HR guides, and legal templates.
- Auto centralizes employee database and company documents.
- Benefits include health and dental benefits in 50 states, in-house licensed brokers to handle life, vision, and disability insurance, and integrated 401(k) plans.
- Compensation management features unlimited monthly pay runs, multiple pay rates and schedules, and various options to pay employees with no extra fee.
- Accounting and time tracking are available when using third-party integrations.
- The mobile app version for employees is poorly rated for its incompetency.
- Limited integration options.
- No available features for learning management, recruiting functions, and training.
OnPay is an excellent option for teams with up to 500 employees due to its wealth of features and simple, affordable pricing. With one monthly fee, you get HR management, benefits administration, and payroll services.
Our favorite feature of the software is its compensation and benefits management capabilities. You don't have to calculate state and federal taxes and withholdings, as the platform will do it for you in compliance with regulations automatically. We encountered no issues when testing the software's payroll features, but what impresses us even more is its tax accuracy guarantee. If an OnPay error occurs, the platform takes responsibility for all the work with the tax agency, penalties, and fees to resolve the issue. We also used OnPay for tax form filing and payments and found it to be highly reliable. As for benefits tools, the platform is an excellent licensed health insurance broker and can help you select the right plans in all 50 states. We also noticed some well-known names, such as Vestwell and Guideline, listed as OnPay's 401(k) providers if you need retirement benefits for your employees.
OnPay's HR features include e-signing, sending offer letters, customizable checklists, PTO management, and self-onboarding, covering most essential HR tools. However, it lacks a native time tracking system, so you'll need to integrate it with software such as Deputy or QuickBooks Time for that capability. Another limitation to note is its integration options. Apart from the two time tracking tools mentioned, the software only connects to a few others: Xero, When I Work, Mineral, PosterElite, and Magnify.
- OnPay pricing consists of a base fee of $40 and $6 per employee per month.
- Software setup and employee data migration are offered for free.
- There’s a price calculator on the website for you to get the estimated cost.
- OnPay also has a one-month free trial.
SMBs looking for a budget-friendly solution that handles essential HR functions, advanced payroll, and benefits — simply and well. Agriculture businesses, churches, clergy, and nonprofits will likely get the most out of the software’s special payroll services for businesses in such industries.
Rippling is an HRIS platform with a pleasing design and thoughtful UX that handles everything between onboarding and offboarding.
- All-in-one HRIS platform for employee management, PEO services, and IT management.
- 500 integrations.
- US and global full-service payroll.
- Responsive chat support.
- Straightforward payroll function.
- Has a mobile app.
- Does a great job catching compliance issues.
- All-in-one platform for employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
- Operates globally with any currency
- Workflow automation
- Analytics opportunities
- Provides a holistic view of company outflows—headcount costs included
- Very SMB-oriented.
- No phone support.
- Decent prices for the core HR tools, yet extra features (sold as add-ons) can be too pricey for some.
- The reporting function is not the most user-friendly.
- Some shortcomings are reported with benefit carriers, and users are limited to their partner ecosystem.
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing
Rippling is a relatively new player in the HR tools market, focusing on helping SMBs manage HR and IT in one solution.
Rippling’s focus is on automation and ease of use. In response to user feedback about problematic UX/UI, Rippling made significant improvements to the design of the web and app-based versions. The new design is a massive improvement and a big hit with our user testers.
Proxy, Dwell, Superhuman, Expensify, Checkr.
Rippling pricing starts at $8 per user per month. Rippling uses a per-employee-per-month pricing subscription model and has monthly base fees for some of its products.
Rippling works best for small and mid-sized businesses looking to manage HR, IT, and payroll in one place. The HRIS’s average customer size is between 25-150 employees.
We use Rippling for all HR processes - hiring, onboarding, training, time and attendance, etc. We also use the pulse tool for surveys of our employees. We have built workflows to support onboarding and schedule management when someone takes time off. It's a daily tool for us.
Rippling is quite comprehensive and has more functionality than other HRIS I have used, such as the pulse/survey tool right within the platform. It also integrates with Slack, so notifications and reports can be sent there. I like the workflow options as well, which allow you to set things up to launch when certain conditions are met, e.g. send an onboarding survey a month after start date.
We are a relatively new company and did not have an HRIS in place. After looking at a few we opted for Rippling because of the functionality it offered as well as integrations and automations. We have been using it for about 9 months.
Rippling has been around for a few years but it feels like they are still working out some bugs. There are certain things that just don't work the way you'd expect. We have recently implemented their global payroll app for our Canadian employees and it doesn't do things like break out vacation time, etc. It has a reporting function but it's a bit hard to get exactly what you're looking for and the charts that it creates don't always display information in the most relevant way.
Rippling is quite user-friendly in terms of interface. It has more functionality than others I've used and they're doing a great job figuring out how to incorporate integrations to make it really useful.
It's very good for US employees but is missing a few features for global payroll at this time. Best to understand how all modules are priced so you know what's worth implementing and don't end up paying for functions you don't use.
Rippling has taken suggestions when we've found things that could be improved or added (TBD if those things are implemented). They have added some features in the last few months so definitely seem to be continuing to grow the platform.
HR teams, I think it would be good for organizations with over 50 employees
Very small organizations, those primarily based outside the US
Sapling’s modern and intuitive platform is one of the only remote-focused HRISs out there. It’s particularly great for onboarding and workflow automation.
- The platform keeps track of all changes done to HR processes; useful in case of audits and to ensure data compliance.
- Includes talent-development features through the e-learning module, such as gamification of certain courses.
- Good bet for small and scaling teams given the flexibility of the platform.
- The tool also has remote team-focused features process auto-assigning.
- Several users have reported that the support team can be slow to respond to requests for assistance.
- Although it might not be completely on Sapling's hands, other users during are research reported troubles with the integrations to software like ADP.
- Additionally, the integrations are somewhat limited and you need to work with either an API or webhooks with some of the most trusted HR tools out there.
Although they started as an HR onboarding platform, Sapling has quickly grown into a remote-first HRIS with an impressive client list. Their full product keeps garnering zealous users and adding up features, currently offering tools like people admin, an intranet, a survey and feedback module, profile templates, and all sorts of integrations.
One of Sapling’s main strengths is their workflow automation. Their goal is to help People teams improve the employee experience while saving man hours and bringing remote teams together.
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Sapling's pricing varies depending on which modules you'd get. You can start with the People Operations Platform, and then add the Essential and/or Premium modules. The final price will depend on the applicable platform fee, plus a per-user-per-month fee. To give you an idea, the minimum annual fee is $4,000 USD.
Sapling is aimed primarily at mid-sized organizations (50-2000 employees) distributed internationally.
As a merger of two leading companies in HR solutions, UKG (Ultimate Kronos Group) builds on 70 years of experience in People tech with their UKG Pro HR solution. The latter is their Core HR offering people analytics and benefits administration.
- 70 years of experience in people tech with UKG Pro HR solution.
- Super robust product, leveraging years of experience with HCM and Workforce Management technology.
- Comprehensive suite of products, combining UKG Pro for HRMS and UKG Ready for workforce management, catering to a wide range of HR needs.
- Super robust product, packing years of experience with HCM and Workforce Management technology
- Since they offer UKG Pro for HRMS and UKG Ready for workforce management, you could arrive at a combination of products that suits many of your HR needs from the same set of tools.
- Lacks a unique selling point or specific focus compared to newer tools, making it less suitable for highly specialized or niche businesses.
- Relatively pricey, particularly for businesses with limited budgets.
- May be overwhelming for those seeking a limited set of specific use cases, as UKG offers a broad range of solutions under one umbrella.
- Compared to newer tools, UKG Pro and UKG Ready tend to miss a unique selling point or a specific focus on a certain type of business. While they work great for bigger companies in all sorts of industries, very niche operations might have a hard time adapting to the tool.
- Similarly, UKG offers many solutions under one umbrella, so it's not the best fit if you're looking for only a handful of specific use cases.
Focused on core HR management, UKG Pro is still one of the most well-known and used HCM suites. The solution has been well tested through the years and continuously developed to the extent that they have modules for almost everything we could imagine: payroll, benefits management, onboarding, time-tracking, and countless other HR functions.
Among the standout aspects of our experience with UKG, we found the platform's configurability feature and the support from the Ultimate Community to be particularly noteworthy.
As administrators, we appreciated the ability to control access for specific user groups, allowing us to prioritize robust data security with tailored access rights.
While the user interface of UKG boasts an appealing aesthetic, we felt that the abundance of features could make navigation for first-time users somewhat overwhelming. However, the Ultimate Community proved invaluable, offering a wealth of information and insights from previous conversations that helped us make the most of the product. Plus, the community lets users seek assistance and engage with other users.
However, we did encounter a few drawbacks of the HRIS. First, while excelling for larger companies across industries, UKG may lack a distinct selling point or a specific focus on niche businesses compared to newer, more specialized tools. Additionally, some users have reported occasional issues when logging into the Android app. And as our research indicates, the starting price for every 5 users is roughly $600.00 per year — not very cost-friendly to certain businesses.
Tesla, Marriott, Yamaha, Aramark, Puma, Sony Music, Samsung.
- Pricing for UKG Pro is not available on their website. However, it is usually per-employee-per-month, either billed annually or monthly.
- Based on our research, UKG Pro licenses start around $600.00 per year for every 5 users.
- For detailed pricing information and a personalized quote, it is recommended to reach out to a sales representative at UKG Pro.
UKG Pro is an excellent HR solution specifically designed for large companies with a minimum of 1,000 employees in the Americas, EMEA, and Asia/Pacific regions.
I personally use the tool every day. The main thing I use the tool for is pulling reports about employee information. I use these reports to provide talent metrics to our executive leadership team. I also use the tool daily to review the org chart. This assists in integrating employees into other programs we use, like Officevibe and Linkedin Learning, which UKG does not directly integrate into. One other workflow we use UKG for is assigning HR tasks. You can create custom tasks, so we use it to keep track of tasks that are not related to UKG, like removing people from other programs when they are offboarded.
Honestly, I do not like UKG, but these are 3 pros:
- The org chart is nice to be able to see who each person reports to (although only HR is able to see it)
- The HR checklist tasks are useful to keep track of tasks.
- The ability to filter reports before exporting is useful.
Our organization bought UKG to replace our old HRIS. We previously were with BambooHR but moved to UKG so that we could move payroll internally. We have been using the tool for one year. This tool provides the bare minimum needed for an HRIS as we have the basic version. We have used the tool for one year, but we are already looking for a new HRIS to move to because we have had a very bad experience with both the tool and customer support. I personally use the tool daily to run reports and review the organization chart.
- Pulling reports is so complicated. It is not streamlined at all.
- When conducting payroll, we get LOTS of error flags that we have to go through (and by LOTS I mean 75-100)
- The org chart is only accessible by the HR dept.
- It is just not user-friendly. I often have to hold the hands of our employees to show them how to submit a PTO request, change their personal info, etc.
This tool is much worse than similar tools in my opinion. The reason we switched was so that we could have an internal payroll solution, but after just 1 year we are already looking for a different tool.
The first criteria people should consider is whether the tool meets all of their requirements. That is the reason we switched to UKG because our old system did not meet our new requirements. Next, people should consider whether it has add-ons that support their business. We are looking for a system that has a built-in performance management solution, as well as L&D functions.
No. The customer support has not been helpful to us.
Small companies that want to do internal payroll but do not need all of the bells and whistles (and who do not mind spending a lot of time on payroll and pulling reports). I do not recommend the tool.
Most organizations. Any org that wants additional tools beyond the bare minimum. Any org that is big enough to need an org chart. We are at 250 and it is already an inefficient tool for us.
Freshteam is an affordable HR suite that is built for small and mid-sized businesses. The platform features a customizable, user-friendly view of the full hiring process, from initial contact to offer management, time off, and analytics.
- Freshteam is very user-friendly, with an intuitive UI that’s easy to navigate.
- Customizable, Kanban-style view of the full hiring process.
- The drag-and-drop mechanism makes it easy to move candidates around as they progress through the different stages.
- Affordable for SMBs to use while still having a comparable feature set to more expensive solutions.
- Great integration capabilities.
- Multiple plans for customers to choose from, including a free plan.
- Freshteam is very user-friendly, with an intuitive UI that’s easy to navigate. It features a customizable, Kanban-style view of the full hiring process from initial contact to offer sending. Drag and drop mechanism makes it easy to move candidates around as they progress through the different stages.
- Freshteam is affordable for SMBs to use while still having a comparable feature set to more expensive solutions.
- Freshteam is quite scalable. With four plans to choose from, customers can start out with the free plan, then upgrade to more features as their business grows.
- The free-forever plan is limited in features and allows for only 3 published job postings.
- Not the best fit for enterprises and agencies that do high-volume hiring and are in need of advanced applicant tracking, candidate sourcing, and relationship management capabilities.
- Navigating all the sections of the platform for the first time can be a little overwhelming if you have never used an ATS before.
- No phone or dedicated customer support.
- While Freshteam has a free-forever plan that small companies can use, the plan is limited in features and allows for only 3 published job postings. That said, Freshteam’s paid plans are quite affordable, and can be used by small businesses - should they need to - without breaking the bank.
- Freshteam might not be suitable for enterprises and agencies that do volume hiring and are in need of advanced applicant tracking, candidate sourcing, and relationship management capabilities, as we've confirmed via several user interviews.
Freshteam is an all-in-one talent management solution designed for growing businesses. It has features for most the HR practice, from job postings and applicant tracking to employee directories and benefits management.
What impressed us about Freshteam is its straightforward and dynamic pricing. The pricing structure is transparent, and the UI is well-organized and easy to navigate. However, since the software offers multiple tools, newcomers to HR suites may initially find the dashboard overwhelming. Nonetheless, the platform's responsive customer support can help address users’ questions starting out.
A standout feature of Freshteam is its Kanban-style hiring process, which allows for easy customization. With a drag-and-drop mechanism, moving candidates across stages is a breeze, while getting an idea of your hiring pipeline is easy on the eyes.
For sourcing, Freshteam provides functionality for candidate sourcing from popular job boards, employee referrals, and websites. While the platform offers a mobile application, it hasn't been updated since October 2022.
We shouldn’t forget to mention that Freshteam has a free plan that is available for businesses with up to 50 employees, serving as a good starting point to explore the tool's capabilities. The time-off and leave management system also stands out for its user-friendly interface and automated features.
However, the reporting feature may not be as intuitive as other aspects of the platform, and it may take some time to fully grasp all of Freshteam's functions, especially for those new to HR software. Additionally, for enterprises and agencies in need of advanced applicant tracking, candidate sourcing, and relationship management, Freshteam may not be the optimal solution.
University of Pennsylvania, Daimler, SAP, Nissan, JCDecaux.
Freshteam has four plans.
- Free: This plan is forever free for up to 50 employees.
- Growth: it costs $1.2 per user per month plus a $71 monthly platform fee.
- Pro: it costs $2.4 per user per month plus a $119 monthly platform fee.
- Enterprise: Costs $4.8 per user per month plus a $203 monthly platform fee.
These prices are altered if you choose to pay annually since you essentially get 2 months free. There are no cancellation fees.
All kinds of businesses can benefit from Freshteam, but it’s ideal for SMBs to own a full HR suite at a competitive price.
Paycor is a robust mid-market HR software for leaders at US-based companies that want their teams to save time with HR transactional tasks.
- Paycor web app and mobile version have been easy for employees to use.
- The employee self-service portal has good functionalities and is easy to navigate.
- Straightforward payroll processing.
- Scalable product with multiple plans for businesses with under 50 employees and custom plans for bigger teams.
- Frequently runs discount programs that cover setup fees.
- Paycor payroll solution and mobile app are both straightforward to use.
- Intuitive self-service employee portal.
- Offers multiple modules for small businesses and custom plans for teams with 50-1000 employees.
- Unlimited payrolls.
- Offers discounts frequently. Though not listed on their site, a free trial is available to those who contact the support team directly.
- On-demand pay is available for all plans.
- With the acquisition of the people development platform Verb, it has improved its employee learning experience.
- Customer support can be slow to respond.
- Recruiting tool is underdeveloped compared to other similar products.
- Undisclosed pricing. Free trial is available, but you have to reach out and request.
- Reporting and analytics capabilities are limited on lower-priced plans.
- Undisclosed pricing.
- Customer support is reported to be slow at times.
- It is not a good fit for teams with 1000+ employees or those requiring advanced customization to meet their unique requirements.
Paycor ticks all the boxes for the features we look for in an HRIS. The employee self-service portal is excellent; it makes tasks like reviewing or signing contracts or choosing benefits straightforward. Admin users are automatically informed about any updates to sensitive employee information.
They didn’t invent the wheel by offering mobile apps, but they are well-built and well-liked. They make it easy to access payroll, time and attendance, and other HR features while on the go.
Though large enterprises can use Paycor, we feel it’s best for SMBs to use it in conjunction with other core HR tools as they grow. Paycor offers multiple plan options for companies with fewer than 50 employees, so whether you only need a payroll solution or a full HR suite, Paycor may have a plan for you.
But our biggest concern about the software is customer reports that support can be quite slow to respond. We’ve also found the reporting capabilities for the lower-tier plans are limited. However, Paycor recently acquired Verb, a behavioral microlearning platform. In addition to bolstering its training and development capabilities, we hope to see improvements across the board in the following months.
Wendy’s, McDonald’s, Detroit Zoo, The Cincinnati Bengals, The YMCA.
The pricing of Paycor isn’t disclosed upfront. Contact a sales representative to get a custom quote.
While Paycor has features for global teams, it is a better option for companies in the U.S. with up to 1,000 employees, specifically those in manufacturing, healthcare, food and beverage, nonprofits, and professional sports organizations.
- Payroll Processing: We leverage Paycor's comprehensive payroll processing system to automate the calculation and distribution of employee paychecks. This feature simplifies the payroll process, reduces errors, and ensures compliance with tax and labor laws.
- Time and Attendance Tracking: It lets us efficiently manage employee attendance, track hours worked, and monitor overtime. This provides me with accurate data for payroll calculations and streamlines the time-tracking process.
- Tax Management: Paycor's tax management system helps me automate tax calculations, withholding, and filing, ensuring compliance with tax regulations. This feature handles federal, state, and local taxes, reducing administrative burden and minimizing the risk of errors or penalties.
- Reporting and Analytics: I use Paycor's robust reporting and analytics capabilities daily and it allows me to gain insights into HR and payroll metrics. By customizing reports, I can track key performance indicators, analyze trends, and make data-driven decisions to improve my workforce management and operational efficiency.
- Paycor integrates with other business systems and software, such as accounting software, time and attendance systems, and applicant tracking systems. This seamless integration helps eliminate data entry duplication, enhances data accuracy, and improves overall workflow efficiency.
- It provides dedicated customer support to assist us with any questions or issues we may encounter. Whether it's technical support, training, or general inquiries, Paycor's support team is available to ensure to offer solutions.
- Its tax management system helps us stay compliant with tax regulations by automating tax calculations, withholding, and filing. It handles federal, state, and local taxes, reducing the administrative burden and minimizing the risk of errors or penalties. They still make errors sometimes but they will do extensive research and resolve the situation.
We used Paycor for 3 years. We used to outsource payroll to a third party vendor but wanted to bring it in-house and needed to ensure that it integrates with other tools that we use (401k, health insurance, expenses, etc). The key benefits it provides are: payroll administration, integration capabilities, time and attendance tracking, reporting and analytics tools, tax management, performance management, employee self-service, ATS, and onboarding. Paycor helps us streamline our processes and keep them all under one roof. They also handle compliance for us (garnishment setup, tax filings, etc). All we need to do is submit a case with a government notice we received and they will do the research and best efforts to resolve it.
- It can get very expensive. For each integration they charge a one-time fee of $1000, there are too many fees for conducting audits, edits and corrections.
- If there is an error on their end they will not admit it until we fight against it and then Paycor may waive it.
- Lately their support members have been all newbies and lack knowledge to help with complicated issues.
- They make internal changes way too often and it's hard to keep up. At the beginning of this year they completely revamped the user interface without warning and it was very hard to find things. It took them a while to update all of their SOPs to reflect the new layout.
It's not so different in what they can offer and how much they charge but I've used other HRISs that offer dedicated account manager support instead of a general 1-800 phone number.
- Think of what tools you actually need because they have a great sales team that will entice you to pay for additional tools you may not even need or use.
- Each integration costs $1000 so think twice and ensure that the cost is worth it for your company.
- You should have a dedicated person at your company to handle Paycor for you because it can be a full-time job to keep up with them and to babysit the support team.
They change way too often and too much. Just when I learned it well, they change it without warning. They keep adding new integrations (which is good). They grow rapidly and are trying to get better and meet their customers’ expectations.
Medium to large companies. It’s good for big corporations too.
Start-ups and small businesses.
Sage People is a scalable and highly configurable cloud HR solution that helps manage People processes for global workforces. The tool features a recruitment module as well automation for essential HR workflows.
- Good range of workflows for globally-distributed teams
- Lots of local expertise from payroll and compliance consultants
- Good range of workflows for globally-distributed teams
- Lots of local expertise from payroll and compliance consultants
- Not many integrations
- Some users have found the mobile app to lack core functionalities
- Not many integrations
- Some users have found the mobile app to lack core functionalities
Sage's HRIS is a customizable core HR suite built on top of Salesforce. Their product covers applicants through alumni and is a great option for companies in the small to medium enterprise range (150 - 5k employees) that have a global presence. They boast a 95% retention rate across their 500 customers, the result of a broad product that also integrates with the rest of Sage's ERP suite.
CRU, Lovehoney, Showbrook Bank, Enigma Industrial Services
While the pricing for Sage People isn't disclosed, you can take an interactive tour and see the tool for yourself. Afterwards, you can get in touch with their team to get a customized quote.
SMBs with a distributed team, especially those that use Salesforce. Also medium enterprises with a global workforce.
I use Sage People,
- to record employees and all their employment history.
- to give employees access to their own information page.
- to provide various reports for internal teams and human resources teams.
- to feed databases and generate human resources dashboards.
- for managing employee databases from various countries and integration with other internal applications like DocuSign, Bonusly, payroll, etc.
I like Sage People,
- as it has many features for example it generates extremely comprehensive and complete reports.
- as it has tools that allow me to batch-load data in a very easy and practical way.
- because it has very complete and functional support available to the user.
The tool was acquired for the registration database of employees. It was necessary to have a tool that could globally attend several countries. The tool had to be integrated with several applications like slack, DocuSign, financial force, etc. The system needs to be very complete in terms of reports and automation. I have been using the system for more than 1 year and 3 months.
Despite being complete the system has some limitations and in some countries with specific legislation is difficult to adapt to local rules. I can say that the system is quite complex and therefore some activities are quite difficult to perform and require some steps of attention.
I can say that the system has a lot of integrations with several other applications and platforms. Sage also stands out for its complete functionality in terms of reports. I also see the support offered to understand the system as a great differential, it is very complete.
Take into consideration a tool that can be globally adapted to many countries. Consider a tool that is widely possible to connect to other human resources applications and systems such as benefits, payroll, and other applications. Also, consider a tool that is easy to use and has a potential range of reports to generate.
I highlight that SAGE has released an updated version that can be used in parallel to the classic version, they call it Lightening with a more modern interface and some improved features.
In my point of view this tool is ideal for global organizations, with a human resources department that looks and takes care of your database and needs consistency and a reliable system with the ability to manage large volumes of data and generate practical reports and dashboards and requires integration with other internal systems in the company.
Small companies that do not need such a complex and complete system may not make much sense to use SAGE.
Namely’s comprehensive HR software packs features for onboarding, talent management, time-off tracking, and performance management. On top of that, companies can opt for their managed services for payroll and benefits administration.
- The majority of users can navigate Namely without any issues. They find the UI to be intuitive and clean, even though the platform has lots of features.
- Namely’s employee onboarding module gets a lot of praise from users. It features an easy-to-follow wizard, which helps new hires get on quickly and be clear on what they need to do.
- Besides the platform’s built-in features for data management, recruiting, onboarding, time off tracking, payroll, and benefits administration, there are also managed payroll and benefits administration services you can opt for to reduce the burden on your internal teams.
- The majority of users are able to navigate Namely without any issues. They find the UI to be intuitive and clean, despite the fact that the platform has lots of features.
- Namely’s employee onboarding module gets a alot of praise from users. It features an easy-to-follow wizard, which helps new hires get on quickly and be clear on what they need to do.
- Besides the platform’s built in features for data management, recruiting, onboarding, time off tracking, payroll and benefits administration, there are also managed payroll and benefits administration services you can opt for to reduce the burden on your internal teams.
- Namely primarily operates in the U.S., so if you’re looking for a global payroll and benefits provider, this platform isn’t for you.
- Though many praise the platform’s ease of use, implementing it takes a long time. Namely’s own team says that an average implementation takes between 6-8 weeks.
- For a platform of Namely’s size, there currently aren’t any features that focus on employee development such as skill training, career pathing, succession planning, etc.
- You’ll need to check beforehand if Namely can work with your existing benefits provider if you have one. There have been a few reports (but not few enough to ignore) about Namely’s team convincing customers to change their benefits provider to providers that charged them more.
- Namely primarily operates in the U.S., which means if you’re looking for a global payroll and benefits provider, this platform isn’t for you.
- Though many praise the platform’s ease of use, it does take long to implement it. Namely’s own team says that an average implementation takes between 6-8 weeks.
- For a platform of Namely’s size, there currently aren’t any features that focus on employee development such as skill training, career pathing, succession planning etc.
- You’ll need to check beforehand if Namely can work with your existing benefits provider, if you have one. There have been a few reports (but not few enough to ignore) about Namely’s team convincing customers to change their benefits provider to providers that charged them more.
Namely has quickly become a top HR software for the mid-market. With built-in modules, Namely facilitates several HR processes, including employee data management, payroll processing, benefits administration, time and attendance tracking, and performance management. This integrated approach increases efficiency and reduces the need for multiple systems.
Besides what’s visible from the employer or admin side, Namely empowers employees to access and update their information, request time off, and view pay stubs through a dedicated employee self-service portal. Another near thing about Namely is its robust reporting and analytics module, giving you the reports you need and insights on the latest market trends.
Greenhouse, MacStadium, and OneLogin are among Namely’s 1000+ customers.
Namely’s pricing varies according to the modules you want to use. Their Sales team can give you a breakdown of how much it’ll cost you if you book a demo.
Mid-sized companies in any industry, but mostly in the United States.
Zenefits is oriented to businesses in the US market. The platform carries almost anything a startup or small team can ask for in an HRIS with an intuitive design and a very reasonable cost.
- Provides full-service management of employee records, automated payroll, and benefits.
- Eye-pleasing UI that is also highly rated for its ease of use.
- The pricing plans allow you to pay and add certain modules when you need them or eliminate them if you don’t.
- Relatively cheap compared to similar products.
- Payroll works for full-time employees, part-time employees, and 1099s.
- Offers a free trial and no setup fee.
- Has a mobile app.
- It’s one of the top names in HR tech and payroll software for American small businesses.
- Their platform is one of the best-looking and easiest to figure out among the sector.
- Zenefits can grow with you. Its pricing plans allow you to pay and tweak as you go, add certain modules when you need them, or get rid of them if you don’t.
- Oriented to small businesses in the US.
- Payroll with unlimited pay runs is offered as an add-on.
- Basic customization and integration options.
- Tax filings, at times, don’t work well for multi-state teams.
- Doesn’t provide phone support or dedicated account managers. Response time on customer service can be too lengthy.
- As oriented to small businesses as the tool is, it doesn’t give you the chance to create a custom bundle of the services and/or modules you’d like to have. For instance, Zenefits does not offer a standalone ACA module. Therefore, you will need to purchase an entire HRIS plan if you want to access that offering.
- In addition, Zenefits focuses on small to mid sized companies. If you're an enterprise organization, you may want to consider another option.
- Zenefits is also rather focused on the US market at this point. So, if your team is mostly in another country and you need more of a local know-how, it might not be the best bet for certain modules like payroll and benefits.
Zenefits can take care of HR processes like onboarding, offboarding, benefits, payroll, and performance reviews.
The HR software’s average customer size is under 50 employees, which means that the user experience is thought out not only for human resources staff but is easy and quick enough for managers or executives who need to take care of some HR tasks.
One of our favorite parts about demoing Zenefits was noticing the simplicity of the HRIS and its helpful employee directory. Zenefits is also known among small teams for its affordable price. While the software doesn’t offer a custom plan, it provides users with multiple add-on services, from Recruiting to Payroll, at a transparent price to enhance the platform’s base plan.
Quora, Universal Group, Reddit, Asana.
Zenefits has three base plans. When billed annually:
- Essentials plan costs $8 per month per employee.
- Growth plan costs $16 per month per employee.
- Zen plan costs $21 per month per employee.
- Add-ons are available at $5 per month per employee.
Zenefits is made for US-based startups and SMBs that are looking for a budget-friendly HRIS that can carry several HR services.
I use Zenefits for payroll and tax reporting for employees and contractors. I process payroll biweekly but log into Zenefits weekly for updates. We also enter our health insurance and retirement info into Zenefits, although we have external brokers. Another way we use this HRIS is to view and download payroll reports for our Accountant to use. I access and download these reports monthly.
Zenefits is user friendly. The reporting documents are displayed in a way that is easy to read and follow. The policy templates are helpful. The cost for a small business is reasonable.
We purchased Zenefits because we needed to hire a team of contractors and after trying out a few options we preferred Zenefits. Zenefits handles payroll and employment tax reporting for us. Zenefits also has a suite of HR policies and forms we can use or customize. We have used this HRIS for 2 years now. I work for a client as their HR Manager but use a different HRIS than Zenefits for my own company because Zenefits's customer service is less than desirable.
Zenefits has very poor customer support. We often have to speak with 2 or 3 different reps to get an issue resolved, and it takes days to weeks. Zenefits also does not offer 24/7 support. Reps are not always helpful and often seem to be unfamiliar with basic HR fundamentals. Improving their customer service would resolve all 3 of these issues.
Zenefits is very easy to use and the dashboard is displayed in a very appealing way, making it easy to find what I am looking for. For example, all things related to payroll can be found under the payroll button. All reports can be found under reports tab, etc.
People should consider their budget as Zenefits is a pay per employee service. People should also consider if they are likely to need regular customer support. I advise anyone considering Zenefits to schedule and view the demo to determine if the system may be a good fit.
Zenefits was purchased by TriNet and the customer service has been horrible since then. I can't think of any improvements.
Small businesses who won't need a great deal of customer service support, or who won't need a lot of immediate assistance.
Businesses that require a ton of customer support.
- Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
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