10+ Best Employee Management Software in 2026

• The price is unbeatable for what you get; I haven’t found another ATS like it.
• It was very easy to get started, and the platform is user-friendly.
• Their support team has been helpful when needed.

We bought BambooHR primarily to use as an ATS. We reviewed many ATS vendors, but BambooHR offered a strong product, especially for the price. It solved our talent acquisition challenges and made collaborating with hiring managers much easier.

Our hiring managers can review and select candidates directly within BambooHR. The key benefit for us is that it has streamlined our recruiting efforts. I have been using BambooHR for less than one year.

• The ATS functionality is quite simple, though sufficient for our current needs.
• The reporting and analytics features could be more comprehensive.
• If we shift to high-volume recruiting, BambooHR may not meet our requirements.

My experience with ATS platforms is limited to two others, and BambooHR is my favorite of the three. One feature I really appreciate—and I know our candidates do too—is that applicants don’t need to create an account to submit an application.

One important factor is understanding what you plan to use the tool for. If you’re using it for payroll and other HR functions, it's worth checking whether BambooHR supports international payments.

We would need to research this further before using it for payroll. If you're using it primarily as an ATS, consider how many roles you need to fill and whether you recruit at high volume.

We started using BambooHR in Q2 of 2025, so it's still fairly new to me. I haven’t seen any significant changes or updates since we began using it.

I think BambooHR could work well for many organizations, but it's likely best suited for small or medium-sized businesses.

Gusto has a user-friendly and intuitive interface for basic payroll and onboarding functions. Their app is easy for our employees to understand and navigate. They integrate with several other third-party apps, such as Checkr for background checks and Guideline for 401k plans.

My company purchased Gusto because it was recommended to us by our CPA as a great payroll provider for small businesses. We needed to find a way to automate as much of the payroll process as possible. We looked for software that would file new hire reports for us, automate the onboarding experience, and pay our employees accurately and on time. We also needed something easy to use and that had the option to integrate with other frequently used apps. I have used Gusto for over two years.

I have experienced several "bugs" when we have unique issues with employees, such as messages indicating an overdue payroll from a year previous after entering an employee's promotion. Their customer service team is available during business hours for calls, but I have been given inadequate solutions several times when speaking with one of these representatives. Their reporting function is very limited and doesn't allow for complex custom reports.

Gusto is an affordable solution for small businesses that don't require complex reporting. If you have a company with 50 employees or less, it may be a great solution. I have used other payroll and HRIS systems, such as ADP, Paychex, and Paylocity, which have more advanced capabilities, and I would recommend one of those for mid- to large-sized companies. The biggest difference between Gusto and these other systems is the ability to create custom reports and formulate data analytics as a tool for talent acquisition planning.

If you're in the market for a tool like this, consider the size of your business and what you will be using the tool for. If you're operating a small business and just want the basics covered, a platform like Gusto may be affordable and practical. If you want the ability to create data analytics and grow your talent, you'll need a system with advanced custom reporting capabilities. Government-required reports such as OSHA 300 and annual EEOC reporting will require data each year, so you'll want to have a tool to handle these needs without manual number crunching.

Gusto meets virtually with customers on a quarterly basis to review their accounts and ensure customers are aware of all the capabilities they have access to. They accept feedback and send ticket requests to their support team for consideration when updates are requested. Since I started using Gusto, they've expanded by giving companies the ability to address employee performance, send out monthly anonymous employee surveys, and upgraded their payroll entry process so that data can be imported from other apps.

Small to mid-sized businesses without complex reporting needs will find Gusto very helpful.

The client appreciated the simple and intuitive interface, making it easy for both employees and managers to navigate. The platform’s design minimizes the learning curve, making it quick to adopt for teams of all sizes, which is a plus for a growing company.

The ability to integrate goal-setting (OKRs), continuous feedback, and performance reviews was highly valued. Another advantage was the ability to create custom review cycles, run 360-degree feedback, and effectively track performance.

Leapsome was purchased to streamline performance management, OKR tracking, and employee engagement. It allowed my client to align team and individual goals with the organization’s objectives through goal-setting frameworks like OKRs (Objectives and Key Results). It increased visibility and tracking to ensure that everyone was working toward measurable outcomes.

Leapsome provided customizable performance review cycles, including 360-degree feedback, continuous reviews, and self-assessments, which helped tailor reviews to organizational needs and culture. The ability to engage employees through surveys and gather real-time feedback was also a key selling point. The learning and development tools were valuable, although the client was using an existing tool at the time and had not yet begun leveraging this aspect of the platform.

There are limitations in customization for features like performance review templates and feedback processes, which could benefit from more flexibility. Companies with unique organizational structures or processes may find it challenging to tailor every aspect to their needs.

The learning curve for advanced features, such as custom analytics or deep performance tracking, can be difficult to fully grasp and utilize. The per-user pricing model and modular nature of the platform can become cost-prohibitive as the organization scales, which is interesting since scalability is also a pro, but the cost structure could be more considerate of hyper-growth companies.

Leapsome offers a modular approach, allowing companies to choose and pay only for the features they need, offering flexibility that many competitors lack. While some competitors provide all-in-one solutions that can be less customizable, Leapsome allows companies to avoid paying for unnecessary features.

Unlike many performance management platforms that emphasize periodic reviews, Leapsome strongly encourages a culture of continuous feedback and recognition, making it ideal for companies that prioritize ongoing development.

Competitors like Lattice and 15Five offer feedback options, but Leapsome’s seamless integration of real-time feedback and performance tracking helps embed feedback as a constant part of the employee experience.

Companies should clearly define the must-have versus nice-to-have features and consider how their future growth could impact their needs. Customization options for performance cycles, feedback, and surveys are essential.

Organizations should evaluate their data requirements, such as the need for deep data analysis versus standard performance, goal, and engagement tracking. Ease of use for both users and administrators, including integration with existing tools and the level of skill required for customization, should also be key considerations.

Leapsome initially focused on performance management and employee engagement. Over time, it expanded to include a full suite of tools covering goal setting (OKRs), continuous feedback, learning and development, and detailed reporting and analytics.

Recognizing that different companies have unique processes, Leapsome introduced greater customization options. Users can now tailor performance review cycles, feedback forms, and learning paths to meet their specific organizational needs.

Leapsome is ideal for tech companies and startups that are scaling, especially those with a feedback-rich culture. It’s also well-suited for medium-sized companies looking for scalability, as well as companies focused on learning and development and personal learning tracks for employees.

Its employee onboarding workflow is really smooth and user friendly for the recruiter. It helps in automating, creation and distribution of onboarding tasks and training materials.

I could regularly track completion of new hire paperwork, such as tax forms, I9 etc before their start date and coordinate with them if they haven't completed.

Another major advantage of paylocity is its payroll processing workflow. It calculates employee wages, deductions, and taxes based on pay rules and regulations and generates pay stubs. If an organization has a more hourly/contract based employees then this tool is apt for them.

Employees clock in and out through that system and then it integrates time and attendance data with payroll for accurate wage calculations.

When I joined, the organization was already using Paylocity as their HRIS system. I have used Paylocity for the entire tenure when I was working at Stars, around 5 months. Paylocity not only has ATS features but it also is a comprehensive HR and payroll management software. This was the main reason that the CEO of the company shifted from another tool to Paylocity as he wanted one tool which can manage Recruiting as well as Payroll.

In the organization, 90% of the employees are hourly employees. Paylocity helps manage employee attendance, track hours worked, and handle time-off requests. It offers various methods for clocking in/out, tracks leave balances, and integrates with payroll for accurate and efficient time tracking. This was the major key benefit of this tool.

Paylocity isn't quite user friendly, it has a lot of complex features. It makes it harder for people who are new to HRIS systems to adapt to Paylocity.

Its mobile app is also not at all user friendly, freezes when I want to clock in and out for the day. For a better experience it is always better to be on the desktop.

Its integration with different job boards and career sites isn't quite wide. It has limited reach and if you want to reach out to a wider pool of candidates by posting a job it charges extra money which is not cost effective.

Paylocity offers a comprehensive suite of HR and payroll management tools in a single platform. It combines various functionalities, including payroll processing, benefits administration, time and attendance tracking, performance management, and more. This integrated approach allows organizations to streamline their HR and payroll processes and reduce the need for multiple software solutions. As a recruiter, I would prefer another tool over Paylocity but from an organization's point of view, this is a good investment where HR and payroll management tool is in a single platform.

The organization's needs and priorities and ensure if it aligns with their HR and payroll requirements. Also, the cost is a major factor, if the organization isn't in need of payroll software then it's better to consider other options as Paylocity sometimes can be a little expensive. Paylocity offers Payroll Processing Workflow, Employee Onboarding Workflow, and Time and Attendance Workflow.

If the organization is specifically looking for these then Paylocity is a great investment. Also if the organization has more hourly/contract workers rather than full-time employees then Paylocity is a great tool.

No significant changes since I started using the tool.

Paylocity is a great tool for hourly/contract-based employees who has to daily punch in and punch out for their work hours. So it is mainly ideal for an organization that has nonexempt employees rather than exempt employees.

Pros:

- The information you can get access to is extremely helpful

- The UI/UX is very clean

- All-in-one type solution

Workday was selected because it offered a comprehensive people solution. Instead of having different portals for compensation, performance management, recruiting, and people analytics, Workday allowed everything to live in one system of record. This reduced costs and ramp time in some ways because it allowed everyone to be in one place.

I've used it for a combined 2-2.5 years in my career in all facets from selection to design and then every day use for reporting and recruiting.

Cons:

- The Recruiting module for recruiters and recruiting coordinators is not intuitive and user friendly

- The Recruiting module for candidates is lengthy and miserable. It does a terrible job of parsing resumes

- Job management versus position management makes data funky in some instances (for example, if you were hired into a position, it can look like you hired your whole team unless you put in specific calculated fields)

- If you don't have the right access controls, it is borderline impossible to do your job effectively.

The Workday Recruiting Module (their ATS) is one of the most reviled in the Recruiting space. It doesn't compare well to other ATS like Greenhouse, Lever, or Ashby because the latter offers better functionality, controls, and ease of use.

- Ease of use. Workday has the ability to be so much but you have to know exactly what to look for and how to configure it.

- Implementation time. Workday requires a focused implementation and testing period. Without it, you will run into a number of problems. If you need to roll out something quickly, Workday isn't the tool for you.

It is difficult to tell because they release big updates every 6 months so requests for solutions might be forgotten by that point.

HR Business Partners, HR Operations, Finance, Compensation, and C-Suite

It is multifaceted. It can be used to monitor your fleet, issue ID cards, and handle many other HR functions. It is excellent for a larger-sized workgroup.

We bought this tool to replace our existing platform, ADP. ADP was cumbersome and outdated. They no longer provided user support for the version we had been using. After completing an RFP, we decided on UKG, which had many more features. We have utilized this tool continuously and still do. I have used this tool for one year. I am always adding and testing new functionality within the system, such as fleet management.

It is so robust that many of the screens are unnecessary. It is difficult to customize screens to meet the organization's needs. Implementation was difficult and time-consuming.

It is different in that it offers a variety of screens that help you track everything from ID cards issued to company cars assigned to keys issued.

Consider the size of your organization. This product is not suitable for a small organization. Additionally, you need extra staff to implement it properly.

Although I no longer use it, I believe that, due to market competition, they have improved.

It is ideal for larger organizations with a broad spectrum of tracking needs and multiple locations. A moderate level of computer proficiency is also recommended.

I like that 15Five allows for performance and engagement tracking - this insight gives us more understanding of where these things correlate. I like that 15Five's performance tool is modeled for OKRs. I like that 15Five has customizable options to accommodate different departments or teams throughout the business.

My organization was having issues with cross-functional collaboration, understanding the areas of the business with the least efficiency, and monitoring employee engagement. To address these challenges, I recommended that the organization invest in a performance management tool.

When we were shopping for a tool to support this effort, we were specifically interested in tools that would not only streamline 360 performance reviews but also aid us in ongoing performance and engagement tracking as well.

While two years ago I had never formally used 15Five, 15Five was initially attractive because it combined all of the desirable features and even utilized OKRs - which was our leadership team's preferred method of goal setting.

At its core, OKRs are a collaborative goal-setting methodology, so even though adding a new tool or responsibility to employees' day can often feel disruptive, 15Five made this rollout more seamless.

15Five could improve its UX/UI in some areas,  specifically in the best self-review section, there are some portions of reviews that are not that intuitive to regular non-admin users.

15Five should improve its support functionality, it is frustrating that the only way to communicate with support is through email.

15Five should produce training modules for admins and employees, the help center is largely ineffective for employees using the platform for the first time.

I would say 15Five is very similar to Lattice. Both tools have their pros and cons, but overall I would say that 15Five measures up similarly to its competitors if companies are looking to utilize this kind of performance tracking.

One opportunity I would say for 15Five is that a lot of companies are wanting to simplify their performance tracking procedures so they are choosing to go with more metric-driven tools that produce custom reports.

When shopping for a performance and engagement management tool, companies should consider what key results are most important. Everyone wants to adopt a system to streamline these areas of the business, but I think a tool like 15Five can overcomplicate companies that do not have the resources to properly roll out a tool with such functionality.

I have been utilizing 15Five for almost 3 years and I would say I am not super impressed with the tool's ability to roll out product improvements. I think making foundational improvements to their support system, help center, and UI/UX would make a larger impact rather than offering opportunities to attend webinars or upsell leadership courses to companies already paying for the platform.

I would say 15Five is best suited for organizations where performance is more subjective or difficult to measure.

1. Namely offers excellent benefits brokerage and administration, making it easy to manage employee benefits.
2. The customer service provided by Namely is outstanding, with quick and helpful responses to our needs.
3. The onboarding process for new employees is streamlined and efficient, reducing the time and effort required to bring new hires on board.

My organization plans to expand in the next two years, and we were looking for an HRIS software that is manageable for both supervisors and employees. We needed a system that could effectively track new employees throughout their tenure with the organization, and management agreed that we required software capable of scaling as we grow. After going through a thorough selection process with various HRIS companies, we found it challenging to choose the best fit for our organization. However, we were impressed that the team at Namely answered all of our questions and provided excellent guidance during the implementation process. We have been using Namely for about one year, and we are very satisfied with it so far.

1. Uploading form templates into Namely can be challenging, requiring additional time and effort.
2. The ability to add e-signatures to documents is limited, which could be improved for better functionality.
3. Making edits within the platform can sometimes be difficult, causing frustration when changes are needed.

I like that Namely is good for small and mid-size companies just starting their HR Department. They don't oversell products like some other HRIS software - they give you what is needed.

When purchasing Namely, it's important to consider its functionality and whether it meets the specific needs of your organization. It is also essential to evaluate whether the pricing fits within your budget, especially if you are a new or smaller company. Namely’s capacity to grow with a company is a key advantage, making it a good option if your organization is planning on expanding in the near future.

Namely has evolved to be very user-friendly for both employees and administrators, making it easier to navigate and use on a daily basis.

Namely is particularly well-suited for small to mid-sized companies looking for a comprehensive HRIS solution that can grow with their needs.

• I like the integration among the Zoho applications which makes life way easier.
• It also provides me with a wide range of features apart from attendance, leave, etc. so I keep trying new things.
• It was easy to set up; I didn't need to wait for an expert to set it up.

I just started my organization and wanted to keep records of their attendance, leaves, employee records, etc. I was using Zoho Books and was happy with that so I thought of trying Zoho People for HRMS. It has been nearly 3 years since I'm using Zoho People.

• There should be a few more integration options with other external software.
• The UI can be improved so interaction over the platform becomes easier.
• Sometimes changing the policies is difficult as quite a lot of things are interconnected.

I have used GreytHR and I found Zoho is quite advanced with a lot more features.

I think it all depends on someone's requirement but I think for startups and small-medium companies, keeping operations simple is key, we should not be wasting our time in dealing with bulky software. In this regard, Zoho People comes handy with the level of integration available within Zoho applications that can fulfill most of your organization's needs.

I have not seen Zoho People change a lot in the last 3 years since I started. There were some minor changes to the UI and some of the features which I found useful.

I think it is good for startups and organizations with remote teams etc. Also, if someone is using some of the other Zoho applications then I think it completely makes sense to use Zoho People.