There are more than 30,000 software vendors in the HR, Recruiting, and PeopleOps ecosystem, and it's our job to understand which ones we should recommend to our readers. We use strict criteria, so the tools we review are high value to our readership of HR and TA leaders
We cut through the noise so you can consider great solutions from the get-go. If you see a software solution on our website, it’s a good one to consider for your organization.
We identify market leaders by conducting our own research. We talk directly to vendors, test drive solutions, and listen to recommendations from HR experts. Beyond the product, we also examine a vendor’s customer count, revenues, profitability, and overall trajectory. These are all qualifiers of a reliable solution with good product-market fit.
Generally, we discount vendors who are super niche by geography, industry, or product. Our focus is to help companies find core HR software solutions and tools that are big enough to provide universal accessibility, integration, and a strong customer experience.
Once we've decided to review a vendor, we talk to them, do demos, work with trial versions, and gather feedback from users. When speaking to vendors, we typically have the advantage of access to executives who lead the product and marketing decisions. This allows us to ask more detailed questions than the average account manager can answer.
Here are some things we look at during vendor research:
Step 1. Continually research established and new solutions on the market
Step 2. Determine the best-in-class vendors
Step 3. Consult with industry experts
Step 4. Book demos, talk to vendors, and test trial versions
Step 5. Write unbiased, easy-to-read reviews on features and functionality
Step 6. Continually evolve our reviews with expert feedback and further research
You can read our buyer guides here.
The purpose of the SSR blog is to make HR leaders and workers smarter about HR Tech, People Ops, and Recruitment by sharing insights from really smart people. We collaborate with eminent thought leaders and experts who share their knowledge willingly.
To control for bias, our HR and HR Tech writers peer review one another’s articles. This ensures the information you read is not simply the opinion of one, but represents multiple viewpoints and current industry knowledge.
As editors and publishers of truly valuable content we:
For questions about our content, or to enquire about being an expert contributor, please reach out to our editorial team at email@example.com.