Top-Rated HRIS Systems: Reviews & Comparisons in Q2/2025

Deel makes it easy for us to pay our international contractors. It ensures we are adhering to each country's legal and compliance standards. It is very easy to process separate payroll along with our regular payroll system. The tool is affordable and straightforward, and it only charges us for what we use each month.

We implemented Deel in order to pay our international contractors. The software we were using did not offer international payroll services and it became a necessity for us to look for one that offered such a feature. In addition, we also had to adhere to the compliance and pay standards of other countries, so we needed a third-party payroll system. We've been using Deel for over 2 years now, helping us solve all the problems we had before.

It does not integrate with our HRIS, Rippling. It does integrate with several other HRIS tools, however. No other negative feedback to share.

I like how simple Deel is. I can create contracts and payment schedules for contracts easily. I can terminate a contractor quickly and I feel confident that I am doing so in a compliant way. It is easy for new admins to be added to the tool so my finance team is involved with payments and contracts.

You should use Deel if you have international contractors. If your current payroll tool does not offer an easy or affordable way to pay global employees, consider using Deel.

Some new features I've seen in the tool include an onboarding tracker and a global payroll feature with more robust offerings. They add new countries as well and service 90+ countries currently.

One with global contractors.

• It made payroll processing simple and user-friendly.
• The accurate reporting features helped maintain data integrity.
• Employees could access their payroll information independently, reducing the need for me to provide printed payslips.

I was an HR Consultant contracted by various companies and used Paylocity intermittently for about a year. Although I was not involved in purchasing the tool, I saw firsthand how it streamlined compliance processes, which saved a significant amount of time.

The platform was easy to use and had great features that supported my HR role, especially as a remote user managing multiple clients. Its accessibility and functionality made it an effective tool for handling essential HR tasks.

Overall, Paylocity provided a reliable solution for managing payroll and compliance efficiently.

• Employees were occasionally locked out of their accounts, often due to forgotten login credentials, requiring me to guide them through the reset process.
• Customer service was overly automated, making it frustrating to reach a live representative when needed.
• The platform could be slow at times, especially when running reports, which delayed task completion.

I have also used ADP, which was more suited for larger companies with complex HR needs and extensive data management. Paylocity, by contrast, was a better fit for the smaller companies I worked with due to its simplicity and user-friendly design. It required less training to use effectively, making it a more practical solution for smaller-scale operations.

When considering Paylocity, it’s important to evaluate whether it suits the size of your business and aligns with your specific HR tasks. Determine if you need the tool exclusively for payroll or for additional HR functions such as benefits management and employee performance tracking.

Scalability and user access requirements should also be considered to ensure it meets your organization’s needs efficiently.

A year ago, when I used Paylocity, new features like time tracking and benefits management had been implemented, making it more user-friendly and competitive. These updates allowed it to better rival other platforms in the market by providing more comprehensive functionality.

Paylocity is well-suited for payroll specialists, managers overseeing HR processes, and administrators handling bulk updates from spreadsheets. It is a great platform for small to medium-sized businesses across various industries.

• BambooHR is easy to use and train employees on. BambooHR makes it very easy to create offer letters and email templates when it comes to recruiting.
• BambooHR makes it easy to recruit and keep track of candidates, and the stages they are in in the interview process.
• The BambooHR 'how can we help button' makes it super easy when you have a problem or a question to get a resolution.

We are a small organization with roughly only 25 employees but we need a tool that could do it all. When making this decision we compared tools that could sit as an ATS system combined with an HRIS system. Not only can BambooHR fit in those factors, it can also have benefits and payroll implemented in their system if we wanted to stop using our other payroll system. We have been using BambooHR since March 2023 but I had used it at a prior organization so that was an easy decision to move forward with it.

• I wish BambooHR let you have candidate scorecards when recruiting.
• BambooHR makes it easy to create onboarding documents but it does not always simplify the packets for each job function.
• I wish BambooHR had the ability to open and close jobs more fluidly similar to Greenhouse - multiple openings in one job code for tracking purposes.

BambooHR is a great product for a small growing organization that needs a product to do it all. Because we have a limited budget we needed to find an ATS that could also onboard and fit as a people management system. I think that BambooHR is cheaper and easier to use.

When buying a tool like BambooHR I think they should consider price (this was our number one driving factor), and scalability. As we continue to grow, BambooHR will be able to grow with us.

BambooHR has evolved over the years since I last used it. They have developed their reporting capabilities, added payroll and benefits to their system, as well as created a system to organize a 'talent pool'.

BambooHR is good for a company with less than 400 employees that is looking to grow their organization, and manage current employees.

• It allows us to easily input time off.
• Provides easy redirects to benefits links.
• Displays a company-wide news feed.

We bought Bob for our talent management and employee management needs. We have used it for 1.5 years. It allows employees to easily view their time off and provides redirects to links for benefits and payroll information. The main issue our organization aimed to solve was finding a more affordable talent management tool.

• Limitations in its capabilities as an applicant tracking system (ATS).
• Limited functionality in managing the recruiting funnel.
• Does not have its own benefits portal.

• Employee-Centric Approach: Unlike many HR platforms that prioritize administrative functions, Bob enhances the employee experience with tools like recognition, surveys, and social features.
• Flexible for Modern Work Environments: Bob is tailored for hybrid and remote work setups, offering intuitive tools for managing distributed teams and fostering collaboration.
• Cultural Insights: Bob’s "People Analytics" dashboard tracks workforce engagement and provides insights to strengthen organizational culture.
• Global Reach: Bob supports global operations with localized compliance and multi-country payroll integrations, appealing to multinational companies.

Consider your company size—Bob is more suited for mid-sized to large organizations. Assess whether your industry operates remotely or in person; Bob is ideal for remote or hybrid setups. Finally, review your current integrations and tools, as Bob is focused on enhancing the employee experience rather than serving as an ATS or HRIS system.

• Learning Management System (LMS): The introduction of Bob Learning equips organizations with tools for managing employee development and continuous learning.
• UK Payroll Integration: HiBob expanded payroll functionality with a modern approach to payroll management for UK-based employees.
• Workforce Planning Module: This feature facilitates planning for scenarios such as reorganizations and mergers, aiding strategic decision-making.
• 1-on-1 Meeting Feature: HiBob introduced templates for onboarding, goal setting, performance reviews, career growth, and regular check-ins to strengthen manager-employee relationships.

• Mid-Sized to Large Organizations: Bob is ideal for companies with 100 to 5,000 employees, offering advanced functionalities for managing larger teams.
• Global Organizations: Bob’s multi-country support and compliance features make it a great fit for multinational companies.
• Companies Prioritizing Employee Engagement: Bob’s tools for goal setting, performance reviews, and social recognition foster strong workplace culture and employee retention.
• Tech-Savvy, Forward-Thinking Teams: Bob’s sleek, intuitive interface appeals to organizations that value modern, user-friendly platforms.
• Organizations with Hybrid or Remote Workforces: Bob supports collaboration and communication in flexible work environments.
• HR Teams Seeking Data-Driven Insights: Its analytics capabilities provide valuable data for decision-making regarding employee performance and organizational health.

Solid visuals of project progress. Great automation features, which saved us time and reduced entry errors. Integrated well with other tools the client was using.

I used it for six months as a freelancer, and based on my knowledge, the client used monday.com because it's a cloud-based system that allowed for customizations and automation. I am unsure which software they used before that, but my conversations centered around the time it saved the client. I remember enjoying the time-tracking feature and how it integrated with other tools the client was already using.

Overwhelming at first, as there are many features. The learning curve is steep due to the extensive features.

I have used both Asana and Jira (currently use both), and the visuals are more appealing, and the integrations are more in-depth on monday.com. Also, the customization options cater to someone who likes more control over their work.

Consider the cost and how it will make your employees' jobs easier/save time.

I did not use it prior to this client, so I am unsure of the adaptations it has undergone. However, it is very relevant, so it appears to meet industry needs, as I enjoyed using it for my contract.

I think any organization can benefit from monday.com as its customizability and flexibility allow it to be used by various users and companies.

• Seamless integration between HRIS, Payroll, and Recruitment.
• Employees being able to recognize other employees company-wide is great for morale.
• Easy access to information and registration for employee benefits.

We bought Paycor because of my prior experience using the program. We also appreciated the integration of the ATS system with the payroll and HRIS systems. The benefits platform is efficient and comprehensive.

I have personally used Paycor on and off for about six years. The tool addressed our need for a unified platform to manage various HR functions effectively.

• I dislike the lag in upgrades to the mobile app.
• It isn't as consistent as I would like.
• Some mobile features lack the reliability of the desktop version.

Each HR/payroll module you purchase comes with a team of experts who work with your teams to develop a system that suits your company and its processes. Much of the system is customizable, and clients have access to back-office tools they can configure themselves. It performs more like a dynamic system rather than a static one, where upgrades are difficult.

Paycor works better for larger organizations. If your company has varied pay plans or union payroll, Paycor is excellent for customizing non-standard payroll needs. Need to know whether employees have clocked in, clocked out, or are on lunch? The system provides real-time status reports. Looking for better management tools? Paycor delivers key information throughout the day, updating continuously.

Yes, definitely. They keep you informed about updates and changes and are open to suggestions you may have for improvements.

Medium to large organizations with unique payroll needs. Companies that want to improve the delivery of recruiting information to hiring managers and candidates. It is highly effective in these areas.

1. Super Simple: Onpay is easy to use, even for someone who’s not a payroll expert.
2. Tax Magic: It takes care of all our tax filings automatically, saving us a lot of time.
3. Great Value: For what it offers, the price is excellent, especially for a smaller team like ours.

We bought Onpay because our previous payroll system was outdated, causing delays and errors that made payroll days difficult. We needed something reliable and easy to use, especially for our small team. Onpay met all our requirements with its straightforward interface, automated tax filings, and affordable pricing. It also integrates well with benefits and handles employee onboarding efficiently. I've been using Onpay for about a year now, and it has significantly reduced our administrative workload.

1. Limited Customization: I wish there were more options to customize reports and dashboards.
2. Customer Support: The support can be slow at times, which is frustrating when you need quick assistance.
3. Advanced Features: It lacks some advanced features that larger businesses might need, making it feel a bit basic for more complex needs.

Onpay stands out with its straightforward, user-friendly interface and great value for money. Unlike some other tools I've tried, it's incredibly easy to navigate and doesn’t overwhelm with unnecessary features. I appreciate that it automates tax filings, which many other tools don't do as effectively. While it might lack some advanced options that larger businesses may need, for a small team, it offers the right balance of functionality and simplicity at a great price.

1. Ease of Use: Choose a tool that is easy to navigate, so you’re not stuck figuring out complex menus.
2. Automation: Ensure it handles tax tasks and direct deposits automatically to make payroll days stress-free.
3. Support: Verify that the support team is helpful and quick to respond when needed.
4. Cost: Make sure it fits your budget without sacrificing essential features.

Onpay has improved over time by keeping things simple and adding useful features. They have perfected automating tax filings and direct deposits, making payroll days easier. The interface has become increasingly user-friendly, which is a big plus.

It is ideal for small to mid-sized businesses that need a payroll system without extra complexity. It’s perfect for those who want an easy-to-use platform that handles all the payroll essentials, such as automated tax filings and direct deposits. If you’re running a business and want something straightforward and affordable without all the complicated features, Onpay is an excellent choice.

• Factorial has a clean and user-friendly interface, making it easy for employees and administrators to navigate.
• It covers a wide range of HR functions in one platform, which is helpful for smaller companies that need an all-in-one solution.
• The pricing is reasonable compared to more well-known HRIS systems, making it a good option for businesses with a limited budget.

At a previous organization, we decided to invest in Factorial HR because we needed an actual HRIS instead of piecing together different tools. At the time, we were storing personnel data in various cloud solutions, benefits information was scattered across different platforms, and there was no centralized way to manage key HR functions.

We wanted a system that could streamline employee data, track time-off requests, and handle performance management in one place. Factorial seemed like an affordable solution that covered multiple HR needs without requiring a large budget or extensive implementation.

I used the platform for a while and found that, while it met basic needs, it had some limitations compared to more established HRIS solutions.

• The customer service experience wasn’t great, as response times were slow and support wasn’t always helpful.
• The platform, while functional, lacked the depth and flexibility of more established HRIS solutions.
• Some features, like reporting and customization, felt limited, making it harder to tailor the system to our specific needs.

Factorial is a smaller platform compared to major HRIS providers, which means it offers a more simplified experience. One unique advantage was its ability to handle international payroll and support multiple currencies, which was useful for our global operations.

While it doesn’t have all the features of larger competitors, it provides a budget-friendly option for businesses that need core HR functionalities without a steep learning curve.

It is important to assess where your business is currently and where you see it growing in the future. Factorial is a strong choice for small businesses that have little to no HR support and need a tool to centralize employee data and processes. It is suitable for companies looking to improve HR workflows without making a large financial commitment.

Larger organizations or those with complex HR needs may benefit from a more established HRIS that can scale with growth.

Since I last used Factorial, they have improved their payroll functionality, making it more reliable and user friendly. They have also resolved some issues in key modules like time-off tracking and time and attendance, which had previously caused frustrations.

The platform appears to be making steady improvements, though it still has room to grow in terms of advanced HR capabilities.

Factorial is a great fit for small businesses with fewer than 50 employees, especially those with little or no dedicated HR staff. It helps keep employee records organized, streamlines time tracking, and provides basic HR functions without requiring extensive training or setup.

• Rippling is an all-in-one platform that manages the entire employee journey, from interviewing to offboarding.
• It has direct integrations with Carta.
• It offers a seamless payroll process through its flexible benefits platform.

We adopted Rippling in 2021 as a small tech startup with fewer than 15 people, seeking a solution to manage essential HR functions without a dedicated HR or Finance team member. We needed software that could efficiently handle payroll, onboarding, and offboarding while ensuring compliance with local and federal laws and regulations.

Over the past three years, we have expanded our use of Rippling to include its recruiting platform and ASO services, which provide enhanced support for federal and state filings and reporting. Most recently, to integrate benefit deductions seamlessly into payroll, we appointed Rippling as our Broker of Record and began using its Flexible Benefits module.

• The support process can be overly complex and too dependent on AI.
• The Recruiting Module does not allow the exclusion of specific job boards, such as Indeed, which often results in a high-volume but low-quality applicant pool.
• Rippling’s step-by-step wizard makes it difficult to view entire processes, like employee offboarding, in one comprehensive view.

Rippling is a robust all-in-one platform that has consolidated services we previously outsourced. Before using Rippling, we managed separate vendors for applicant tracking and flexible benefits administration. Rippling has enabled us to bring all these functions together in a single, integrated system.

Companies should evaluate whether they prefer an all-in-one system or specialized tools that integrate throughout the employee lifecycle. It’s important to assess the team's capacity and willingness to learn and manage the platform. While Rippling is intuitive, it requires a time investment to fully leverage its features.

During our time with Rippling, we have seen enhancements to the recruiting platform, including improved resume screening and stronger communication automation.

Rippling has introduced customizable workflows and in-platform app customization options, allowing us to tailor the platform to our needs. Its expanded support and compliance features led us to adopt its ASO service in early 2025.

Rippling is ideal for companies seeking a strong, user-friendly, all-in-one HRIS solution. It provides value even for users without payroll or HR expertise due to its intuitive interface.

It suits small to mid-sized businesses and is especially beneficial for companies with remote teams or global employees, as it includes device management and global payroll features.

• User-friendly: The platform’s user experience and design ensure that you don't feel overwhelmed while working.
• Comprehensive: Lanteria makes managing the entire HR lifecycle simple.
• Seamless integration: Lanteria allows for a smooth integration process, making it easy to add new features over time.

I worked at a fashion startup in the HR department. We researched various HR platforms to find one that fit our needs and preferences. Lanteria met and exceeded our expectations for an HR platform. While I was on contract with this startup, we implemented the platform in February 2023, and it is still in use today. Lanteria provides a wide range of resources to meet a company's needs.

While my team and I prefer this platform, we believe Lanteria’s technical support could be improved, given the broad range of features. The integration support, both during and after implementation, needs to be more robust so customers feel supported throughout their experience.

Lanteria stands out from its competitors because it offers a wide range of features at a reasonable price. I also believe Lanteria is a better option because it can work well for companies of various sizes, team dynamics, and industry sectors.

People should carefully evaluate any HR platform before selecting one, as these systems handle sensitive information. Before choosing Lanteria, I recommend ensuring that its integration options align with your company’s needs and confirming that you will use all of the services it offers, as the platform provides various features.

Lanteria has evolved to meet its customers’ needs by offering more services, such as learning management, performance tracking, and more.

Lanteria is well-suited for most organizations but is particularly good for companies with 200 or fewer employees.

I liked Sage People because of the simplicity of managing time card data. It is a very user-friendly system for beginners to learn and navigate. The seamless connectivity with our accounting software was also a major plus.

We acquired Sage People long before I was employed, so I can’t speak to the specific issues that needed to be solved before deciding to use it. We were previously happy with Sage 100 as our primary finance management service, which is how we came to learn about Sage People. I believe a primary reason for adopting it was to reduce paper consumption. We had previously tracked everything in employee folders, which grew beyond our storage capacity. I'm also sure it was intended to make it easier to manage a growing business with a rapidly increasing employee population.

Sage People felt a little dated for our growing business, not allowing for much customization in reporting. There was no employee self-service function, which required our HR department to handle all issues related to timekeeping, PTO, and many other things. We felt like we were outgrowing Sage People and ultimately looked for something that allowed us to manage talent digitally, including training, performance discussions, and employee reviews.

Sage People was a basic and cost-friendly alternative to many other HRIS systems on the market. For those that don’t need many plug-ins, it is a wonderful tool.

When looking to buy Sage People, the primary considerations should be how many functions you are looking for in an HRIS system. For companies that primarily need help with recruiting and talent acquisition, Sage People may not be ideal, as it has limited compatibility with other programs we use often for recruiting. Consider the size of your business as well—Sage People is well-suited for a mid-sized business with around 200-1,000 employees.

Sage People has definitely improved the user-friendliness of its interface and added some functionality that most HR departments look for in an HRIS.

I think Sage People is useful for small corporate offices or organizations managing a small workforce of labor-intensive personnel.

Some of the pros of UKG are that we can easily transfer information from the applicant profile to create the employee profile with no additional steps. Another pro is the ability for our employees to clock in and out easily from their mobile devices. Lastly, our benefits and payroll are also processed within UKG, making it a more convenient process for our organization.

We purchased UKG in 2019 to help streamline our hiring process, onboarding, and payroll system. Some of the benefits of UKG include being an all-in-one hiring, onboarding, and payroll system. I am one of the administrators of our UKG system, so I use it extensively. I am very proficient in what the system can offer, along with its downsides. The tool has significantly improved our operational efficiency since its implementation.

Some cons we have found with UKG include not being fully HR compliant; for a couple of years, we have not been able to properly run our EEO-1 reports. We use UKG to complete our I-9s and E-Verify, but that is not without constant issues. Some reporting capabilities hinder us from gathering information conveniently, often requiring us to manually maneuver the reports. Lastly, the system undergoes quarterly updates; however, each update often causes another issue in UKG, which we are not notified about until we submit a ticket. This causes many problems and makes us lose faith in new updates.

Many of their competitors are now all-in-one systems, so there isn't much difference in that aspect. Some improvements are needed to make it a perfect system, but the mobile ability for employees makes it very convenient for our staff to clock in and out from various work locations, differentiating it from its competitors.

The criteria that people should think about when buying this tool include the price; it is not an inexpensive tool, especially if purchasing all of the extended platform options such as the advanced scheduler and the leave or training modules. If a full HR compliance system is needed without manipulating the data, this system may be problematic.

UKG consistently updates its system to make improvements. They try to listen to their customers and work on ensuring they meet our needs.

UKG is best for an organization that needs a basic HRIS system.

It was easy to learn and navigate so everyone enjoyed using it.

It is customizable which is particularly helpful in creating individualized onboarding plans.

Information is easy to access, and data is readily available for managers, such as upcoming tasks and events, employee information, and employee feedback.

We chose Sapling to improve our onboarding. We had gotten feedback from staff that onboarding was not well coordinated. We also had more recent hire turnover than we felt was acceptable, and that it was likely connected to onboarding. We had problems establishing not just the critical first few days but also the introductory 90-day experience in which relationships are formed, the tone is set and the groundwork for long-term employment is established. We used it for a year.

It would be nicer to see some data within the platform, rather than having it generated as a report you open outside the system.

The org chart was a bit cumbersome to use.

More resources for employee experience after onboarding available would improve it.

The guidance Sapling provides to managers regarding onboarding seems unique and much more in-depth than other products. For onboarding, I would choose Sapling over other onboarding products and features, as it is very thorough and instructive regarding what onboarding should be.

If you don't hire often, the best part about this product may not be worth the investment. However, if you do have a growing or often changing team, Sapling could be the difference between losing a good new hire in the first 3 months or retaining them for years. So, if turnover is a problem, and if your onboarding has no structure, this is something to seriously consider.

Like any tool, it requires that people buy in and use it for it to accomplish what it sets out to accomplish, so you need to prepare your people for change if introducing a new way to handle onboarding via Sapling.

I believe the product has expanded and now features more performance management options as well.

This is a very good product for growing companies, startups that have a lot of hiring, and companies that need to address turnover issues.

• APS allowed us to customize the platform based on our specific needs.
• We could configure features for designated functions.
• Having a dedicated super user to support our organization was highly beneficial.

At the time, we were looking to upgrade our existing platform. APS offered multiple options that allowed us to enhance and customize the platform. It provided our organization with a strategic advantage, improving our speed-to-market delivery. It also supported our production goals. Overall, it significantly contributed to our operational efficiency.

• I wish the sandbox environment could have been pushed to production after final approval.
• I would have appreciated more training prior to going live.
• Additional support and post-launch check-ins would have been helpful.

APS is a strong option, but like any product, its value depends on the features and subscription level you select. It’s a good value-added solution.

Key criteria include cost, user experience, customer support, and adaptability. For me, APS meets nearly all of these requirements.

There have been consistent enhancements aimed at improving the product.

APS is good for the staffing industry.

1. User-Friendly Interface: Intuitive and easy to navigate, making it accessible for both HR staff and teams.
2. Integrations: It integrates payroll, benefits administration, and performance management, streamlining processes and eliminating the need for scattered Google Sheets.
3. Employee Self-Service: The self-service portal allows employees to manage their personal information, view pay stubs, and access benefits details independently, saving us time from routine administrative tasks. This is the future of HR, as automation should be adopted across the board.

At Impactable, we chose Namely because we were overwhelmed by managing too many HR systems that didn’t integrate well. It was challenging to keep up with payroll and benefits manually, so we needed a solution that could consolidate everything and simplify our processes, allowing us to focus on developing the new platform.

Namely turned out to be a great choice. It has a user-friendly interface that even the least tech-savvy among us can navigate with minimal training. The employee self-service portal was something we didn’t realize we needed, but it has been incredibly helpful in allowing the team to manage their own holidays and benefits without constantly contacting HR.

The analytics and reporting tools, while not initially a priority, have also proven useful. I’ve been using Namely for two years now, and overall, it has greatly improved our organization’s efficiency.

1. Customer Service Issues: The customer service can be slow and sometimes unresponsive, which is disappointing given the quality of the product.
2. Integration Challenges: It took time to get the integrations working correctly, and we had to invest considerable effort in training everyone to manage them.
3. Reporting Features: The reporting features are difficult to use and have limited customization options, which was a letdown.

Namely is much easier to use compared to other HR tools, with everything from payroll to benefits consolidated in one place. It has a sleek interface, and the employee self-service portal allows staff to manage their own information. Unlike some competitors, Namely offers solid reporting tools and continuous updates, keeping the platform modern and efficient. Overall, it simplifies HR tasks better than many competitors, although I haven’t used many similar tools recently, so they might have improved as well.

1. Ease of Use: Ensure the platform is user-friendly for both HR staff and employees.
2. Integration Capabilities: Look for seamless integration with existing systems such as payroll, benefits, and other HR tools you already use.
3. Customer Support: Check the quality and responsiveness of customer support, as effective support is crucial for resolving issues quickly.
4. Feature Set: Evaluate the range of features offered, such as employee self-service, performance management, and reporting capabilities, to ensure the tool meets all your HR needs. Avoid tools that require additional services to cover all necessary functions, as there are comprehensive solutions available.

The interface has improved, and integrations are smoother. However, customer service hasn’t seen much improvement.

Namely is particularly well-suited for mid-sized organizations with 50 to 1,000 employees across various sectors such as media, technology, and eCommerce. It's ideal for companies looking for an all-in-one HR solution that integrates payroll, benefits, and performance management. Businesses that require comprehensive analytics and reporting tools to make informed HR decisions will also benefit significantly from Namely’s features.