• I like that Criterion pulls everything into one place, which means I’m not juggling multiple systems just to get basic HR work done.
• It’s flexible enough to adapt to how we actually operate day to day, rather than forcing us into rigid, generic processes.
• The reporting tools are genuinely useful and give me the kind of real-time insights I need to stay ahead of issues instead of reacting after the fact.

A company I worked for invested in Criterion to address a long-standing gap in how we managed core HR, payroll, and workforce data across multiple business units. Prior to implementation, our systems were fragmented, highly manual, and created recurring pain points around compliance, reporting, and manager self-service.

We needed a single, enterprise-grade platform that could streamline end-to-end HR operations, automate routine workflows, and provide real-time visibility over people data to support more strategic decision-making.

Criterion delivered clear benefits: stronger data integrity, improved employee and manager self-service, a significant reduction in admin, and far more consistent processes across the employee lifecycle.

I personally used the system for three years, and it matured into a stable, high-impact tool that underpinned our HR operating model and supported growth.

• I found some areas of the system felt a bit clunky, and I often wished the user experience was more intuitive for managers who aren’t system-confident.
• Certain workflows take more clicks than they should, which slows things down when you’re trying to move quickly.
• Reporting is strong, but it would have greater impact if some dashboards were easier to customise without needing backend support.

Compared to other HR systems I’ve worked with, I find Criterion stands out because it blends depth and flexibility without feeling bloated. A lot of competitors offer either strong HR modules or strong payroll modules—but make you work harder to get them talking together.

Criterion handles both in one unified system, which simplifies things. The configurability also wins points: rather than forcing us into a rigid workflow, it allows us to shape the system around how we actually work.

Finally, in contrast to some platforms that are flashy but weak on self-service and mobile access, Criterion delivers solid manager and employee portals that support remote-first, distributed teams effectively.

When buying this type of tool, look closely at how well it integrates with your existing systems and whether it truly streamlines your end-to-end HR operations instead of adding more admin.

Assess how intuitive it is for managers and employees—because even the best system will fail if the frontline can’t or won’t use it.

Make sure the vendor’s support, implementation approach, and ongoing updates match the pace and complexity of your organisation. The technology is only as strong as the partnership behind it.

To be fair, it’s difficult for me to comment on how much Criterion has evolved overall as I haven’t used it recently. When I used the system, it was stable and functional, and we saw steady, incremental improvements—nothing radical, but enough to keep the platform moving forward.

Updates mainly focused on tightening existing workflows, improving mobile access, and smoothing out some of the clunky areas. It felt more like continuous refinement than major overhauls, which worked well for us at the time because it didn’t disrupt day-to-day operations.

Beyond that, I can only assume the product has matured further since then, but my direct experience is limited to those three years I used it.

Criterion is a strong fit for organisations that need a solid, all-in-one HR and payroll system without the complexity of a huge enterprise platform.

It works particularly well for mid-sized businesses that want cleaner processes, better data visibility, and a system that can grow with them as their structure becomes more complex.

I liked that you could pick and choose which solutions you wanted in your Criterion HCM. We selected every solution they offer ($35 per month per person), so we had a one-stop-shop/all-in-one solution, and at that price, it was a terrific value.

Not every person needed payroll, and not every person needed recruitment, so Criterion was very customizable. I liked that Criterion was simple and easy to use.

I used Criterion for one year. We bought it as an all-in-one solution for our HR needs. We were a small company that needed a simple solution to help with HR, payroll, recruitment, and data. Criterion is a clean, user-friendly platform. It is a great HCM for small companies and functions better than Workday.

If you are a larger company, Criterion is not robust enough. There was slowness in the payroll system, especially with timecards. There were glitches with the facial recognition feature when using timecards.

Criterion is different from its competitors because of the one-stop-shop/all-in-one solution it offers. Criterion HCM provides customizable solutions for the entire HR lifecycle, including recruitment, HR functions, and payroll. It has a great price point. Data and reporting are built-in, and you can create simple custom reports as well.

Small to medium-sized businesses, including startups, could successfully use Criterion HCM. It is affordable at $35 per month per employee (for the all-in-one solution), or cheaper for those who don't need every solution Criterion offers. Criterion is best for companies that want simple and seamless solutions, not complicated workflows or highly personalized requests.

The integrations and automations have improved. The ability to send product requests is a great option. Facial recognition for employee timecards has been added.

Small to mid-sized businesses, including startups and entrepreneurs will find Criterion a good fit.