• I appreciate the accessibility of functions such as payroll, onboarding, and the ability to have Deel set up our employer entity in multiple locations while remaining compliant.
• The communication features within the Deel system allow for easy updates across teams.
• The tool streamlines complex HR and payroll processes into a unified platform.

We purchased Deel to support employees across multiple states and countries. It was a significant benefit to have the Deel team set up our company’s legal entity within a state without requiring our Finance team to pause and complete the registration themselves. This was a major advantage for us.

Deel also simplified our onboarding process, enabling us to expedite onboarding efficiently while providing a seamless experience for both the employer and the new hire. Additionally, we leveraged the payroll functionalities, which added further value.

These capabilities made the system a worthwhile investment for our organization.

• The site is not particularly user-friendly for new users.
• We occasionally encounter glitches and system errors.
• There have been instances where forms were difficult to locate, causing confusion.
• Errors in invoices and contracts have also occurred, sometimes stalling operations despite our ability to work through them.

One area where Deel stands out is its combination of contract management, global payroll, HRIS, and other functions within a single platform. Its capacity to support international clients is a major advantage, allowing companies to grow globally without having to navigate the complexities of international payroll and compliance independently.

Many competitors lack this feature or the ability to register companies in multiple states or countries, which can otherwise delay business operations by weeks as finance teams handle all necessary paperwork and state-specific procedures.

Compliance and international support are key criteria to evaluate. Even if an employer doesn't have international employees at the time of implementation, the option to add this functionality later can be extremely beneficial.

Comprehensive support for onboarding, payroll, and compliance is not available in all systems, so these factors should play a critical role when selecting a new HRIS system.

It appears that Deel has enhanced its automation workflows and now includes functionality to track paid time off requests.

Deel is well-suited for mid-sized to large organizations with an international presence. It’s also a strong option for large companies with smaller HR or Finance teams. The platform’s flexibility and scalable support provide considerable benefits in these scenarios.

While smaller companies can use Deel, there may be more cost-effective solutions tailored to their specific needs.

Deel is a user-friendly ATS. It offers strong integration capabilities for job postings. Its workflow management helps keep open requisitions organized.

Deel was used solely as an ATS for recruiting purposes. I have used it for about six months. It is well-organized for moving candidates through the pipeline. It integrated easily with other HRIS and ATS platforms. While additional features are available, we only purchased it for recruiting functionality.

The price is high per employee per month. Customer service was subpar. It may be better suited for contingent workforce management than full-time employee hiring. Considering the higher cost, a more bundled service package would have been beneficial.

I have used several similar ATS tools, and I would rate Deel as mid-tier. I prefer other systems based on cost, better integration options, and more accessible customer support.

Cost should be the top consideration. It's also important to determine whether the tool will be used for contingent workforce or full-time employees. Compatibility with your existing HRIS is another key factor to evaluate.

Since I used the tool for less than a year, I did not observe any changes or improvements during that time.

Temp agencies with small recruiting teams looking to control costs can benefit from Deel as an ATS.

I like the following aspects of Deel:

• The ability to pay international contractors/freelancers in US currency or their local currency.
• The ability to pay international contractors/freelancers on a timely schedule without delays.
• The compliance guides and knowledge base that Deel provides for customers.

My organization decided to implement Deel for several key reasons. Last year, I was managing multiple projects that required hiring contractors from various countries. I needed a solution that could handle international payments seamlessly and efficiently.

While I had been using platforms like Bill.com and QuickBooks, the payment processing times for international contractors were often lengthy. Deel offered a much faster and more streamlined process, including the ability to conduct background checks on international contract workers and freelancers. This made it the ideal solution for my organization's needs.

• Deel's customer service is not always available during EST or PST hours when issues arise.
• Deel can be costly when hiring multiple workers; there should be bundled rates or plans for several workers.
• There have been issues with entering banking information, and Deel doesn't work with certain banks, without providing an explanation.

Deel is similar to Oyster. I have tried both with clients and prefer Deel, as it is more cost-effective and provides a more streamlined process.

Consider what countries the freelancers/contractors/workers are located in and whether Deel supports those countries.

The company also needs to consider compliance and how contracts should be executed. Several countries, including the US, have strict labor laws regarding how a freelancer/contractor should be classified versus an employee.

I have been a Deel customer for almost two years. During that time, they have resolved many issues with the platform, and it is now much more user-friendly and easier to use.

Deel is good for businesses that hire freelancers and contractors and want to avoid the risk of misclassification.