The 10 Best HR Software for Small Business of 2026
The best HR software for small business as picked by SSR's expert HR tech reviewers. Read about features, benefits, pitfalls, pricing, and more below.
Small business HR software provides a range of functionalities designed to streamline and manage various human resource tasks.
The HR software market is packed with options. So many, in fact, that buyers are left confused and frustrated. We’re here to help! This guide offers general guidance and an expert perspective on crucial features like employee self-service, automation, and integrations.
Between product testing, user research, and talking to experts, we have put hours into this guide. In addition to offering product suggestions, we'll teach you how to evaluate HR software on your own. You’ll learn what to expect, what to avoid, and what to ask.
We’ve reviewed hundreds of HR software products over the years. In that time, we’ve learned the best way to give you what you’re looking for is to distill it down to the essentials.
This guide evaluates the most critical functions of HR software for small businesses. With our hands-on experience in HR, we were able to trim it down to three key elements: employee self-service, automation, and integration.
- Employee self-service: Small businesses are especially vulnerable to the harmful effects of wasted efforts, and this risk should be accounted for in the features of its HR software. Self-service portals empower employees to enter and update their own information. It may seem like the impact of employee self-service (ESS) is minimal, but the cumulative effect is substantial. Among other factors, our ESS evaluations note the ease of use, the number and type of data employees could access and update, and the platform's attention to information security protocols.
- Automation: Streamlined workflows save time, reduce errors, and allow your HR team to apply their efforts to tasks that need a human touch. To evaluate this factor, we asked industry experts to use their wide-ranging HR experience to assess the workflow of each tool. We coupled that with input from our user researchers, who ran simulations of typical sequences across the employee experience, like hiring, onboarding, and running payroll for a new employee.
- Integrations: Choosing HR software that doesn’t integrate with your current tech stack will cause significant challenges in the future. When testing integration capabilities, our evaluations were essentially pass/fail: our team checked for compatibility with common, standalone tools (the kind that small businesses use when starting out) and rated each platform on the number they could connect to.
You should know that we are approached by far more vendors than you see on our site. After careful vetting, only about one in ten make the cut. It’s a lot of work, but to offer you solid advice on buying HR software for small businesses, we must reevaluate our choices constantly.
You can learn more about our selection criteria and research methods by reading this article on how we assess HR tech vendors.
HiBob
Bob is a modern-looking HR solution notable for its ease of use. Small businesses in various countries use it to streamline their HR operations with remarkable customization and efficiency. It’s excellent for managing international teams.
PROS
- Good customization for international operations. It’s easy to manage workflows like time off requests, parental or other types of leave, and employment types, across several countries, depending on how you’re set up.
- Contains some intranet-like features, which is odd for an HRIS, but a nice-to-have, people frequently point out. For example, people can post ‘shout-outs’ to the home page.
- They have tons of modules, which makes them a real one-stop shop. Beyond Core HR, they have modules for most things People Ops-related.
- Bob is a fast-growing company and their product looks the part, as it has one of the sleekest-looking platforms in the HRMS space right now.
- Their payroll hub allows you to connect all your payroll systems, which works great if you want to pay people in multiple locations without switching providers.
CONS
- Reporting can be somewhat basic for an HRIS
- As it’s made to be an HRIS, some modules are limited in function compared to more specialized tools. For instance, its performance module can also do surveys, but some of the users we consulted think these would benefit from more options and customizable parameters.
- Customer support is only offered via a chatbot and email.
- As to implementation, several users commented that they felt there could be more attention via personal walkthroughs provided at the beginning. Many had to resort to reading documentation and watching videos or just figuring things out by themselves.
- Pricing is only custom and available upon request, so you can’t just sign up, pay, and start using the tool.
Bob, or HiBob, has made it its philosophy to always put the employee first. You can see that ethos embodied in how easy the product is to use and the various ways this solution engages employees to better understand and cultivate culture. Bob is a great fit for forward-thinking HR departments that need tools like onboarding, time-tracking, payroll reports, time off management, surveys, benefits, and much more.
Tufin, Yotpo Ltd., Fiverr, Happy Socks, Taptica
Bob offers custom pricing. They have flexible plans for growing companies and will work with you to offer the best possible cost.
Best For
Companies with fast-growing teams that want to manage all or most HR processes in a single platform, in a modern way.
We use HiBob HRIS everyday as all of the employee info is stored in there. We used it for creating key reports, onboarding, offboarding, internal communications, and kudos. Once you're in the system, you have the capability to set up workflows to automate which is helpful. For onboarding, we had it integrated into our ATS which was Jobvite. Overall it was pretty seamless and easy to use.
- Bob was a fun and engaging HRIS that employees really enjoyed.
- It allowed a lot of interaction within the platform, and for people to get to know each other better.
- There was a surprising amount of customizability you could get from the system.
I used HiBob HRIS between 2019-2020. We unfortunately had to move off of BambooHR, and HiBob was the next best platform for our company of 250+ employees. During my time, we'd used it for about 1 year. It's a very people and engagement oriented HRIS that encourages a lot of opportunities to celebrate each other, interact around any announcements, and is very culture focused. The key benefit it provided was a culturally engaging HRIS that employees enjoyed using once they were trained on it.
- It had a lot of bugs and the server can be slow at times. Hopefully this issue has resolved over time.
- It's not an all-in-one platform, they encourage you to partner with other best in class payroll, time keeping, etc. systems.
- The UI looked great, but the UX was a bit clunky. For almost all processes, there was a lot of click through that had to be made and the experience was not very user friendly.
Bob excels at creating a people first and culture centric HRIS which most do not do. At most it's where you check for your payroll. However, we got a lot of great positive feedback around the platform itself. Around HR Processes though, they seemed to still be growing in functionality at the time (2019). They are integrated with a lot of the major brands / companies around payroll, timekeeping, etc. so it makes it easy to use across platforms.
- All-In-One Platform: If you're looking for an all in one platform, this won't be the best fit. However, if you're looking for a good culturally engaging HRIS this would be a good option!
- Onboarding -> Payroll -> Offboarding Workflow: It's important to think about where you're starting your employment/ onboarding workflow since it's not an all in one system. To avoid double work / entry, it's very important to map out where you want to include what data and how you can transfer that across platforms.
Bob was very hands-on and interactive throughout the implementation, training process. They've got an aggressive and extensive roadmap which is exciting. They receive feedback very well, and it was exciting to grow alongside the company and system because we did see things change rapidly within the system for the better.
I think Bob is best for <500 employee companies. It would also probably be better for companies who have a majority of salaried employees vs. hourly non-exempt. And also for a company that wants to use the best in class platforms for various parts of the people experience.
Bob would not be great if you're looking for an all-in-one HR platform. If you use your HRIS for timekeeping and time off tracking, it also may not be the best fit. Larger organizations may have a hard time using Bob.
Paylocity
Paylocity stood out for its depth of employee self-service, mobile parity, and built-in HR compliance tools, all packaged in a modern, scalable HRIS that small businesses can grow into. Also remarkable for the SMB case is how they unify HR, finance, and IT features; packing several business functions into one comfortable and easy to use platform.
PROS
- Employees can manage tax info, view paystubs, request PTO, clock in/out, and complete onboarding via one unified self-service interface.
- Core HR tasks are mobile-accessible, ideal for deskless or field workers.
- Flexible reporting engine offers over 800 prebuilt reports, dynamic custom options, and built-in automation/scheduling.
- Streamlined payroll processing integrates salary and hourly data into a single run with detailed line-item control.
- New hires can complete all mobile onboarding tasks (document signing, form collection) in minutes.
- Paylocity’s customer support is highly rated for always being available to answer questions.
- Global payroll support for 100+ countries.
- Provides free and unlimited training modules on the website.
- Paylocity’s mobile app has a good UI and functionality
- The tool is easy to use for both employees and employers.
- Has 350+ pre-built integrations.
CONS
- Pricing is not publicly disclosed and requires a sales consultation.
- May be overly complex for very small teams without dedicated HR personnel.
- Primarily designed for U.S. teams and lacks comprehensive global compliance features.
- Undisclosed pricing.
- It doesn’t have a free trial or free plan.
- Support is available in English only.
- It isn’t the best solution for remote teams looking for a tool to manage payroll and benefits for their contractors.
We recently demoed Paylocity’s HR suite and came away impressed by how much enterprise-grade functionality they’ve tailored for the SMB market. Designed to consolidate payroll, time tracking, HR workflows, and performance management under one roof, Paylocity gives users the kind of control and visibility they’d usually need multiple tools to achieve.
The employee self-service hub is central to this effort. Upon login, users land on a streamlined homepage that consolidates essential functions: access to current and historical pay information, time-off balances and request forms, clock-in tools, and outstanding tasks such as training, surveys, or document sign-offs. Each component is accessible from the same interface, designed to reduce reliance on HR teams for routine updates. Employees can manage their direct deposit settings, update emergency contacts, and submit changes to their tax information directly.
Plus, these workflows extend cleanly to mobile. The mobile experience mirrors the desktop version, allowing frontline workers or remote teams to complete onboarding, track time, and submit forms without needing access to a laptop. During testing, we observed that new hires could complete onboarding in under 15 minutes, task by task, with real-time progress indicators and built-in e-signature functionality.
The analytics features are pretty impressive as well, with over 800 prebuilt reports and dynamic, custom report builders. As an admin, you can automate recurring reports on a weekly or monthly basis and retrieve them later from a dedicated pickup queue.
Although Paylocity does have an SMB-friendly product, they are designed to work for mid-market and enterprise organizations as well. As such, it is not the best fit for teams of 10 or fewer employees. And while the HR software package hits the right mark for most growing teams, the lack of transparent pricing on their website may give budget-conscious buyers pause.
Paylocity serves 40,000+ businesses, including POLYWOOD, The Kennedy Group, and Hathaway Brown School.
Pricing is custom and only available via demo.
Best For
Paylocity is best for U.S.-based small businesses looking for a mobile-friendly HR platform with strong employee self-service and reporting tools. One of its strengths is how it can grow with an expanding business. You don’t need to add all the features first, but upgrade as you need them without having to migrate to another platform or get another software product.
Leapsome
We found that Leapsome delivers a flexible HRIS tailored for small-to-midsize businesses that want to go beyond core admin work. With performance, engagement, learning, and a new HR module, the platform has grown into a robust system for growing teams to manage people data and build a strong company culture.
PROS
- Modular platform: start with one feature (e.g., HRIS or reviews) and expand as needed.
- Customizable onboarding, offboarding, and approval workflows.
- Centralized employee profiles with editable sections and user-defined attributes.
- Built-in time tracking, absence management, and document storage.
- AI-powered feedback, reviews, and survey assistants.
- Fully multilingual interface (32+ languages).
- GDPR-compliant and ISO-certified.
- Leapsome is quite feature-rich; the platform packs modules for employee onboarding, learning management, engagement, performance management, goals tracking and much more.
- The majority of users find Leapsome’s UI to be friendly and easy to navigate.
- There are lots of third party integrations options to choose from, including Slack, which many users appreciate.
- The platform has transparent pricing, and you only pay for the modules you need.
CONS
- Workforce planning tools are limited and not built for enterprise scenarios.
- Customer Success support is gated behind $6,000 annual contract minimum.
- Pricing is no longer public; requires demo for accurate quote.
- Annual contract required, no month-to-month plans.
- There is currently no way to post or upload an image or file into your feedback.
- Since Leapsome can do so many things, you may need some time to get used to it. The implementation process can also take some time.
- There currently isn’t a mobile app that users can download and access Leapsome quickly on-the-go.
- Free 14-day trials are available but you need to book a demo with the sales team first to sign up for one; you can’t do so on your own.
Leapsome may have started as a performance management tool, but its evolution into a broader HR platform makes it a compelling option for small and mid-sized businesses that want to grow without losing sight of culture. For that reason, we strongly recommend this platform for those who want to centralize employee data, automate workflows, and support employee development in one place.
At the center of its HR suite is a lightweight HRIS that covers core functions like onboarding, offboarding, absence tracking, document storage, and even time tracking. Setup is straightforward: admins can tailor employee profiles with custom fields, group them by department or role, and trigger workflows based on dates or attributes. This means tasks like collecting policy signatures, launching probation check-ins, or managing sick leave can all be automated, complete with reminder nudges and escalation rules.
If we had to pick our favorite feature, it would be how Leapsome natively blends its operational tools into the rest of the platform. HR teams can link onboarding to learning paths, assign goals during 1:1 meetings, or run surveys tied to manager effectiveness. The integrated feedback and praise tools help small teams reinforce a values-based culture, even before their first HR hire.
Of course, there are some compromises. One is that Leapsome doesn’t support advanced workforce planning or compensation modeling dashboards. By design, the platform is intentionally focused on companies with fewer than 5,000 employees. It’s a deliberate trade-off, but one worth noting for those who prefer a system that can scale with them from a 50-person startup to a large enterprise.
Another thing to bear in mind is that access to Leapsome’s dedicated Customer Success services requires an annual contract of at least $6,000. This, unsurprisingly, will make the tool less attractive to budget-conscious businesses, who may also be put off by the lack of publicly available pricing.
1,500+ organizations, including DrFirst, Bob W, and Jina AI.
Leapsome offers modular, annual-contract pricing based on features and company size. Exact quotes require a demo. Discounts are available for startups and nonprofits.
Best For
Small businesses (50-250 employees) that want an HR platform with strong automation, performance tools, and feedback features built in.
Workable
Workable has done an excellent job expanding beyond recruiting into a full-fledged HRIS for SMBs. We like that the platform’s user interface is modern and intuitive, and features for onboarding, employee self-service, and HR reporting are particularly well-developed.
PROS
- Automated onboarding with customizable workflows, e-signatures, and task reminders.
- Self-service employee portal for updating records, accessing documents, and submitting HR requests.
- Intuitive time-off management with leave tracking, policy customization, and approval workflows.
- Comprehensive HR reporting tools with export options for deeper analytics.
- Regularly introduces new features and enhancements.
- You can post jobs with one click to over 200 sites. You also get access to access to Workable’s talent pool with over 400 million profiles.
- Workable has built-in cognitive and personality candidate assessment. The platform also has features for offer management, which means you can create offer letters and collect e-signatures without needing to use third-party tools
- You can reduce unconscious hiring bias with Workable’s anonymized screening feature. It helps you hide identifying candidate information from the sourced and applied stages of the hiring process.
CONS
- No built-in payroll tool and payroll integrations are only available on the highest-tier plan.
- Time tracking and performance management features are relatively new and lack some depth in functionality.
- Higher price points compared to some alternatives like Connecteam and Zoho People.
- Workable doesn’t provide automated reference checking and onboarding features.
- Useful features such as candidate texting, video interviews, and assessments are not offered in any of Workable’’s plans and instead, sold separately.
- Several users complained about the reporting feature not being detailed or customizable enough, and that the candidate search function could use more filters.
Workable may be best known for its recruiting tools, but after testing its HR features, we quickly saw why it deserves a spot among the top HRIS options for SMBs. From onboarding to time-off management, the platform takes a lot of the manual work off HR’s plate, and we were pretty impressed with how smooth it made things.
One of the biggest highlights for us was its automated onboarding. Setting up a personalized welcome portal took minutes, and we loved how smoothly it handled e-signatures, progress tracking, and task reminders for hiring managers. What really impressed us, though, was the ability to customize workflows for different roles—something that could save businesses significant time compared to manual processes.
Managing employee records was another area where Workable stood out. Employees could update their own information, access company documents, and submit HR requests without having to rely on HR for every little thing. It might not sound like a huge deal, but in our test run, this small change noticeably reduced admin back-and-forth, and it was reassuring to have a detailed history of role changes, salary updates, and approvals all in one place.
Time-off and PTO management were equally well-executed. Employees could check their leave balances and submit vacation requests through an intuitive self-service portal, while HR had full control over policy customization and approval flows.
We also liked the HR reporting tools, which made it easy to generate reports on workforce trends, attendance, and time tracking. Plus, being able to export data to BI tools was a nice touch, especially for small businesses looking to get deeper insights without investing in separate analytics software.
However, we couldn’t help but feel disappointed by the lack of a built-in payroll system. Payroll integrations do exist, but they’re locked behind the highest-tier plan, which might not be realistic for smaller teams on a budget.
Teams with a largely mobile workforce may also find Workable’s time tracking tool limiting, as it doesn’t provide a GPS-enabled clock-in feature for tracking remote or field employees.
And pricing is another factor worth considering. Workable is transparent about costs, but it’s unfortunately not the most budget-friendly option out there. Compared to some alternatives like Connecteam (starting at $0), Goco (starting at $5 per user per month), and Zoho People (starting at $4.61 per user per month), Workable’s pricing (starting at $99 per user per month) might be a tough sell for SMBs that only need basic HR functions.
That said, Workable is continuously evolving. The vendor rolls out new features almost every month, and the recent updates like automatic calendar updates for booked time off and a time-off balance calculator have already made a difference. So if you’re an SMB looking for an intuitive, automation-driven HRIS that keeps improving, rather than a low-cost option with only the basics, Workable is definitely worth considering.
30,000+ companies, including Bevi, Dribbble, and Moodle.
Workable's HR bundle starts at $99 per month (billed annually), with a 15-day free trial and bundle discounts.
Best For
If you’re an SMB looking for a modern HRIS with strong employee management, HR automation, and compliance tools, Workable is worth considering—especially given its frequent product updates and ongoing feature improvements.
At my organization, we use Workable daily, as it is one of our main HRIS systems. We rely on Workable as our ATS for managing recruitment processes and candidate onboarding.
A key benefit is that it allows us to source and attract talent by posting job openings across multiple job boards from one platform. This has resulted in a 60% increase in applications submitted to our company.
We also use Workable to track applicants through the entire hiring process, from start to finish, without needing to switch between the three different systems we previously used.
- Ease of use: Workable is easy to use, and both I and other employees learned it quickly. When training new employees, they appreciate that the interface is user-friendly and not overwhelming.
- Integration: Workable is compatible with other platforms, which made the transition from our previous ATS smooth and straightforward.
- All-in-one functionality: Workable combines hiring, recruiting, and employee management into one system, making our processes more efficient and helping us meet our hiring goals faster.
My organization was encountering several issues with our human resource processes. One of the biggest challenges was having to use multiple platforms throughout our hiring and recruiting processes—one for ATS, another for HRIS.
Training our human resource specialists on how to use so many different platforms became tedious and frustrating, as it took too much time to onboard employees.
At times, our systems failed to integrate with each other, which required manual processing of forms and documents. If one system was down, it would delay or completely halt our processes, slowing down both hiring and processing timeframes.
Our management team decided to implement Workable into our hiring process, which made a tremendous improvement. Workable was easy to use, so training employees took far less time than before. It was also compatible with other tools our team was already using, which made for a smooth transition.
The best part of Workable for me is the automation—it streamlined repetitive hiring tasks and simplified the recruitment process. I have used Workable for over three years.
- Some of our existing systems were not compatible with Workable, so not all integrations worked as expected.
- The data tracking and analytics in Workable are not always accurate, and we sometimes have to track data separately to verify hiring numbers.
- There is limited room for customization, as the platform’s layout and features are fairly standard and not highly configurable.
I think Workable ranks very highly compared to its competitors. The ATS, hiring, and recruitment features are among the best I’ve used because everything is in one place and easy to operate. The ability to post jobs across various job boards from a single platform makes it especially effective.
Cost should be considered when purchasing Workable, as it may be expensive for smaller companies. For larger organizations, it’s a better fit. You should also evaluate your intended use of the platform.
Workable is excellent for ATS, recruiting, and employee management, but not ideal for needs like benefits administration, payroll, or organizational development.
Workable is ideal for mid-sized to large organizations that focus primarily on recruitment, hiring, and placement.
A middle to large sized organization who focuses predominantly on recruitment - hiring and placement
Very small organizations may find Workable too costly. It may also not be suitable for companies looking for a complete HRIS solution that includes payroll, benefits, performance management, and training and development.
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Deel
Deel offers a flexible HR management platform that builds on its global payroll infrastructure to support cross-border hiring, compliance, and workforce planning. The HR system is designed specifically for globally distributed teams and growing companies that want to scale their HR stack over time.
PROS
- Supports contractors and full-time EOR employees across 150+ countries.
- Optional tools for compensation, workforce planning, and career growth.
- Unified dashboards make it easier to analyze global workforce costs and trends.
- Built-in compliance workflows automate documentation and reduce risk.
- Fast access to in-country HR and legal experts in 100+ countries.
- Excellent 24/7 customer service with fast onboarding (2-3 days) and local payroll experts in each jurisdiction.
- Seamless integration with platforms like QuickBooks, BambooHR, and Greenhouse, plus custom integration options.
- User-friendly, self-service features enable quick setup; identity verification often takes under 24 hours.
- Automated invoices simplify payments, provided they're in English.
CONS
- Advanced HR features like workforce planning and career development cost extra.
- Overpowered for U.S.-only teams that don’t need international functionality.
- Limited capabilities in learning and succession planning compared to legacy HR systems.
- No free trial or freemium version available.
- Key features like onboarding automation are add-ons, which may increase costs.
- Limited flexibility in modifying contracts or service agreements; changes often require an addendum.
- Invoices cannot be generated in languages other than English.
Deel offers a technically sound HR tool that supports complex employment structures. The vendor approaches HR software from a global-first perspective, so you get all the standard HR features tied with easy international payroll and compliance.
We found the platform straightforward to use, even for people who aren't very experienced with HR systems. The dashboards immediately showed us who was who (contractor or PEO/EOR employee), where they were, and what department they were in. Clicking on someone’s profile gave us all the details: time-off rules, important compliance stuff, old payslips, you name it. This made it easier to compare how much we were spending on contractors versus full-time employees across locations.
Another feature we like is the built-in AI labor law assistant. We asked it about onboarding requirements in Canada, and it provided relevant guidance within a few seconds. While we still think you’ll need proper reviews, this could provide a quick, valuable overview of what's involved in hiring an employee from an unfamiliar country.
We hope to see Deel invest further to expand strategic HR functions, such as succession planning and learning management, which are currently in place but may not yet offer the depth of more established HR systems. The modular pricing also means costs can scale quickly if you need multiple add-ons.
Additionally, as Deel is designed for SMBs with distributed teams who require a system that balances day-to-day HR workflows with international compliance coverage, it may not be the best choice for domestic teams with simpler requirements.
Used by more than 35,000 companies, including Brex, Andela, and Makerpad.
Deel HR software starts at $5 per month.
Best For
Deel HR is best for globally distributed or remote-first small and mid-sized companies that need scalable HR software with built-in compliance.
We used Deel as a payment processor for our international employees. The system is customizable to pay contractors on a weekly, bi-weekly or semi-monthly basis. We were able to pay some contractors weekly, and another group semi-monthly. The system also allows for you to submit payments on behalf of the contractor or out of their usual payroll cycle in an off-cycle payroll. Reimbursements could be paid out by the use of the off-cycle payroll. They could be paid immediately after approval by the admin or included in the next payroll cycle run.
I liked the customization of contracts. I liked that our contractors could manage their funds after they were available. It was very easy to get help and a solution through their chat feature or by phone with a representative.
We were in search of an international HRIS tool to employ our international contractors and full employees temporarily. We chose Deel due to the ease of onboarding, customization, and 0 dollar up front cost to onboard our international contractors. We used the platform on a weekly basis to onboard and pay our contractors for 6 months. I especially liked that once a contract ended we could still pay out hours via an off-cycle payroll. This was helpful if a contractor missed a timesheet submission deadline. Another benefit to the platform that our contractors favored was the ability to withdraw their funds in their currency of choice; or split payments into various currencies. Once timesheets were approved and processed from an administrative perspective, funds were available, in most cases within 24hrs to the contractors Deel account.
As we were considering hiring international employees we could only do so by paying upfront cost before onboarding them, this was not ideal for us. I did not like that I couldn't set a semi-monthly rate for a few of our contractors. Onboarding manager wasn't easy to reach for quick questions when onboarding contractors.
The management fees were lower and contractors had more control over their funds.
If you are hiring contractors or employees and how many. Have a solid understanding of what countries they are located in, as this affects the management fee. Also, management fees are paid each payroll, which could get costly, so be sure the contractor or employee is aware of their pay schedule.
We only used this tool for about 6 months and did not see any significant changes during that time.
Remote first companies with employees or contractors across the world.
None
BambooHR
BambooHR is a leading HR software, catering to both large companies and small businesses with its flexible pricing options.
PROS
- BambooHR is an HR tool tailored for small businesses, providing flexible packaging and customizable pricing, enabling you to expand features as your business scales.
- BambooHR is a simple and straightforward tool that is easy to navigate. This user-friendly interface and intuitive design is especially great for SMBs since tools like these tend to be used by managers across departments.
- Robust employee self-service features include onboarding, time off requests, and surveys.
- Flexible packaging and custom pricing is the way they roll. You can pick out one or two packages and pick other modules as add-ons based on your needs.
- Very simple and straightforward tool, easy to use.
CONS
- Payroll functionality within BambooHR is currently limited to U.S.-based employees.
- Small businesses operating in time zones outside of the U.S. should note that customer support is not available outside of U.S. business hours.
- Features such as time tracking, employee surveys, and performance management are add-ons that can increase an SMB's budget.
- Payroll is only available for US-based employees
- Customer support is only offered during US business hours.
- Some modules like time tracking, performance management, and surveys are only available as add-ons.
Having once been a small business, BambooHR strives to provide custom plans to suit growing business needs. Their HR platform covers the entire employee lifecycle, though some features, including performance management, are available only as an ad-on.
For small businesses, they offer the HR Essentials plan. They also offer various amenities, including an app marketplace for HR/recruiting vendors, an HR glossary, and occasional HR-focused events.
Among the 20,000+ companies that use BambooHR, you’d find names like Quora, Universal Group, Reddit, Asana, Change.org, University of Maryland, Grammarly, Stance, Postmates, Wistia, the Jacksonville Jaguars, and ZipRecruiter.
BambooHR pricing starts at $10 per employee/month for the Core plan, which covers essential HR needs like employee records, hiring, onboarding, time off tracking, and compliance tools. The Pro plan ($17) adds performance management and employee engagement features, while Elite ($25) includes compensation management, advanced analytics, and premium services. Volume and nonprofit discounts are available.
Small businesses can add Time Tracking, Payroll, and Benefits Administration (US only), or use Employer of Record services via Remote to hire globally. A 15% bundle discount on Payroll and Benefits applies to US-based employees only.
Best For
BambooHR is a go-to resource for countless small businesses for good reason. It’s always been an approachable tool, well-known for its customizable capabilities. Its flexible pricing options cater to the requirements of growing organizations. Additionally, BambooHR's popularity among partially or fully remote teams further makes it an ideal choice for small businesses embracing flexible work arrangements.
BambooHR supports the entire employment lifecycle. I use it to onboard employees, send important announcements, review performance, send out engagement surveys, run payroll, generate reports, share files and resources with employees, and offboard employees.
I use BambooHR almost daily to update employee information, track anniversaries and birthdays, and run reports. I also use it for bi-weekly payroll. I appreciate how easy BambooHR is to use and maintain.
I like that BambooHR is user-friendly. It offers good value for the money. It includes strong workflows and automation features.
My clients purchased BambooHR, and I use it daily as I support them with system management and general human resources. They needed a centralized place to store all people data and manage payroll. They also required an automated onboarding process with checklists and reminders.
I have used BambooHR for eight years, and I appreciate how user-friendly it is. BambooHR has allowed my clients to report on their dispersed workforces and share important documents and resources with employees within one system. It has also greatly improved both onboarding and offboarding.
Some integrations could be improved (e.g., enabling two-way data syncing rather than just one-way). Built-in scheduling functionality would be a helpful addition. I also recall the initial implementation being relatively expensive.
BambooHR is one of the most user-friendly tools in its category. You do not need to be an expert or complete extensive training to use it effectively. Training is available, though, for those who prefer structured learning over hands-on experience.
Buyers should consider how many employees they have and whether they are planning for rapid growth. They should assess their onboarding and payroll needs. BambooHR is a good fit for small to medium-sized businesses but may not be ideal for large enterprises.
BambooHR added payroll functionality a few years ago, which was a valuable improvement.
BambooHR works well for small to mid-sized businesses.
BambooHR is not well suited for large enterprise businesses.
Connecteam
Connecteam stands out as the premier all-in-one HR software tool tailored specifically for small businesses with a significant number of deskless employees. It comprehensively addresses most core HR concerns in a way that caters to the unique needs of unanchored workers.
PROS
- Among the rare fully-mobile HR tech tools designed for deskless workers
- Great value for its features, SMB-friendly pricing
- Highly receptive to user feedback, incorporating suggestions as new features
- One of the only fully-mobile HR tech tools for deskless workers
- Very adequately-priced for all it entails, SMB-friendly
- Quite open to feedback, having implemented user suggestions as features in the past.
CONS
- In the communication hub, the app lacks confirmation for sent and/or seen messages.
- Certain essential features like GPS-tracking are restricted to higher-tier pricing plans.
- In the communication hub, the app offers no confirmation that messages were sent and/or seen.
- Certain features that some teams consider essential, such as GPS-tracking, are only available in the higher-tier pricing plans.
Connecteam is the HR app for companies with a high percentage of deskless workers to manage. If you need a simple, robust, yet intuitive tool that lets you take care of HR processes for low-tech employees who don’t have a computer, this one is certainly worth checking out.
From the Connecteam app, managers can handle administrative work, like staff scheduling, task management, attendance management, time keeping, training, onboarding, and much more. Non-desk workers then interact with all of this via a mobile app, where they need nothing but a phone number to create an account.
Nike, Herbalife, Billabong, Footlocker, Mason Construction, American Eagle, McDonald’s, and many more.
Connecteam’s pricing can range from free-for-life to up to $159 per month. Final numbers will vary depending on the number of users and modules you choose. To give you an idea, here’s an overview of each plan within the operations module:
Connecteam’s payment structure is fixed for the first 50 employees you add. Once you add more, there would be an extra payment of $1.5 per additional employee per month.
These pricing options are yearly, where you save 18%, but you can also opt for month-to-month payments. They also offer enterprise pricing with more features and a personal account manager. Each paid plan also has the option of a 14-day free trial.
Best For
Connecteam connects and empowers teams and businesses of all sizes. Its user-friendly workforce management tool caters to low-tech, deskless workforces without extensive IT intervention. Industries served include healthcare, manufacturing, security, and more.
Gusto
Gusto's new native ATS enhances its offerings, allowing job posting, syndication, interview notes, and basic scheduling. Designed for employers with moderate hiring needs, it seamlessly integrates with the Gusto platform and demonstrates promising functionality and reliability.
PROS
- Gusto automatically files state new hire paperwork for users.
- Self-onboarding allows employees to add or update personal info, including bank details and withholdings.
- I-9s and W-4s are e-signed and stored within the system.
- Customizable offer letters and onboarding checklists for new hires.
- Native features to post jobs on popular job boards (LinkedIn, Indeed, ZipRecruiter, etc.) and track applications in one place.
- Accessible phone and email support.
- Payroll support for U.S.-based W-2 employees and domestic/international contractors.
- Transparent pricing without long-term contracts or setup fees.
- The dashboard feature keeps tabs on compliance tasks
- The hiring and onboarding sequence is nicely streamlined between HR and the new hire
- Post-offer, pre-start tasks are made easy with integrations like CorpNet (state tax set up) Checkr (background checks)
- Easy payroll for U.S.-based W-2 folks, domestic, and international contractors
- Person-to-person phone support, email, and other customer service resources
- The business model is responsive to customer needs
CONS
- No capacity for hiring or paying non-U.S. employees
- Time tracking and e-signatures missing from Simple plan
- Only Premium plan users can access 24/7 support
- Free trial not offered
- Gusto can support payments for international contractors, but not employees
- No native accounting feature to keep earning and spending under the same roof
- Analytics dashboard is simplistic
Gusto's HR solution with its native ATS is a reliable and efficient tool that simplifies hiring, onboarding, and payroll processes.
The ATS feature integrates with popular job boards like LinkedIn, Indeed, and ZipRecruiter and is particularly useful in reaching a wider pool of candidates. It also automatically files state new hire paperwork, helping users save time and ensure compliance.
Another quality feature is Gusto’s self-onboarding: employees can update their personal information, including bank details and withholdings, here on their convenient devices. The e-signature capability for I-9s and W-4s also eliminates manual paperwork.
Gusto provides customizable offer letters and onboarding checklists, allowing users to tailor the onboarding experience for new hires.
As Gusto’s core product is payroll, its capability to provide this service is excellent. Users can use Gusto to pay their W-2 employees and contractors across the U.S. and worldwide. Paying global employees is the only thing Gusto payroll hasn’t covered yet. Thus, the tool is not a good fit if you’re doing international employee hiring.
Gusto serves over 400,000 businesses nationwide, with a large portion made up of small and midsize companies.
Gusto’s HR software for small businesses starts at $49 per month plus $6 per employee, with higher-tier plans available that offer more advanced HR features, including time tracking, performance tools, compliance alerts, and access to certified HR experts.
Best For
Gusto offers a budget-friendly basic plan, making it accessible to startups with limited budgets. For SMBs with smaller HR departments and greater financial capacity, the Premium plan is a recommended choice to invest in human resources effectively.
Every two weeks, I use Gusto to run our payroll for our employees. I also use Gusto to onboard new employees. We also use Gusto to manage pay for our contractors. At the end of the year, Gusto makes it easy for us by processing our W-2 forms and 1099 forms. It's been great to have Gusto as a place where everything related to our employees' wages and benefits can be found in one spot.
The interface is extremely intuitive and easy to use. Everything for our employee pay and benefits is all in one place, so when a new employee joins, they can enroll in everything at once. Our employees have access to Gusto also, so if they need to make any updates to their information, it's easy for them to self-serve.
We've been using Gusto since 2021. We purchased Gusto because as a small start-up, we needed to have a full-service payroll provider that was intuitive to use and could also provide us with other services, such as 401K administration, worker's comp, and more. It was helpful for us to also have a service where they could alert us on any state-by-state requirements with regard to payroll and insurance, as we do have employees across many different states. I also really appreciate that Gusto helps to file all taxes related to payroll.
Some of the benefits via Gusto are administered via third parties (eg, worker's compensation, 401k), which means that for any detailed changes that we need to make, we have to work through a different point of contact. I wish that Gusto could help handle all of that for us. Also, Gusto doesn't have a customer service phone number that you can easily call, so if you need help, it is more cumbersome.
The user interface is significantly more user-friendly than other payroll providers like ADP.
You should consider if your payroll provider can help do payroll for other states or countries. You should also consider whether you want your payroll provider to help assist with other benefits. Also, consider how important high quality and speedy customer service is for you.
I've noticed that Gusto now offers assistance in registering with states, which is helpful for remote or distributed teams.
It's great for start-ups who may not have an HR team to figure out benefits administration.
Larger organizations that are growing quickly may find Gusto expensive. Also, small organizations who are hoping to opt into a large group healthcare plan won't be able to get that facilitated via Gusto.
50skills
We think 50skills should be on the radar of any SMB’s HR department because it gives small teams the power to automate complex employee processes without needing developers or IT support. Its visual workflow builder, HR-focused AI agents, and plug-and-play templates make it easy to create and launch automations like onboarding or employee leave requests in just minutes. Think of it like a Zapier for HR, where you can use proven templates or build entirely customizable workflows from scratch. During testing, we found the ability to trigger automations via Slack or Claude particularly useful for modern teams already working in heavily digital environments.
PROS
- Drag-and-drop workflow builder made for HR— not developers
- AI-powered agents can launch and execute workflows after a single prompt via Slack, Teams, or Claude
- Includes extensive templates to automate all kinds of HR tasks like onboarding, offboarding, requests, training, and more
- Great audit trail and version control for tracking actions and AI decisions
- SMB-friendly onboarding support with the first workflow built for free
- Integrates with your ATS, HRIS, email, chat, and calendar tools
- Drag-and-drop workflow builder made for HR— not developers
- AI-powered agents can launch and execute workflows after a single prompt via Slack, Teams, or Claude
- Includes extensive templates to automate all kinds of HR tasks like onboarding, offboarding, requests, training, and more
- Great audit trail and version control for tracking actions and AI decisions
- SMB-friendly onboarding support with the first workflow built for free
- Integrates with your ATS, HRIS, email, chat, and calendar tools
CONS
- Not a full HRMS— does not include native payroll, time tracking, or benefits modules
- Still early-stage in the U.S. market; most traction to date is in Europe
- Workflow customization may require some hand-holding for non-technical users early on
- Tiered services for implementation are still being formalized (pricing may vary)
- Not a full HRMS— does not include native payroll, time tracking, or benefits modules
- Still early-stage in the U.S. market; most traction to date is in Europe
- Workflow customization may require some hand-holding for non-technical users early on
- Tiered services for implementation are still being formalized (pricing may vary)
50skills is an AI-powered HR automation platform built specifically for small to midsize businesses that want to modernize their People operations without overhauling everything.
Instead of replacing an HRIS, it acts as an orchestration layer— connecting systems, streamlining workflows, and empowering HR teams to manage processes without engineering support. Some examples we saw during our demo included onboarding journeys, employee requests, or training flows that trigger automatically when someone fills out a form or pings a chatbot.
During our product walkthrough, we also saw a reimbursement request being submitted through Claude, verified by an AI agent, and routed according to logic defined in a visual builder. The same workflow could have been launched from Slack, Teams, or an employee portal. It was intuitive, auditable, and fast—exactly what time-strapped HR managers need, or SMBs without an HR department.
We also appreciated how flexible the system was. You can build workflows using a simple drag-and-drop interface, add conditions (like “wait until X date” or “if the employee is in Y department”), and push messages through Slack or email. Dozens of ready-made templates are available, and customers get help building their first workflow during onboarding.
Naturally, one of 50skills’ most relevant features is its AI integration. Their AI agent studio lets HR teams create reusable “bots” that perform tasks like CV screening or candidate communication—then drop them into any workflow. “Vibe coding,” where users will soon be able to instruct the platform with plain-language prompts (“Build me a training workflow for new hires in marketing”), is in the works as of Fall 2025.
That said, 50skills isn’t trying to be your HRMS. It doesn’t manage payroll or compliance out of the box, and it’s still relatively new to the U.S. market. But for HR teams that need process automation more than a bloated suite, this tool is a powerful and pragmatic fit.
Used by Securitas, Vodafone (franchises), Icelandair, Hilton (regional), Air Atlanta
- Starter: Starts at $299/month — includes core workflow builder, templates, AI agent builder, and up to 3 workflows
- Professional: Custom pricing — includes advanced integrations, priority support, and unlimited workflows
Note: Implementation of additional workflows may incur extra service fees depending on the plan
Best For
Small to midsize businesses (50–1,000 employees) that want to automate HR workflows without heavily relying on IT or buying a legacy HR management system.
Rippling
Rippling is not just a lightweight HR tool, but it is a structured workforce management platform in a way that businesses of all sizes can adopt one module at a time. For companies ready to consolidate their end-to-end workplace systems into one and automate countless manual workflows. streamline operations and are willing to invest in initial setup and training, it can serve as a long-term solution.
PROS
- Unified HR, payroll, IT, and finance platform that eliminates tool sprawl.
- Automates compliance updates based on evolving state, local, and federal laws.
- Integrated job costing and expense management are well-incorporated into payroll workflows.
- Hiring can be integrated, along with headcount planning and an applicant tracking system.
- Streamlined mobile experience with features like geofenced time tracking, physical timeclock, kiosk, mobile, and even biometric clock-ins.
- Supports bulk onboarding, terminations, and document management with ease.
- All-in-one platform for employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
- Operates globally with any currency
- Workflow automation
- Analytics opportunities
- Provides a holistic view of company outflows—headcount costs included
CONS
- While the number of tools you can access via the mobile app is always growing, some tools can only be accessed via the browser if you are on a mobile device.
- Their deep feature set can be overwhelming for teams without implementation support, but they do offer implementation managers for every setup.
- There’s no free trial of Rippling’s HR suite, and it’s not a tool for tight budgets.
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing
Rippling is designed to enable small teams to operate efficiently and remain on the same platform as they grow and scale. It offers more configuration and depth than many SMB tools, though you’ll want to invest some time upfront to get the most out of it, as there is quite an extensive range of features.
Starting with the onboarding module, we found it takes only a few clicks to create a welcome packet that includes offer letters, tax forms, and e-signature tasks. That alone could translate to hours of admin work saved every week if your onboarding needs are high.
Moving on, we found the time-tracking and payroll systems to be well-designed. Plus, they both can be accessed via mobile devices. Employees can clock in, request time off, and view pay stubs on the go. In one field-based use case we reviewed, staff occasionally missed punches if they didn’t wait for the app’s confirmation screen; an issue that also came up in other user feedback.
When it comes to compliance features, the platform didn't disappoint. It includes built-in auto-compliance policies, such as meal breaks and rest time, which are automatically applied based on the employee’s location. Pay thresholds can also be adjusted by location. As many startups and small businesses increasingly hire across the country, this kind of background screening can be a significant benefit.
Job costing is built directly into the payroll flow. During testing, we assigned job codes to different clients and received alerts when hours started creeping past their budgeted limits, which makes it easier to track labor and mileage by project without needing a separate system
Support-wise, routine issues are resolved quickly via chat, and they publish notable, near-real-time service metrics on their website. That said, more complex questions often require escalation, which can be time-consuming, but it does give small business owners the opportunity to speak with HR advisors. AI-driven replies were sometimes too eager to answer without fully understanding the request, which added time to the process.
30,000+ companies, including Cobex Construction Group, TaskRabbit, Harver, AllTrails, and Emotive.
Rippling starts at $8 per employee per month, but the total cost depends on which features you choose.
Best For
Small and mid-sized businesses seeking HR software that offers room to grow without needing to switch platforms down the line.
Factorial
Factorial earned a top spot on this list for its clean interface, modular structure, and highly adaptable employee records, which are key features to simplify core HR tasks for small businesses operating in multiple locations.
PROS
- Intuitive HRIS experience for both employees and admins.
- Modular setup enables teams to start small and scale features gradually.
- Customizable employee records with competency and document tracking.
- Location-based onboarding workflows streamline compliance.
- Mobile-friendly time tracking and document e-signatures built in.
- Flexible pricing scheme
- Complete HR Suite + ATS
- Strong SMB focus
- Good UX/UI and frequently updated design
CONS
- Does not run payroll internally and requires third-party integration.
- Free trial access is gated behind a required sales demo.
- Lacks native recognition or rewards integrations for U.S. teams.
- Reporting and analytics are limited and require manual exports.
- Some users have pointed out that the tools are not very customizable.
- Because it covers such a wide range of functions, we’ve found that modules like payroll and reporting could be further developed.
As we tested Factorial during a live demo and focused specifically on its core HR functionality, which comprises onboarding, employee data, time tracking, org structure, and compliance workflows, what we found is a system designed with SMBs in mind. It’s easy to use, quick to implement, and flexible enough to grow with the team.
One of the most valuable features for small businesses, according to our testers, is Factorial’s employee record system. Admins can track standard information like job title, salary, and manager relationships, but also add custom fields to track competencies, certifications, and internal notes. There’s even the option to create entirely blank tabs, allowing teams to mold the system to reflect company-specific needs without relying on external spreadsheets. For compliance-heavy or operationally diverse small businesses, this flexibility is a big win.
Onboarding is another area where Factorial performs well. We liked that workflows can be tailored by geography, department, or entity, so employees in different states or countries receive relevant documents, checklists, and training steps. This feature is especially useful for U.S.-based SMBs with multi-state operations or teams abroad like ours, as this can save HR hours of manual work and ensure consistency.
The platform also covers time off management and attendance with built-in tracking via desktop, mobile, or QR code scanning. Geo-fencing is available for remote or field workers, and approval flows can be customized to match existing org structures. These tools are lightweight yet functional enough for the needs of smaller teams.
However, unlike Paycor or Paylocity, Factorial doesn’t provide payroll in-house. While the system aggregates compensation, PTO, and attendance data, it must be exported to third-party processors like ADP or QuickBooks. If your team is based in the U.S., please note that Facorial’s customers in the country do not have access to rewards or recognition integrations. While kudos and public posts are available internally, there’s no native way to tie those to gift cards, points, or external incentives.
Another limitation is access to the product’s free trial, as it only becomes available after speaking with sales. Lastly, those familiar with enterprise HRIS solutions will agree with us that Factorial’s reporting capabilities are still relatively underpowered. Admins can pull basic data exports, but in-depth headcount tracking, DEI metrics, or payroll forecasting will likely need to be built manually.
Over 13,000 companies worldwide have used Factorial HRIS.
Factorial HRIS starts at $8 per user per month.
Best For
Factorial is ideal for small businesses that want a flexible, easy-to-use HR system with strong onboarding and employee record capabilities, particularly those operating across multiple locations.
I use Factorial HR almost daily for tracking employee attendance, approving time-off requests, and running payroll. The document management feature is particularly useful for storing contracts and compliance-related files in one secure place. We also use it for performance reviews, assigning goals, and tracking progress over time.
Its automation capabilities for repetitive HR tasks are a huge time saver. On the employee side, many of our team members appreciate the time-off request feature because they can submit requests directly without having to ask HR every time.
- The user interface is easy to navigate and use.
- The biggest advantage for me is the automation features, as they save me a lot of time by reducing manual work.
- The reporting and analytics tools provide valuable insights.
We primarily purchased this tool to address inefficiencies in managing HR processes. We needed a solution to handle employee records, time tracking, payroll, and performance management without juggling multiple platforms.
Factorial HR worked well as an all-in-one platform and also offers automation and workflow rules for these processes. Additionally, its data analytics capabilities were a great and unexpected benefit. We have used it for roughly three years. The tool also has a user-friendly interface.
- Some of the integrations, like the payroll integration, can be tedious at times and do not always work as expected.
- The customization options for reports are limited.
- Customer support for complex issues has been difficult to manage, and response times could be improved.
Factorial HR stands out for its simplicity and ease of use compared to more complex HR systems like BambooHR or Workday. It successfully offers strong HR features without excessive complexity. The best part is that it doesn’t require a dedicated tech team to manage the software.
Consider the size of your company. This tool is great for small to medium-sized businesses. If you need software with extensive integrations, you may want to explore other options. If connecting to your payroll system via integration is a priority, another solution might be a better fit. However, if you need something simple and easy to use, this is a great choice.
Factorial HR has introduced more automation features and improved its reporting capabilities over time. One major benefit I’ve noticed is the expansion of its compliance and document management features, which better support remote and international teams. This is extremely important for my team due to the nature of our remote and hybrid workforce.
Factorial HR is ideal for small to mid-sized businesses looking for an easy-to-use, affordable solution. Startups and growing businesses will particularly benefit from its automation features and user-friendly design.
Large businesses with complex integration needs, extensive hiring requirements, and more advanced HR demands may find this tool limiting. Factorial HR is best suited for smaller companies rather than large enterprises.
Keka
It’s nice that Keka’s HR software blends core HR, payroll, and workforce engagement into one platform that grows with a business. Its tiered pricing lets SMBs start small with essential automation, then add advanced analytics, engagement, and performance management tools without switching systems.
PROS
- Three tiered plans let SMBs scale features as they grow.
- Payroll is included in all tiers with direct deposit, tax filing, and benefits tracking.
- Customizable onboarding workflows and interactive employee profiles.
- Built-in time and attendance with overtime automation; GPS and selfie attendance in higher tiers.
- Performance reviews, OKRs, and continuous feedback available in the top plan.
- Mobile app access for employees from the entry-level plan onward.
- Federal and state tax filing is included at all tiers.
- Flexible pay schedules with direct deposit support.
- Overtime and leave policy automation to match local labor laws.
- Benefits, loans, and expense tracking in one place.
- Built-in dashboards and reports to monitor payroll trends.
- Accounting integrations for streamlined finance workflows.
CONS
- “Free Trial” requires a sales demo before access, which isn’t communicated upfront.
- Implementation fees apply for setup, payroll configuration, and data migration.
- Some advanced features (custom reports, asset tracking, engagement tools) locked to higher tiers.
- Multi-entity payroll and API access sold as add-ons.
- Slow page load times during demo could affect productivity.
- “Free Trial” access is gated behind a sales demo and disclosed only after signup.
- Implementation fees for setup, tax configuration, and data migration.
- Advanced tools (custom reports, asset tracking, engagement surveys) only available in higher tiers.
- Multi-entity payroll and API access require add-on fees.
- Slow load times in the demo raise usability concerns about payroll deadlines.
For SMB HR teams, the appeal of Keka is clear: payroll, core HR, and compliance are all included from the start, and you can add more sophisticated tools as your business matures. At $9 per employee per month, the Foundation plan handles essentials like profiles, onboarding, payroll, benefits, time-off, and attendance without the complexity of dealing with multiple vendors.
What stood out most in our demo, perhaps, was how well onboarding and employee self-service are executed. HR can set up department-specific onboarding checklists, and employees can manage their own documents, personal details, and leave requests through both the web and mobile app. For small teams, this can mean fewer emails and faster updates to employee records.
As companies expand, the Strength and Growth tiers unlock more control and strategic tools such as advanced roles and permissions, custom reports, GPS or selfie attendance for distributed teams, and performance management with OKRs and continuous feedback. And as we briefly mentioned earlier, this lets SMBs avoid the “rip and replace” cycle when their needs outgrow basic HRIS tools.
To be fair, the buying process may frustrate some users. Keka offers a free trial, but you can’t access the product until you sit through a sales demo. This may not be a huge issue, but the fact that this condition isn’t communicated upfront on their website left us with an unexpectedly frustrating feeling. We also learned that the platform includes an implementation fee for setup and data migration, which could be more burdensome for smaller budgets. And during our demo, slow page load times made us wonder how the platform would perform when processing payroll for hundreds of employees at once.
Used by over 10,000 companies, including eBay, Randstad, and ONEPLUS.
Keka HR software pricing starts at $9 per employee per month.
Best For
Small to mid-sized businesses seeking an all-in-one HRIS and payroll platform with the option to add advanced engagement and performance tools as they grow.
Oyster
Oyster is loved for its automated onboarding and robust benefits & payroll. If you’re a distributed team, you’ll love Oyster’s native HR tools, strong compliance support, and how well it handles your global employment as a legal employer on your behalf.
PROS
- Oyster takes care of necessary documentation through self-onboarding tools: employees access, sign, and upload documents themselves through the platform.
- Targeted for a remote workforce: Whether your employees are in one country or 100, Oyster can accommodate them accordingly with its current partners.
- Helpful HR tools that are free to access. For example, you can use Oyster’s Benefits Advisor tool to research benefits that local companies offer and local experts recommend in a specific country.
- Support salary payouts in over 120 currencies.
- Pearl — Oyster’s virtual hiring assistant is handy to suggest on the system's hiring, onboarding, and employment terms (the standard probation period and vacation leave credits) for new recruits based on where they’re based.
- Generous discounts for nonprofit organizations and refugee recruitment.
- Intuitive: The platform is easy to navigate and makes logical sense.
- competitively priced: The flat rate for employees and contractors makes cost comparisons simple, and is competitive in the market.
- Targeted for a remote workforce: Whether your employees are in one country or 100, Oyster can accommodate them accordingly, and this is a feature few platforms can boast.
CONS
- Expanding the integrations is on Oyster’s plan, so you may want to check whether your current software is or will soon be compatible with Oyster before making a purchase.
- Oyster doesn’t provide tools for employee performance at the moment. There are no in-app communication features either.
- Oyster’s benefits packages, while being robust, are available as add-ons.
- Slight delays in processing times for payments in the local currency are somewhat common.
- Immediate communication via phone support is not an option, but they do offer live support via Zoom when necessary.
- An initial security deposit is necessary to begin the engagement and is refundable.
- The platform lacks native time-tracking functionality and provides only an in-app tool for managing time off.
- If you’re looking to co-employ your employees and partially outsource HR responsibilities, Oyster isn’t for you. They are more akin to employer of record services (EOR) than a Professional Employer Organizations (PEO).
Oyster is built with remote-first businesses in mind. The platform has gained trust over the years by taking on the role of a capable legal employer to handle global employment on the customers’ behalf.
What we love most about Oyster is that its robust health and benefits options are country-tailored and reflect employees' local laws and cultures in over 180 countries. This feature, thus, is rejoiced by organizations that are scaling fast and globally.
More recently, there is also a feature calledOyster Total Rewards. It provides insights tools and compensation consulting to help businesses design salary, equity, and benefits plans for their employees according to their locations. The offboarding also has a more simplified flow for team members to follow throughout the offboarding process.
Quora, Wagestream, Impala, and Grover are some companies on Oyster’s long list of customers.
- Contractor: From $29 per contractor per month. It includes hiring contractors in 180+ countries, drafting, editing, signing compliant contracts, processing invoices, and paying contractors in 120+ currencies.
- Employee: Between $499-$699 per employee per month, billed annually. The plan enables you to hire full-timers in 130+ countries with compliance and liability coverage, get automation, and IP protection, set up global payroll, and manage expenses, allowances, and bonuses in 130+ countries.
- Scale: Custom pricing and comes with a discounted rate, dedicated guidance, and support to navigate global employment and bulk hiring.
- Optional Benefits (as opposed to those locally-required) are available as add-ons to the Employee and Scale plans.
- Special discounts for nonprofits and refugee employment.
Oyster continues to add countries to its service offering as well as additional Integrations with business management programs.
Best For
Remote, hybrid, and distributed teams looking for an HR tool possessing global payroll, country-custom benefits, and robust compliance support.
I’ve used Oyster during a one-time project with a client who was developing a nearshore consulting practice in South America. The tool was used to hire contractors abroad (Brazil).
- Great interface which creates a very positive experience while using the tool.
- Easy to stay compliant to local labor laws.
- Easy onboarding process for new clients.
I helped a client to develop a nearshore consulting practice in South America.
Oyster definitely makes it easy to hire and manage employees abroad, which can be a challenging task due to labor laws intricacies. I have only used the tool during this project’s duration (1 month), but my experience was very positive.
- I wish there were more subscription package options available.
- The cost can be a barrier for startups.
- The resource tools are very helpful, however I’ve identified a couple of inaccuracies in some of the country guides.
Easy and efficient onboarding process.
Ensure that your internal processes are well defined, so you can meet the monthly deadlines to share your company’s information.
Analyze if the solution fits your needs, I’d highly recommend using the free trial that they offer.
Evolution and adaptability are definitely key characteristics when offering a global payroll solution, given the challenge that is to ensure compliance to the labor law complexities of some countries.
Companies that are starting to test or implement a workforce globalization project.
Super large companies that already have HR functions around the world.
GoCo
GoCo provides payroll and benefits administration, performance management, hiring, onboarding, documentation, time tracking, and HR support from a centralized dashboard. It’s also a versatile solution that seamlessly integrates with some of the most popular apps and services.
PROS
- GoCo is a highly affordable solution for small teams and organizations that only have a few employees, especially if those employees work remotely and maintain flexible schedules.
- GoCo gives users the ability to automate recurring tasks and activities, i.e. providing new hires with the necessary documents, collecting their e-Signatures, and setting termination protocol in motion.
- GoCo is also available as a mobile app. This provides even more support to today’s mobile workforce by giving them the luxury of requesting time-off, managing their benefits, or viewing their performance reports from nearly any location in the world.
- GoCo includes a fully embedded payroll solution that is highly secure. Alternatively, GoCo’s Payroll Sync feature is capable of connecting with several cloud-based payroll solutions.
- GoCo is a highly affordable solution for small teams and organizations that only have a few employees, especially if those employees work remotely and maintain flexible schedules.
- GoCo gives users the ability to automate recurring tasks and activities, i.e. providing new hires with the necessary documents, collecting their e-Signatures, and setting termination protocol in motion.
- GoCo is also available as a mobile app. This provides even more support to today’s mobile workforce by giving them the luxury of requesting time-off, managing their benefits, or viewing their performance reports from nearly any location in the world.
- GoCo includes a fully embedded payroll solution that is highly secure. Alternatively, GoCo’s Payroll Sync feature is capable of connecting with several cloud-based payroll solutions.
CONS
- Transitioning your payroll to the GoCo platform can be challenging and some users report a steep learning curve with the GoCo platform in general.
- Some users report difficulty when scheduling time-off for employees that aren’t full-time, especially if their pay is prorated.
- In certain cases, benefits plans cannot be edited by your administrative staff, ultimately requiring customer support to add information for new carriers or edit the information of existing providers.
- There are a few persistent technical glitches that are yet to be resolved by technical support.
- Transitioning your payroll to the GoCo platform can be challenging and some users report a steep learning curve with the GoCo platform in general.
- Some users report difficulty when scheduling time-off for employees that aren’t full-time, especially if their pay is prorated.
- In certain cases, benefits plans cannot be edited by your administrative staff, ultimately requiring customer support to add information for new carriers or edit the information of existing providers.
- There are a few persistent technical glitches that are yet to be resolved by technical support.
GoCo functions as an all-in-one solution to your HR, payroll, and compliance needs. Not only will your team save time by accessing all of these activities in one convenient location, but their direct line to HR ensures that their voices are being heard.
One of GoCo’s key features is the ability to automate certain tasks, like onboarding and even pre-boarding. This ensures that your new hires have everything needed to get started while freeing up your managers and supervisors to look after their daily responsibilities.
GoCo is used by organizations such as Comit Developers, Caliper Foods, Synstelien Community Services, Stoughton Area School District, and Dom & Tom.
GoCo pricing starts at $5 monthly for each employee. Custom pricing plans are available.
Best For
GoCo would make a great addition to the tech stacks of small to medium-sized businesses (SMBs) looking for a budget-friendly yet comprehensive HR software.
When you log into GoCo, you access a centralized platform for managing all employee information. The system allows you to navigate through a dashboard where you can select individual employees to view their personal details. This includes essential information such as contact details, job titles, identification records (e.g., driver's licenses and passports), and any other relevant paperwork stored within the system.
The platform provides flexibility in customizing and storing different types of documents based on organizational needs. Additionally, GoCo offers an organized way to oversee employee data, ensuring that everything is easily accessible when needed.
- The user-friendly dashboard allows easy navigation through employee profiles, providing access to essential details such as contact information, job titles, tax forms (W-4s), and identification documents (driver's licenses and passports).
- GoCo enables HR teams to track, store, and manage employment-related documents in a structured and organized manner, ensuring that all necessary paperwork is up to date and easily accessible.
- The platform offers flexibility in customizing and storing different types of documents based on organizational needs, making it a valuable tool for companies looking to digitize and centralize employee data securely.
Our organization initially chose GoCo to manage and track all employee records, including important documents such as W-4 forms, driver's licenses, and passports. We used the platform for about two years, hoping it would streamline record-keeping and improve efficiency.
However, over time, we found that it lacked the level of organization needed to manage employee information effectively. Additionally, we encountered several technical issues that made the system challenging to use consistently. Due to these limitations, we decided to discontinue our use of GoCo and explore other solutions better suited to our needs.
- Employees occasionally experience issues signing important documents, leading to delays, confusion, and additional follow-ups.
- The platform’s design may not be intuitive for new users.
- Occasional glitches and bugs disrupt workflow.
I have used ATS to track employee information, and compared to other tools, GoCo feels more disorganized and less streamlined.
Is the platform easy to navigate for both HR professionals and employees? Does the tool provide efficient document management, allowing for easy uploading, storage, and tracking of essential employee records? Assess whether GoCo offers good value for its pricing—does it provide the necessary features at a reasonable cost?
- Earlier versions: Compliance features were not as comprehensive, making it challenging to keep up with changing labor laws and regulations.
- Improvements: GoCo has enhanced its compliance tools, including automatic reminders for deadlines, better tracking of employee certifications, and integration with legal updates.
GoCo is well-suited for companies with more than 50 employees, as its features scale well with larger teams. Smaller companies may find other tools more efficient for tracking employee information.
Organizations with fewer than 50 employees will not find GoCo helpful.
Zoho People
Zoho People provides a comprehensive solution. Features include employee self-service, time and attendance management, performance tracking, payroll management, announcements, and user access control. What sets it apart is its budget-friendly pricing options and forever-free plan. This makes it an ideal, scalable solution for fast-growing businesses, startups, and small teams.
PROS
- All core HR features in a single dashboard.
- Gives certain users access based on job roles, hierarchies, or locations.
- Announcements feature helps users stay updated with work-related activities.
- Wide array of integrations.
- Has an Android and iOS app.
- Transparent and affordable pricing. Has a free plan and a 15-day free trial.
- 24/5 support.
- Available in multiple languages.
- All core HR features in a single dashboard
- Wide array of integrations
- User-friendly UI, constantly updated
- Available in multiple languages
CONS
- Since they offer so many modules, some maybe not be as robust as other products that have been more specific about covering particular needs. For instance, some teams have found their payroll offering quite basic.
- The mobile app isn’t very user-friendly.
- Some users reported that the platform can be slow to load every now and then.
- Since they offer so many modules, some may be not as robust as other products that have been more specific about covering certain needs. For instance, some teams have found their payroll offering to be quite basic.
- Not all that’s available in the web platform is available in the app
- Some users reported that the platform can be slow to load every now and then.
Zoho People offers an impressive list of features on each pricing plan, so most teams can find a good feature fit at a price they can afford. The platform even provides a free plan for up to five users.
Cases is a unique feature. It allows employees to submit HR questions into specific topic categories and receive immediate responses from agents assigned to them. It's a simple yet remarkable feature that saves employees and HR colleagues time.
With its access control management feature, users can assign permissions based on specific roles, defining precise access levels for each individual. This ensures that admins can effectively control what others can or cannot access within the system.
Another noteworthy feature is Announcements, which allow administrators to share information using diverse content types. The feature's customization options, including formatting and location-specific visibility, further enhance its usefulness.
Zoho People’s self-service feature enables employees to access their records and perform HR operations like leave management, timesheets, and policy documents.
The mobile apps further enhance accessibility, although some users have expressed dissatisfaction with their occasional instability and subpar performance.
Some room for improvement can be found in tools like payroll, which is relatively basic compared to similar tools.
ZPE Systems, Cloudfronts Technologies, Zomato, SpiceJet, Foresight CFO.
Zoho People is free for up to 5 users. After that, it has four plans that priced as follows:
- Essential HR: $1.25/user/month billed annually.
- Professional: $2/user/month billed annually.
- Premium: $3/user/month billed annually.
- Enterprise: $4.5/user/month billed annually.
Best For
Zoho People is an affordable yet powerful solution for small and medium businesses to manage and access employee data from a centralized location.
I use Zoho People for tracking time and leaves. Besides, it is great to chat with other team members. The platform includes an organizational chart, compensation, and training modules. It has great reporting features as well. I can easily check all my records, such as my pay stub for every month of the year, company employee list, and vacation schedule. etc.
It is affordable and user-friendly. The customer support that is available in the software is good and always active in responding to customers. The application is easy to use for most users. Zoho People is a great option for storing employee information and tracking time.
5 years ago our company started to use Zoho People to deliver exceptional digital HR experiences to our employees while managing the entire employee life cycle on a single platform. I like its simplicity and integration with other Zoho tools like Zoho Payroll, Zoho Books, Zoho Expenses, etc. I love that the request permission, approval, and tracking features are so helpful. I like that the interactive form builder allows us to create different forms that meet our needs and help our HR team.
Sometimes I run into difficulties in terms of data integration between other integrated programs. Zoho People software does not integrate with other similar applications. They only provide a limited number of administrators for Standard and Premium pricing plans. The system is cloud-based only and not flexible to use.
Zoho People comes with an employee portal, organization chart, self-service, performance appraisal, employee leaves management, and salary tool features. All the HR processes can be managed from a central location which can help users to save time and reduce costs. The software offers a fully-mobile self-service that can help employees to get easy access to their HR data from anywhere, anytime. It can help employees have better control over their work.
The price of the solution is low and most people can afford it. Customer support includes online and email user support. Easy to learn and use.
They offer cloud-based hosting, which means IT resources are retrieved through web-based tools and applications and you don't need to buy servers and additional hardware equipment.
It is very good for small and medium size companies.
It would be a bit challenging for big corporations as Zoho People doesn’t offer unlimited employee profile support.
FAQs on buying HR software for a small business
What is the best Human Resources software for small businesses?
The best HR software for a small business will, at minimum, address an organization’s most troublesome pain points while fitting into the desired budget. Individual needs and budgets vary, but the best platforms automate and streamline basic HR processes like employee data management, payroll, time/attendance, and benefits.
Why does a small business need HR software?
Small businesses can use HR technology to save time and improve the employee experience, performance, and hiring process. Another significant benefit is compliance: most small businesses do not recover from the fallout of even minor compliance issues.
What’s the difference between HRIS, HCM, HRMS, and HR software?
Let’s start by unpacking the letters. HRIS stands for Human Resources Information System, HCM stands for Human Capital Management, and HRMS stands for Human Resources Management System. The difference between HRIS, HCM, and HRMS comes down to methodology and specific features, but each is an example that falls under the umbrella of HR software.
What can you expect from modern HR software?
Software for small businesses has grown increasingly sophisticated (or complex, depending on your perspective) over time. Early platforms offered the basics, like employee information management, payroll processing, time/attendance, and benefits management. Modern small business HR software can do much more, like drive employee engagement with features that look and feel like social media.
Pitfalls of buying HR software for a small business
The most common pitfall of buying HR software is not buying HR software.
Often, small businesses realize they need HR software when it’s almost too late. It is common to start a business with spreadsheets for payroll and shared passwords on sticky notes.
Obviously, this works. No business would ever make it past the idea stage if it didn't. But we’ve seen a lot of panicked small business owners who’ve had the rug of sticky notes and spreadsheets pulled out from under them, and they would back us up on this: don’t wait to buy HR software.
Here are the most common mistakes people make:
- Choosing a vendor with no employee self-service: Since the whole idea of HR software is to save time, Employee self-service features are a must. ESS features are handy during employee onboarding or when starting a PTO request, for example. In these cases, an automated, self-service workflow can save time and reduce errors.
- Choosing a vendor that lacks automation: Speaking of automated workflows, it’s also recommended that your vendor has this capability in some of their features. Whether it’s running payroll, onboarding, or signing documents, many menial tasks can be done automatically.
- Rushing the decision: You should expect and allow for this process to take some time. That’s easy to say when you’re not the rug-pulled-out-from-under-you-guy, but even if you’re under pressure, make the time for good choices.
- Among the most critical considerations of your selection should be integration. If you’re starting with sticky notes, this won’t be an issue, but your HR software will be baked into the middle of all business operations, so integration with your entire tech stack is crucial.
- Rushing the implementation: For small businesses, implementing cloud-based HR software is often a self-service process. This is a critical step that requires time and deep focus.
- Basic data entry mistakes can have massive implications. For example, provisioning access to employee data to the wrong person (or, even worse, a whole team!) is much worse than embarrassing: it’s illegal.
- Moving slowly and keeping the vendor’s customer service resources handy can avoid this worst-case scenario.
Benefits and ROI of HR software for a small business
While reading this, there might still be a small part of you that says, “I’m a small business. Do I really need a fancy HR system?”
The answer is yes.
If you plan to grow your business, you need HR software. With the right platform, the HR software you use today to streamline operations for a dozen people could be the same one you use in a year when you’ve grown to a hundred people.
HR software can do more than manage basic employee data. Modern platforms can orchestrate training programs and track metrics like satisfaction and engagement. There are limits to the effect software can have on company culture or turnover, but consider this: at the very least, the software will free up your HR team and managers so they can attend to the tasks only people can do.
How are most HR management solutions for small businesses priced?
The vendors listed in this roundup represent the most common pricing models in HR tech. Most charge monthly per user, and some have an additional base fee. Many offer independently priced add-ons, which is excellent for small businesses who want to pay only for the features they’ll actually use.
Vendors in this space are familiar with the tight margins of small businesses, so they are often willing to negotiate. Be sure to ask about custom pricing tailored to your business needs.
The following estimations offer a rough idea of what you can expect to spend based on the size of your team on an annual basis. This information is drawn from data points collected from our personal experience, user interviews, and consultation with other HR tech experts.
- 1-100 employees: $12,000 annually
- 101-500 employees: $48,000 annually
- 501-1000 employees: $72,000 annually
We’d love your input, too! To help us provide the most accurate figures, we're crowdsourcing data on HRIS pricing. The survey is anonymous and takes about two minutes. Plus, anyone who helps the community by filling it out will be given access to the entire data set.
Key HR software features for small businesses
If this is your first HR tech purchase, which features should you prioritize? While that depends primarily on your particular situation and business needs, the following features are standard:
- Employee management: Core HR functions related to employee management should be included. Features like an employee directory or org chart are staples, and you can expect time management features like scheduling, time tracking, and leave management.
- Onboarding & Documents: Many of these tools include a basic Applicant Tracking System (ATS) that can do everything from sourcing candidates to onboarding a new hire. Some of them can even process the necessary documentation through automated workflows.
- Employee Performance: HRMS features are relatively standard in HR software for small businesses. They can be used to define and track individual and team goals, and many also support collecting feedback and performance reviews.
- Benefits Administration: Basic benefits administration is reasonably common, but tailor-made administration functionality is rare due to variations between states.
Some other features that you should consider include:
- Social recruiting
- Sourcing
- Reporting & Analytics
- A good mobile app (Android & iOS)
Questions to keep in mind when demoing HR software for small companies
While most of the top HR software solutions for small businesses like yours offer a free trial or an instant self-service demo, some will ask you to schedule a live demo with one of their reps. Come prepared with questions reflecting the time you’ve spent exploring the market and defining your company’s specific needs.
Below, you’ll find some sample questions to get you started. Be sure to download our totally free and super-helpful spreadsheet organizer to make notes on each vendor and compare them later.
- How will this solution seamlessly integrate with our existing tech infrastructure, and what integrations will be required?
- How will other team members effectively utilize this solution within the organization?
- What are the critical functionalities I should inquire about?
- How can this tool enhance and elevate the applicant experience?
- What aspects might make me or my team apprehensive when transitioning from our current processes to this platform?
- How does this product ensure the security of employee data?
- What can I expect about the caliber of customer support? Does the platform have a help center? Online guides? Are the support resources high-quality and accessible to all?
Just because you’re a small business doesn’t mean that you should be reluctant to control the demo. These solutions are specifically designed for businesses like yours, so it’s better for everyone involved if you can articulate your needs and the use cases you care the most about.
Last advice on buying HR software if you’re a small business
Before you start doing free trials or schedule demos, get all the input you can from stakeholders who will be affected by the decision. The direct experience of people in other departments is invaluable for finding the right tool for your team. Encourage them to consider how the new software would impact their work today and how it might hold up in the future.
Software built for small businesses is usually designed to scale. You can expect this whether you’re starting with the most basic plan or even the free one.
It’s impossible to plan for everything, but with the right HR software, you can feel confident knowing that you’re prepared for anything from the success you expect to the setbacks you don’t.
You’re probably aware that with 50 or more workers, businesses must adhere to federal guidelines under FMLA and EEOC. But 50 is no longer the magic number. As it becomes common for states to require employers with fewer than 50 people to provide health coverage and retirement planning, the conventional wisdom has shifted.
Coupled with new laws, the perception of HR as a critical element of strategic operations has steadily narrowed the HR-to-headcount ratio.
And as a final note, If you're buying to implement in the US and seeking a custom evaluation, feel free to schedule a complimentary one-on-one consultation with an HR tech advisor here.
About the Author
About Us
- Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
- Our site is free to use as some vendors will pay us for web traffic.
- SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.
