The 10 Best HR Software for Small Business of 2025
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.
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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.
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.
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.
I used the platform regularly when we were actively hiring. I relied on it for job postings, reviewing applications, and moving candidates through the hiring stages. I liked the interview scheduling and communication features Workable offered.
The team found it extremely helpful to have all notes and evaluations stored in one place. This allowed us to maintain a consistent hiring process, which benefited the company greatly.
Workable makes it easy to post jobs. The reporting features are clear and user-friendly. Having the team’s notes all in one place helped streamline the hiring process.
We chose Workable because we needed a better way to manage our hiring process. Prior to using it, everything felt scattered and unorganized, and a lot of work was getting lost. We struggled to identify the right candidates and hire them quickly because our previous system was so chaotic.
Workable helped centralize everything, which made a big difference. We used the platform for about two years, and it significantly streamlined our hiring process.
The pricing was high for our small team, even though it was a useful HR platform. We wanted more customizable reports, which Workable didn’t offer. The mobile app was helpful but lacked some functionality compared to the desktop version.
Even though the cost was high for our small team, Workable offered a straightforward approach to hiring. We found it very effective. The evaluations feature was a major advantage when comparing it to other software—this was a big selling point for upper management.
If you need an easy-to-use, straightforward platform to support your hiring efforts, Workable is a strong option. It may not be the best fit for large firms with more complex hiring needs or systems. Consider how much customization you require in your reporting and whether mobile functionality is a priority.
I believe Workable now offers more HR features than it used to. AI also seems to be more integrated into the platform.
Smaller firms with straightforward hiring needs will find Workable a great fit.
Anyone in HR would benefit from incorporating Workable into their department.
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.
I used Bob for a couple of years to support a company’s recruitment efforts. The primary modules I relied on included the recruitment module for posting job advertisements, managing candidate pipelines, and overseeing the onboarding process. It played a crucial role in organizing these workflows and ensuring a smoother hiring experience.
Bob is a very user-friendly tool for both administrators and applicants. The recruitment analytics were effective for a company of this size, which had fewer complexities in terms of organizational structure and recruitment goals. It provided a strong candidate experience for those comfortable using computers and technology.
Our medium-sized US company needed a more efficient tool to enhance the recruitment process. During peak hiring seasons, we required a more organized approach to posting job openings, managing candidate pipelines, and streamlining the onboarding experience.
Bob proved to be user-friendly, and while I have used more intuitive HRIS systems in the past, this one effectively met our needs. It was particularly useful for managing high-volume recruitment during critical times. I used this tool for a couple of years during my time with the organization.
Bob's training posed a significant learning curve for management teams who were unfamiliar with similar tools. While it worked well for employees and managers regularly using computers (e.g., in customer service, sales, and accounting), it was challenging for frontline workers in packaging and production roles due to their limited technological skills.
The tool was not ideal for smaller companies or larger, more complex organizations with global needs.
From a user-friendliness perspective, Bob ranks highly. However, in terms of functionality, other tools I have used, such as Workday, Paradox, and PeopleSoft, offer more advanced features that are better suited for larger, more complex organizational needs.
If you are looking for a system that is user-friendly and well-suited for a medium-sized company with predominantly office-based employees, Bob would be a great fit. However, for companies with a diverse workforce, including frontline employees, or those with highly complex needs, other solutions may be more suitable.
It has been a few years since I used Bob, but at the time, it effectively met the basic needs we had. That said, it lacked the advanced functionalities required by larger organizations with more complex requirements.
Bob is ideal for medium-sized organizations, especially those without highly complex or global organizational structures. It is also more suitable for companies with employees who are comfortable using technology.
Bob is not a good fit for larger corporations with more complex organizational structures or smaller companies that may find it unnecessarily costly and overly complex for their needs.
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.
- Some features, including time tracking, employee surveys, and the entire performance management suite, are only available as add-ons that can add-up on an SMB budget.
- BambooHR's reporting capabilities, although sufficient for many small businesses, may not provide the advanced analytics and customization options required by some data-centric organizations.
As a cloud-based HR tool, BambooHR's offline functionality is limited. This may be a drawback for small businesses in areas with unreliable internet connectivity or those with a high percentage of deskless employees.
BambooHR - one of the best HR software for small businesses
- 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.
Pricing is not disclosed upfront, but they do offer a free trial of their all-in-one software and then go out of their way to find a version that will suit you. Before they come up with a personalized quote that will align with your budget, however, they are also likely to extend your free trial upon request or even give you a free demo of the advanced features.
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.
I frequently used the hiring and onboarding workflows. I used the system to post jobs, track candidates, and coordinate with hiring managers. It was helpful that hiring managers could leave feedback on candidates directly in the platform.
Tracking candidate progress through hiring stages was simple and transparent. Interview scheduling was streamlined with calendar sync capabilities. Email templates also supported quick follow-ups and added efficiency to the recruitment process.
- BambooHR automates many tedious HR tasks, saving time for higher-value work.
- The system supports seamless collaboration across departments, keeping everyone aligned.
- The onboarding experience for new hires is smooth and creates a welcoming impression.
At the time, the organization was experiencing challenges with recruitment and was using an outdated HRIS. They adopted BambooHR, which was extremely helpful due to its built-in ATS. This enabled faster and more streamlined recruitment processes.
Over time, the organization transitioned away from the previous HRIS entirely, as BambooHR proved to be an effective all-in-one solution. It handled several key HR functions efficiently, which added value across the organization.
- More customization options would be beneficial, as there are limitations on the number of workflows that can be created.
- The ATS is fairly basic and lacks features like resume screening, which is a drawback.
- Pricing became a concern as the organization grew—while manageable at first, costs increased significantly with scale.
BambooHR is a strong option for small to mid-sized businesses that don't require complex systems. The simplicity and ease of use make it accessible and easy to adopt.
Scalability and customization are two important factors to consider. For small businesses needing a basic, user-friendly system, BambooHR is a great option that’s cost-effective and easy to learn.
I am unsure, as I have not used BambooHR recently.
BambooHR is well suited for small organizations and users with limited HRIS experience.
BambooHR may not be suitable for large organizations with complex HR processes or those requiring advanced functionality for experienced HR professionals.
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.
We use Gusto for payroll, onboarding documentation, and to provide employees and ourselves with tax documentation. We also use Gusto to track time in some instances.
I enjoy Gusto's simple design. I like Gusto's walkthroughs for each process to help employees self-help. I also enjoy Gusto's onboarding workflows.
We use Gusto for our employee's payroll. We also help our clients implement Gusto for their teams. We were looking for a simpler and cheaper solution by having a small team. We also were attracted to the onboarding options on Gusto to help employee self-help with federally required documents.
I dislike the payroll/payslip breakdown as it's not as detailed as other systems. I also dislike that even though the design is simple(pro) it can appear childish or unprofessional. I also dislike the time-tracking feature.
Gusto is a simplistic and affordable option to larger competitors.
The size of the company. The payroll/reports needs.
Gusto has not changed much since I started using it.
A large company.
An organization/user that requires more detailed reporting or is not tech savvy/wants more 1:1 help
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.
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.
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.
Oyster is regularly used as part of our global HR operations, particularly when hiring and managing international team members. The platform plays a central role in our onboarding process by allowing us to issue compliant employment contracts and set up payroll across multiple countries.
We rely on Oyster to manage benefits, track time-off policies, and handle region-specific employment compliance requirements. It also provides valuable resources on global compliance laws, supporting a streamlined and compliant HR workflow. This has helped maintain a smooth experience for our international employees.
- I like Oyster because it simplifies global compliance by managing local employment laws, taxes, and benefits.
- The platform is intuitive for onboarding and managing international employees.
- Their support team is responsive and provides helpful resources for global hiring best practices.
Oyster was considered to streamline international hiring and manage global employment compliance efficiently. It enabled us to confidently hire talent in new markets without the need to set up local entities, saving significant time and reducing legal risk.
The platform makes it easy to onboard international team members, manage their contracts, and comply with local regulations. These benefits addressed our need for a scalable and compliant global hiring solution.
- The cost can be relatively high.
- The system is complex, requiring dedicated time with the onboarding specialist to ensure each feature is utilized effectively.
- Some features may take time to fully understand without hands-on guidance.
Oyster stands out from competitors like Rippling due to its strong focus on global compliance and user experience. Compared to other EOR platforms we’ve used, Oyster offers more transparent pricing and better country-specific insights.
Their support team is more responsive and knowledgeable about international employment regulations. I also value the localized benefits recommendations, which help us remain competitive in global hiring. Overall, Oyster acts more like a strategic partner than a standard service provider.
When buying a global employment tool like Oyster, it's important to assess its compliance capabilities—make sure the provider has expertise in local labor laws and tax requirements in your target countries. Customer support quality is also crucial; verify that the team is responsive and knowledgeable.
Look for pricing transparency to avoid unexpected costs. Finally, evaluate how quickly the provider can onboard employees in new regions, especially if your organization is scaling rapidly.
Oyster has evolved significantly to support the growing demands of a global workforce. They have expanded their country coverage and improved onboarding speed, making it easier to hire talent in more regions with reduced delays.
Oyster is well-suited for large organizations that frequently hire internationally.
Oyster may not be a good fit for small organizations that do minimal or no international hiring.
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.
We use Factorial HR as our main HR system on an ongoing basis. I log into the platform multiple times each week to manage core HR workflows.
We use Factorial HR to onboard new employees, collect required documents, and assign policies during setup. Day-to-day leave management runs through the system, including employee requests and manager approvals.
We store contracts, letters, and employee records in Factorial so HR and managers have one source of truth. We also rely on Factorial HR for basic reporting around absences and headcount.
- Factorial HR reduces manual work for the HR team; onboarding is fast and structured.
- Requests and approvals are automated, saving time for managers, employees, and the HR team.
- All documents are centralized, which makes accessing information easy.
We bought Factorial HR to replace manual tracking through spreadsheets and email threads. We needed a single system for employee records, leave management, documents, and approvals.
We spent too much time answering basic employee questions about PTO balances, policies, and status updates. Managers depended on HR for routine approvals and to pull any data.
Factorial HR provided a centralized system with clear workflows. We set up onboarding, leave requests, and document storage in one platform. Employees access their personal data and submit requests without follow-up from HR. Managers approve actions directly in the system. We gained visibility into headcount, absences, and trends through standard reports.
I have personally used Factorial HR for over five years. My day-to-day usage includes employee setup, permissions, leave rules, document management, and reporting.
- The first area is payroll capabilities—I believe it could be expanded to handle more complex setups.
- The second is the performance review tools, which could offer better tracking and analytics for slightly larger teams.
- Support for configuration changes could also be faster and offer more self-service options.
This tool stood out for me because of its simplicity and centralized system. Unlike other tools I’ve used, it combines employee records, leave approvals, and documents in one platform.
Factorial HR setup is also fast and easy, so we started using it almost immediately. Others felt more complex or required multiple systems for the same workflows.
I prefer Factorial because I wanted my team to move toward automation, keep data clean, and provide core HR functionality without unnecessary complexity.
One key criterion is evaluating scalability, including pricing as the team grows. Another is to confirm whether core functions such as document storage and leave tracking are included.
It’s also important to assess how easy the tool is for HR, managers, and employees to use, so the HR team can spend less time on manual support.
In the beginning, Factorial HR focused on simple and basic HR functions like employee records and leave management. I noticed the platform improved by providing mobile access, which made approvals and requests faster. They also started giving more control to employees and managers, such as role and permission changes.
This tool is best for small to mid-sized companies with straightforward HR processes. Factorial HR is also a good fit for companies with a small HR team, as managers and employees can handle tasks directly in the system.
Companies that need highly customizable workflows should explore other options. Factorial HR is not ideal for large organizations with complex HR needs.
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.
All of my team members are on Zoho. It starts with onboarding a candidate to our organization with the help of Zoho People, keeping the important documents, daily attendance, leave trackers, etc.
- I like the integration among the Zoho applications which makes life way easier.
- It also provides me with a wide range of features apart from attendance, leave, etc. so I keep trying new things.
- It was easy to set up; I didn't need to wait for an expert to set it up.
I just started my organization and wanted to keep records of their attendance, leaves, employee records, etc. I was using Zoho Books and was happy with that so I thought of trying Zoho People for HRMS. It has been nearly 3 years since I'm using Zoho People.
- There should be a few more integration options with other external software.
- The UI can be improved so interaction over the platform becomes easier.
- Sometimes changing the policies is difficult as quite a lot of things are interconnected.
I have used GreytHR and I found Zoho is quite advanced with a lot more features.
I think it all depends on someone's requirement but I think for startups and small-medium companies, keeping operations simple is key, we should not be wasting our time in dealing with bulky software. In this regard, Zoho People comes handy with the level of integration available within Zoho applications that can fulfill most of your organization's needs.
I have not seen Zoho People change a lot in the last 3 years since I started. There were some minor changes to the UI and some of the features which I found useful.
I think it is good for startups and organizations with remote teams etc. Also, if someone is using some of the other Zoho applications then I think it completely makes sense to use Zoho People.
I can’t think of an organization it wouldn’t be suitable for, but for a large organization, it might be difficult to align with Zoho People's predefined policies/structure.
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.
