Top-Rated HRIS Systems: Reviews & Comparisons for Q3/2025

• BambooHR is highly user-friendly, making it easy for organizations to integrate into their processes.
• It offers customizable fields and charts, allowing organizations to tailor the system to their needs.
• The platform receives frequent updates based on client feedback, continually improving the user experience.

I used BambooHR in my previous organization, which chose to purchase it for its user-friendly design. The company needed an HR management system that could centralize all employee information while also supporting performance reviews and document storage.

BambooHR provided these features while maintaining a simple and intuitive interface. The platform allowed HR teams to manage employee data efficiently without the complexity of more advanced systems.

• While some customization options are available, they are relatively basic.
• The performance review module only allows customization of questions but lacks options for adding charts or more detailed evaluations.
• The cost can be high, especially when considering add-ons, making it less accessible for smaller companies.
• Larger companies often require more customization, and while BambooHR may be more cost-effective, its limitations can be restrictive.
• The system is more payroll-focused, which may be unnecessary for organizations looking only for HR management features.

BambooHR is more affordable and easier to use than competitors like Paycom, Rippling, and ADP. While those systems offer more robust features, they are also more complex to set up and navigate. BambooHR’s simplicity makes it a strong choice for organizations that prioritize ease of use over advanced functionality.

A company should consider cost and, based on its budget, determine which system best fits its needs. Customer support is another critical factor, as implementing a new system comes with a learning curve, making reliable support essential, particularly in the first 6–12 months.

Additionally, organizations should assess which modules they need most and how well those features integrate to ensure accurate and efficient data management.

BambooHR has added more customization features over time to better meet user needs.

Small to medium-sized organizations can benefit from BambooHR.

I like that the process and layout is very similar regardless of which product and service you use from them - quite intuitive. It supports employers ability to maintain compliance by listing out requirements and flagging missing items or expired items. Lastly, being able to file 1099s digitally is a luxury I hadn't had previously. A total time saver.

We implemented Deel initially as a way to pay our onshore 1099 contractors, track their contracts and contact information outside of our HRIS. After two years, we had a new problem to address and changed our Deel platform to include an EOR. We had offshore contractors that we wanted to bring on as full-time employees to retain them and ensure compliance with the IRS. The change was seamless and the EOR is intuitive, informative and our offshore employees have been satisfied with the service from their end.

I think there is room to improve the connection between employer and the EOR service representatives in that a dedicated point-of-contact that is in house with Deel and not an international partner. Another consideration for EOR is having to pay a month's salary deposit up front for payroll is not ideal for cash flow. Lastly, I would love to see more employee and contractor features that you might find on a traditional HRIS because I believe it would be a better and more enriched experience for them.

For 1099 contractor management, oftentimes you use an ERP or accounting SaaS which has limitations. Deel bridges the gap between accounting SaaS/ERPs and an HRIS. For EOR, Deel is middle of the road in value. It is a great option for smaller OPEX budgets, but there are other EOR companies who offer more desirable features and better in-house service partners.

Consider the number of contractors or employees you would need for the upfront and annual costs to be justified. Whether or not you are familiar with global payroll, consider how much compliance support you need or is desirable for you. Lastly, consider whether you are up to converting your local currency to the international currency. Deel does not currently offer this in the employee profile, they only show the employee's local currency.

There is better customer service and help tutorials. Further, I have found there is an increase in the amount of educational materials available through Deel in order to stay current on contractor and global payroll trends and compliance.

I have known it to be used by HR and Finance professionals alike. Payroll administrators, regardless of where they fall organizationally, will find this tool beneficial. I believe organizations where these contracts or payrolls are relatively straightforward can benefit. Running payroll and paying invoices takes 10 mins or less per pay period.

The platform makes it easy to build APIs that integrate with our other vendors. Customer service is consistently timely and helpful. The data insights platform offers detailed charts and tables without requiring the use of Excel.

We were looking for an HRIS that could manage the entire employee lifecycle, including an LMS, cloud storage for documents, FMLA tracking tools, and OSHA 300 tracking. After evaluating several HRIS systems, it became clear that Paylocity was the best all-in-one solution.

We chose Paylocity because it serves as the central hub for our team members, consolidating multiple HR functions into a single platform. We have been using Paylocity for a little under a year. Our team utilizes its payroll and HR, performance, learning, surveys, and scheduling platforms to streamline operations and improve efficiency.

The time and labor platform lacks forecast scheduling capabilities. It does not allow for the setup of custom rules, which can be limiting. Transferring employees between EINs within the company is difficult and time-consuming.

Paylocity stands out by continuously evolving and incorporating user feedback to improve its platform. They offer an early adopter program for users interested in trying new features. Their customer service is exceptional, with dedicated account representatives who respond promptly to inquiries. Paylocity is a comprehensive solution that covers everything from recruiting to compliance, training, and performance management.

The first consideration should be how to transfer data from your current provider to Paylocity, as this process can be time-consuming and may require external assistance. It is also important to assess how well your organization adapts to change, as implementing the system involves a significant amount of training in a short period.

Having a dedicated team available to support training and implementation is crucial for a smooth transition.

Paylocity continuously adds new features and enhancements based on user feedback. They actively listen to their customers and implement improvements to better meet business needs.

Paylocity is designed to be user-friendly, with extensive training resources available for users who need guidance. It can serve a wide range of industries, including companies that employ 1099 contractors, allowing for easy payroll processing.

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

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

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

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

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

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

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

Monday.com allowed them to automate repetitive tasks like sending interview invites or onboarding reminders, freeing up time for more strategic HR initiatives. Having all employee data, from recruitment pipelines to performance reviews, in one platform made it easy to identify the highest-priority team needs. I also appreciated the real-time updates and clear communication tools within Monday.com, which kept the entire HR team on the same page, fostering collaboration and ensuring everyone was aligned on priorities.

Keeping track of employee data, managing approvals, and aligning processes caused constant frustration and inefficiency for the team I supported. I recommended implementing Monday.com to consolidate their project management needs into one platform. I had used it with a prior client and worked with this client for three months. After it was implemented, they could see what was going on and move much faster.

Currently, Monday.com only allows one level of subtasks, which can make managing complex projects with multiple steps a bit cumbersome. The mobile app doesn't offer all the functionalities of the desktop version, making it less convenient for on-the-go updates or quick checks. While the interface is generally user-friendly, there can be a slight learning curve for new team members unfamiliar with the platform's terminology and features.

Monday.com became their central hub, and after a brief learning curve, its user-friendly interface helped keep everyone on the same page. Compared to other systems that were more robust, the client found Monday.com to be exactly what they needed for the near future. As they scale their business, they may need to consider upgrading to a more comprehensive program, but for now, this system provided clarity, visibility, and consistency, demonstrating the value of an HR system.

Prioritize the needs for your recruitment and onboarding workflows, and consider user-friendliness. The platform should be intuitive for both HR professionals and anyone interacting with it. As your team grows, consider whether the software can adapt to your evolving needs.

Monday.com has increasingly focused on automation, streamlining processes and enhancing collaboration systems. The platform has also improved user experience, resulting in faster loading times and overall better performance. However, it remains to be seen whether they will build resources to make it more scalable.

Monday.com is great for freelancers, small teams, non-profits, and creative agencies. Larger organizations may struggle with the limited features compared to more robust HRIS solutions.

I liked working with the onboarding module because it was easy to navigate and ultimately saved hours of human resources’ time each week, allowing staff to focus on other tasks.

The training module was good and could have been even better had the implementation team properly trained staff on how to create the tests and set them up correctly. I liked some of the reporting features and the ability to schedule repeated reports for delivery; however, it was sometimes confusing when the reports did not include the information I expected.

The company wanted to upgrade its HRIS and decided Paycor would be the best fit, which was about six months prior to my taking a contract with them. My time working with Paycor was about four months after I had worked six months on another similar program, which gave me a great opportunity to compare the two.

The pain points the company wanted to solve, including those present when I was brought in to assist, started with employee documentation management being a key problem. Even after the implementation, the company struggled to move older files from long-term employees into the system, as they were scattered throughout different units.

Another issue was the ability to easily test and complete core competency assessments on employees, not only at the beginning of their employment but also during annual testing. The company also wanted to present a more professional, polished image to new executives.

According to other staff in human resources, the implementation was rushed, which resulted in a scattered and unpolished system.

One con of the training system was that it took an extremely long time to get the tests set up correctly for the appropriate job titles. I didn’t like the navigation in the employee section, as there were multiple paths to access information, but none of them reliably produced the data I needed.

I also had a poor experience with customer service; it was often unavailable, and when I asked questions, our representative frequently could not answer them. His response was often, “Let me get the trainer,” but he would sometimes fail to follow up.

Paycor was similar in many ways to the recent competitor I had worked with, but customer service was the deciding factor that would prevent me from working with them again. All the other issues could have been resolved.

It differs from inferior products that are not all-in-one packages. Products such as this will be the future of HR, given their ability to manage an employee’s entire lifecycle, from application to termination.

People should thoroughly read reviews from other users about the pros and cons of this company. I suggest contacting a recent client—something Paycor should offer—to understand why their customer service may be lacking.

Compare Paycor’s offering to similar products in terms of integration and implementation, and ask whether they will provide on-site assistance throughout the initial implementation until it is fully complete.

Compare costs and inquire about any additional fees required for support once the official implementation period has ended (according to their terms).

I don’t believe I worked with Paycor long enough to observe any evolution, but I would like to see improvements in their customer service department and a greater level of product knowledge among their employees.

Paycor could be a good fit for companies with between 100 and 1,000 employees. It would likely be too much for smaller companies, and I recommend that companies with over 1,000 employees carefully review current feedback on Paycor’s handling of system glitches, payroll issues, and customer service before making a decision.

1. It minimizes mistakes during payroll runs.
2. It allows for unlimited payroll runs.
3. I also appreciate the automated tax filings.

We were looking for software to help streamline our tax processes. OnPay offers an automated tax system that handles most of the work, and it also allows us to run unlimited payrolls. This feature was crucial for us since we have multiple shifts within our organization. With OnPay, we found that these two pain points became much more manageable. I have personally used this platform for over two years.

1. I wish there was more flexibility in drilling down into specific reports.
2. The company’s customer support could be better.
3. The pricing structure could also use improvement.

The payroll runs and automated tax filings are two specific features that set OnPay apart from its competitors.

If you're facing increased payroll runs that add extra costs per month, I would certainly consider this platform for your organization. This feature handles most of the heavy lifting regarding payroll, saving you time and effort. The automated tax filings are also a significant benefit for any business looking to streamline this process, reducing the workload for your HR or Accounting/Finance departments.

From my experience, the overall customer service has improved significantly. Getting support when needed, even for simple questions, has become easier since I started using the platform.

OnPay is well-suited for any organization or industry, particularly small to medium-sized businesses.

• 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.

It is very comprehensive, providing everything I need, which eliminates the need to connect multiple different platforms. Also, the site is clean, and it runs smoothly and quickly.

We use Rippling for a variety of functions including employee offer documents, onboarding, payroll, PTO, expense reimbursements, and benefits. Without it, we would need to hire several different people, which isn't feasible as we are a smaller company. It makes sense for us to use Rippling instead of hiring a large number of support staff.

There's nothing I really dislike about it; I feel like it gets everything I need done without any headaches.

With one of the companies I used in the past, it felt like I still needed many other tools and platforms to connect to it, whereas Rippling seems to have everything integrated already.

I think it depends on the cost-benefit for you. For us, as a small company, it makes sense to use Rippling rather than multiple different platforms and people. However, for a larger company, it might be more cost-effective to manage these processes in-house.

I haven't noticed any changes myself.

I think it's best for small to mid-size organizations that would benefit from having everything in one place with one provider.

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

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

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

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

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

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

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

I like the management tools. I like the feel and workflow of the product. I also like the overall aesthetics.

We chose Sage People for a client of ours. Our client had 250 employees and limited HR personnel. They needed simple solutions, extensive reporting, and ease of use for weekly payroll and recordkeeping. Sage People provided easy ways to manage the volume of work the company generated in HR, making it possible for just two people to handle.

The first thing I noticed is that it has issues linking to other applications. Bridges were sometimes needed when this should not have been necessary. The system can be clunky at times and hard to maneuver. It would be easier to navigate and resolve issues if many areas were not so unnecessarily complicated.

Sage is much more comprehensive than most payroll and HRIS systems. You get more value for your investment, including customizations that improve the program's utility.

Consider what type of management tools you want readily available. Identify who will be using the system and for what purposes. If you have unique needs, Sage is a strong option because their integration teams can help customize the program to better align with your business model.

I remember this program in its early stages, and it has become much more intuitive and robust. Over the years, Sage has incorporated feedback from various companies and industries to evolve into a viable solution that nearly any organization can use.

Sage is well-suited for management-minded users and employers focused on compliance with payroll laws and regulations. It also works well for companies that prioritize accuracy and need access to customizable reporting.

Pro one: The system is easy to use and learn. Pro two: It can grow with your organization and accommodate a range of different employer sizes. Pro three: It has mobile functionality, allowing employees and administrators to access leave requests or review documents via a mobile app.

The organization already had PlanSource, which was owned by UKG. We expanded the use of the product since it already housed our HRIS and payroll information. It is fairly inexpensive with many add-on options, making it a good option for growth, which the company was experiencing. At that time, we had approximately 300 employees with plans to grow to 500.

Con one: UKG is fairly basic compared to other products I've used (ADP, Paychex, Workday). There are no big bells and whistles, but it gets the job done. Con two: You will have to pay a significant amount for full functionalities of the products if needed. I don't have cons other than these.

UKG offers a wide range of products, making it a good option for growing employers that don't have a lot of needs initially but will as they grow. Their backend helpdesk is also helpful because you can contact a person on many issues versus submitting a request/ticket for assistance and waiting for a response.

Consider your initial needs and your growth potential. If you have fewer than 100 employees, you can find other services that are more economical. If you plan to grow to a few hundred employees and beyond, this is a good long-term investment.

They are continually expanding their options. As previously mentioned, they have nice app capabilities. They also, like any other HRIS service, are continually adding or enhancing their offerings, such as benefits services, carrier feed setups, and reporting options.

UKG is a good fit for any private sector employer with 100 or more employees. I would not recommend it to employers smaller than this unless they will grow quickly beyond this number.

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

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

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

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

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

The org chart was a bit cumbersome to use.

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

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

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

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

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

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

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

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

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

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

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

There have been consistent enhancements aimed at improving the product.

APS is good for the staffing industry.

1. Namely offers excellent benefits brokerage and administration, making it easy to manage employee benefits.
2. The customer service provided by Namely is outstanding, with quick and helpful responses to our needs.
3. The onboarding process for new employees is streamlined and efficient, reducing the time and effort required to bring new hires on board.

My organization plans to expand in the next two years, and we were looking for an HRIS software that is manageable for both supervisors and employees. We needed a system that could effectively track new employees throughout their tenure with the organization, and management agreed that we required software capable of scaling as we grow. After going through a thorough selection process with various HRIS companies, we found it challenging to choose the best fit for our organization. However, we were impressed that the team at Namely answered all of our questions and provided excellent guidance during the implementation process. We have been using Namely for about one year, and we are very satisfied with it so far.

1. Uploading form templates into Namely can be challenging, requiring additional time and effort.
2. The ability to add e-signatures to documents is limited, which could be improved for better functionality.
3. Making edits within the platform can sometimes be difficult, causing frustration when changes are needed.

I like that Namely is good for small and mid-size companies just starting their HR Department. They don't oversell products like some other HRIS software - they give you what is needed.

When purchasing Namely, it's important to consider its functionality and whether it meets the specific needs of your organization. It is also essential to evaluate whether the pricing fits within your budget, especially if you are a new or smaller company. Namely’s capacity to grow with a company is a key advantage, making it a good option if your organization is planning on expanding in the near future.

Namely has evolved to be very user-friendly for both employees and administrators, making it easier to navigate and use on a daily basis.

Namely is particularly well-suited for small to mid-sized companies looking for a comprehensive HRIS solution that can grow with their needs.