Best Payroll and Benefits Software Solutions in 2026
An unbiased review of the best payroll and benefits software, handpicked by SSR payroll experts.
Payroll processing and employee benefits go hand in hand, but not all payroll software can nicely handle both. We've been reviewing payroll software since 2018 and have checked out hundreds of options – that's what led us to make this buyer's guide.
Read on to find out which platforms that are great at both payroll and benefits, plus expert advice on picking the right vendor, things to watch out for, major benefits, and pricing.
To select the best payroll and benefits software and to ensure we specifically list products offering this combination of functionality rather than general payroll software, we did demos, conducted user interviews, and tested dozens of tools that met the basic requirement. The ones that made the cut excel particularly in three key factors: ease of use, payroll automation, and benefits packages.
- Ease of use: The sweet spot is a tool where everything is easy to figure out; you’re not overloaded with buttons and text, yet you don’t sacrifice robustness and capabilities. These tools are all remarkable in the way they solve this challenge.
- Payroll automation: Something is not quite right if a payroll tool doesn’t let you automate a good portion of the job with confidence. We prioritized vendors who are pushing the envelope here.
- Benefits packages: To be a best-in-class payroll and benefits tool, the benefits module needs to go beyond the basics. Tools that just do 1-2 benefits on top of payroll don’t cut it. We’re looking for those that offer good variety, and even for international teams, on top of a world-class payroll product.
To learn more about our process for vetting software companies, you can read this blog on how we evaluate HR tech vendors.
Paycom
Paycom offers online payroll services and HR software solutions for both big and small businesses to manage the entire employment life cycle.
PROS
- Paycom's payroll system is easy to use and customize.
- They now have a Global HCM offering with the aim of expanding access to users in over 180 countries.
- Customers have praised the responsiveness of the support team and their willingness to help with any issues that arise.
- Paycom assigns each account a dedicated rep who can provide support and answer questions.
- Paycom is constantly updating its software with new features and improvements.
- It has a reasonably functioning mobile app.
CONS
- Paycom does not integrate directly with QuickBooks, so users that use both systems must manually enter data into Paycom.
- Some customers have experienced slow access to tax reports.
- Some of the members on the customer support team are new and at times, don’t have answers to questions or solutions to issues.
- Paycom price has increased in recent years.
- No free trial.
- Integrations are limited.
We recommend Paycom for medium to large businesses since the platform provides payroll and HR solutions, which from our experience, are comprehensive and user-friendly.
Paycom impressed us with its guided self-service technology, Beti, which is accessible on browsers and mobile devices. The Android app received positive feedback for its user-friendly interface and comprehensive employee self-service features, including time clock punching, time-off requests, accessing pay stubs and benefits, reviewing paychecks, and submitting receipts for reimbursement.
As an admin, you can customize employees’ access to these features and manage HR tasks on the go. Employees have control over their HR data, including earnings and personal details. However, Paycom currently offers only direct deposit and paper checks, with no available pay card option.
While originally focused on serving the U.S. market, Paycom has expanded its reach with the introduction of their Global HCM, enabling users in over 180 countries to access its services. This enhancement demonstrates Paycom's dedication to addressing the needs of global teams, further solidifying its value-for-money proposition.
While Paycom has its strengths, we noticed there are a few areas where it falls short. Integration options remain limited, relying solely on API integrations, which can prolong implementation and require IT involvement. The connection with third-party software, like QuickBooks, is not seamless, resulting in manual data entry. Additionally, customer support quality varies, with some representatives lacking system knowledge, leading to delayed issue resolution or multiple follow-ups.
The pricing of Paycom’s plans isn’t disclosed on the website. You do have to contact their sales team to get a custom quote.
Best For
Paycom’s full-service payroll makes it a great solution for midsize and large businesses to have a full suite of payroll and HR services.
I used Paycom every day. I utilized the electronic personnel files that helped ensure that I had all onboarding documents correct during this process. I also used the recruiting function. I had many hires and Paycom offers a great function to keep track of all of your recruiting needs. Including where you are at in the interview process, applications, interview questions, and many more!
I love the aspect of streamlining Paycom and Payroll. Another pro to utilizing Paycom is the electronic version of personnel files. The recruiting tool in Paycom is another great tool to help with any organization's recruiting and hiring needs!
Our organization originally did not have a HRIS system. One of the major selling points to the organization is that Paycom offers a seamless transition to make all of our HR personnel files digital along with many other HR options to help streamline all HR processes. In addition, we added a function within Paycom to ensure our payroll was efficient and easy to work through each pay period. Paycom also offered our hourly employees an app to help make it easier to clock in and out during the work shift. This was a key function as many employees were offsite and other locations other than headquarters.
There has been a few times were the dedicated account manager took longer to get back to specific questions that I would have liked.
Paycom offers a lot more functionally. The implementation process was not too difficult company-wise. And the price is a vary fair investment.
If your organization is thinking about utilizing its first HRIS system. If your company wants a user-friendly payroll system.
It has added many functions, including pieces of training, performance reviews, and tracking attendance.
Any organization that is mid-sized or a corporation.
Smaller businesses
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Deel
Deel’s software was designed for payroll compliance in over 130 countries. It also incorporates some core HR features and has a notably easy-to-use interface.
PROS
- Deel excels in customer support, offering around-the-clock in-app help and an industry-leading 2-3 day onboarding speed. Users can also access local payroll experts across jurisdictions, which aids contractors in establishing themselves as LLCs, for instance.
- Integration with popular software like Quickbooks, Bamboo HR, and Greenhouse, along with customizable integrations, streamlines processes.
- Tech-enhanced self-service approach for quick setup. Identity verification is swift, often under 24 hours.
- Automated invoice generation for both company and contractor/employee sides.
- Excellent 24/7 customer service with fast onboarding (2-3 days) and local payroll experts in each jurisdiction.
- Seamless integration with platforms like QuickBooks, BambooHR, and Greenhouse, plus custom integration options.
- User-friendly, self-service features enable quick setup; identity verification often takes under 24 hours.
- Automated invoices simplify payments, provided they're in English.
CONS
- The benefits offered could be considered basic compared to more specialized vendors.
- Certain modules like onboarding automation are only offered as add-ons at an additional cost.
- Flexibility is limited in modifying contracts or service agreements; changes often require addenda.
- A $5 payout fee is applicable.
- Invoice generation appears to be available exclusively in English.
- Key features like onboarding automation are add-ons, which may increase costs.
- Limited flexibility in modifying contracts or service agreements; changes often require an addendum.
- Invoices cannot be generated in languages other than English.
Deel is one of the top companies for international payroll. If you have an international team of remote workers, it’s a tool that’s worth looking into. You can use it to hire people as contractors or as full-time employees through either the EOR or PEO offerings.
The tool itself is quite easy to use and ever-expanding. Since we first became familiar with the tool, Deel has grown to include basic HR features, as well as a myriad of other hiring workflows. These include background checks, equity plans, flexible workspaces, employee onboarding, visa and immigration consulting, and more.
40,000+ organizations, including Andela, HomeLight, and Makerpad.
Deel offers comprehensive payroll and benefits solutions.
Managed Payroll:
- Global ($29/employee/month): Fully managed, including tax, multi-currency, reporting, and integrations.
- US ($24/employee/month): Compliant federal/state/local tax filing (W-2, 1099) and compliance across all states, with integrations.
- Self-serve: Available in US, UK, Canada, Singapore, offering country-specific compliance and reporting, with optional expert support.
- Add-ons: Payroll Connect (reporting), Treasury services (funding), and Premium expenses (reimbursement/approvals).
Deel Benefits:
- Benefits Admin: Unified administration for EOR, PEO, and payroll, covering plan tools, enrollment/renewal reporting, QLE management, and carrier integration.
- Benefits Marketplace: Compare and purchase global statutory and optional benefits via a brokerage network.
- Managed Benefits: End-to-end administration, including employee helpdesk, QLE and renewal coordination.
As a new product, Deel has changed a lot since its inception. Its newest offering, DeelHR, allows companies to complete most of their HR operations tasks in Deel.
Best For
Businesses with a mix of full-time employees, contractors, and freelancers overseas, especially those that require multi-country payroll, will benefit from Deel's payroll and benefits services.
We used Deel as a payment processor for our international employees. The system is customizable to pay contractors on a weekly, bi-weekly or semi-monthly basis. We were able to pay some contractors weekly, and another group semi-monthly. The system also allows for you to submit payments on behalf of the contractor or out of their usual payroll cycle in an off-cycle payroll. Reimbursements could be paid out by the use of the off-cycle payroll. They could be paid immediately after approval by the admin or included in the next payroll cycle run.
I liked the customization of contracts. I liked that our contractors could manage their funds after they were available. It was very easy to get help and a solution through their chat feature or by phone with a representative.
We were in search of an international HRIS tool to employ our international contractors and full employees temporarily. We chose Deel due to the ease of onboarding, customization, and 0 dollar up front cost to onboard our international contractors. We used the platform on a weekly basis to onboard and pay our contractors for 6 months. I especially liked that once a contract ended we could still pay out hours via an off-cycle payroll. This was helpful if a contractor missed a timesheet submission deadline. Another benefit to the platform that our contractors favored was the ability to withdraw their funds in their currency of choice; or split payments into various currencies. Once timesheets were approved and processed from an administrative perspective, funds were available, in most cases within 24hrs to the contractors Deel account.
As we were considering hiring international employees we could only do so by paying upfront cost before onboarding them, this was not ideal for us. I did not like that I couldn't set a semi-monthly rate for a few of our contractors. Onboarding manager wasn't easy to reach for quick questions when onboarding contractors.
The management fees were lower and contractors had more control over their funds.
If you are hiring contractors or employees and how many. Have a solid understanding of what countries they are located in, as this affects the management fee. Also, management fees are paid each payroll, which could get costly, so be sure the contractor or employee is aware of their pay schedule.
We only used this tool for about 6 months and did not see any significant changes during that time.
Remote first companies with employees or contractors across the world.
None
Justworks
We picked Justworks for their strong compliance pedigree and long-standing PEO expertise. With IRS CPEO certification, ESAC accreditation, and over a decade of experience delivering HR services, the vendor offers payroll and benefits tools backed by proven compliance infrastructure.
PROS
- IRS Certified Professional Employer Organization (CPEO) and ESAC accredited, reflecting strong compliance standards.
- Transparent payroll pricing starting at $8 per employee per month plus a $50 monthly base fee.
- Integrated HR platform includes onboarding, PTO management, employee directories, and document storage.
- Automated payroll for salaried employees reduces administrative overhead.
- Guided benefits enrollment with plan explanations helps employees make informed choices.
- Strong support infrastructure with chat, phone, email, Slack, and text support options.
- IRS Certified Professional Employer Organization (CPEO) and ESAC accredited, reflecting strong compliance standards.
- Transparent payroll pricing starting at $8 per employee per month plus a $50 monthly base fee.
- Integrated HR platform includes onboarding, PTO management, employee directories, and document storage.
- Automated payroll for salaried employees reduces administrative overhead.
- Guided benefits enrollment with plan explanations helps employees make informed choices.
- Strong support infrastructure with chat, phone, email, Slack, and text support options.
CONS
- Core benefits such as medical, dental, and vision insurance are offered as add-ons.
- Pricing for benefits depends on carriers and market availability.
- Some organizations may still require third-party HR tools for deeper workforce analytics.
- Core benefits such as medical, dental, and vision insurance are offered as add-ons.
- Pricing for benefits depends on carriers and market availability.
- Some organizations may still require third-party HR tools for deeper workforce analytics.
For organizations that value simplicity, responsive support, and strong compliance credentials, Justworks offers a payroll and benefits platform that appears reliable and easy to adopt. During the product walkthrough, the admin dashboard immediately surfaced upcoming payroll runs, pending PTO approvals, and onboarding alerts. Salaried payroll ran automatically, making the process feel simple. And based on the demo we reviewed, administrators can still make adjustments, such as bonuses or commissions, either individually or through bulk uploads.
Benefits enrollment is handled through the same interface. In the employee view we tested, the platform walked through plan selection step by step, showing medical, dental, and vision options along with the employee’s monthly contribution before confirming enrollment. Each plan included explanations that appeared when hovering over plan details, which helps clarify insurance terminology.
Another benefit feature worth highlighting is Health Advocate. According to Justworks, employees can call a HIPAA-compliant hotline to speak with a healthcare professional who helps them evaluate plan options. Since we weren’t able to test that service directly, this assessment is based on the vendor’s explanation and user feedback about how the service supports employees who may be unfamiliar with employer-sponsored health coverage.
Beyond payroll and benefits, Justworks includes several HR basics that many small companies would otherwise manage through separate tools. Employees can request PTO, access company directories, review payroll information, and view documents within the same system. These workflows are also available through the mobile app.
During the demo, we also saw how employees and administrators can reach support directly from within the platform through chat. The vendor claims responses can sometimes arrive within two minutes. While we weren’t able to test response times ourselves, the speed and accessibility of support were consistently highlighted in user feedback we reviewed.
Much of Justworks’ credibility comes from its history as a Professional Employer Organization. The company has operated as a PEO since 2012 and holds IRS CPEO certification and ESAC accreditation. These credentials indicate compliance with strict financial and regulatory standards, providing additional reassurance to companies entrusting payroll tax filings and benefits administration to a third party.
That said, Justworks still seems best suited for small and mid-sized businesses rather than large enterprises. Companies that require extensive HR customization or very advanced workforce analytics may need a more complex HR suite.
1up, Acterra, Andie Swim, Artemis Ward, Aunt Flow, beehiv, Capsule
The Payroll Plan has a base fee of $50 plus $8 per employee per month, covering payroll, HR tools, expert support, and time tracking. Benefits start at $8 per eligible employee for medical, dental, and vision insurance, with additional options including COBRA, 401(k), HSA/FSA, commuter benefits, life, and disability insurance.
Best For
Small and mid-sized U.S. businesses that want easy payroll and benefits administration today and the option to move to a PEO as they grow.
We use it for our HRIS and reporting. Specifically we have onboarding through it as the I-9 is completely automated and so is the payroll/tax side specifically for the employee to set up direct deposits and tax information. Another key workflow was the signature feature for the automated upload of documents and sending out those documents for signature through the tool. We use Justworks from hire to retire and for contractors. You cannot use it for anything outside the U.S. We use this product every day, all day for anything “people” except it cannot do career tracking, job architecture, or compensation analytics unless you use the added resource: Mineral.
- The customer service is very responsive and knowledgeable.
- The PEO is also very good with keeping us up to date with deadlines and any legal developments that will affect our employees wherever they may live in the U.S.
- The open enrollment is also very automated and easy to understand.
We have used Justworks for over 5 years. The key benefits are the PEO services in which they help with managing remote employees easily. At the time when we were buying HRIS, we wanted an all-inclusive PEO and an automated payroll system with the help of a PEO that had expertise in every employment state law in the U.S. You can ask the customer service any question 24/7 and employees have their own support line as well open 24/7. They are very responsive even in quick emergency situations.
- It's not an open API so systems cannot connect to it.
- It does not have a customizable onboarding solution.
- You cannot automate the application-to-hire process and have to manually put in a new employee without seeing their interview history.
- I don't love the way that payroll is set up sometimes with options that only payroll experts know and not just anyone using the tool.
The interface is easier to use and friendly for all types of technology users.
I would ask myself the following questions: how big are you scaling your business and how much manual work are you willing to put up with?
If you are looking for complete automation of the lifecycle of the candidate to employee to employee exit or change to contractor- this will not be doable in this system. It will make your manual tasks more time consuming.
The key buying criteria for Justworks is do you want an easier payroll system? Then this is the tool for you.
They just integrated Greenhouse but that means you are completely stuck with only using Greenhouse.
Someone who is okay with manual input of data.
A large organization with global full-time employees.
Paylocity
Paylocity is among the top payroll vendors in the US market thanks to its ease of use and excellent customer support. It’s also quite comprehensive, offering a range of tools from tax to global payroll management, and benefits administration.
PROS
- 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.
- 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
- 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.
- 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.
Paylocity is one of the largest payroll providers in the United States but that’s not the main reason we were drawn to it. Our top deciding factors, instead, are its customer service, user-friendliness, and affordability.
We have heard a lot about Paylocity’s customer support, so we wanted to see it for ourselves. We got in touch with the Paylocity team to book a demo, and we really enjoyed the punctuality as they answered our questions and guided us through the software’s setup.
Paylocity is very user-friendly. We like that the ease of use applies not only to the web version but to the mobile app. It is particularly helpful for employees to access the self-service from anywhere to do a quick check on their payroll and benefits, make changes, and submit claims.
While not as advanced as some top enterprise-oriented payroll and benefits vendors, Paylocity’s reporting capabilities can be of benefit to mid-sized teams. There are a few reporting options to choose from or customize to track your benefits costs and see how employees are using their benefits. This information can be helpful enough in making decisions about benefit plans.
Though Paylocity doesn’t disclose its pricing on the website, businesses have praised the platform for its affordability compared to similar options in the marketplace.
Momentus, Watters, Weigel’s, ILC, Upward, HMC, Polywood.
The exact pricing of Paylocity's offering is not publicly-disclosed.
Best For
Paylocity is a great option for companies, ideally midsized, looking for an established payroll and benefits software tool that is budget-friendly, user-friendly, and has great customer service.
We primarily used Paylocity to:
- Run payroll for salaried employees.
- Track time for non-exempt employees and merge timecards with payroll to process overtime payments.
- Create modules for annual employee training and track completion for compliance purposes.
- Allow employees to view benefit options and select their plans during open enrollment.
- Run reports to integrate information housed in Paylocity with talent, HR, and finance systems.
- Their customer service team was always accessible and helpful, allowing me to quickly talk to an expert to address any needs. This was especially valuable since I didn’t have other "superusers" on my team.
- I appreciated the variety of reports available to run and export, enabling us to develop Paylocity as the "source of truth" for employee data and integrate it with external databases and spreadsheets.
- I liked the ability to house asynchronous professional learning modules within the system. When training was only required for specific roles, we could assign it to select users; for universal training, we could make it a requirement for all.
My organization moved to Paylocity from ADP in 2018. I used it for four years as a manager, then began running payroll and supervising managers approving time and payroll for two years. Paylocity offered us the ability to run more sophisticated reporting, integrate HR functions, and manage employee training for an organization of 500 employees.
- Paylocity has a wide range of capabilities, but each section is designed slightly differently, making navigation between sections (e.g., time and labor to payroll) less intuitive.
- Although I could easily reach the support team, the representative assigned to our organization was not always available, so there was a lack of continuity in my interactions with someone who could help me build expertise.
- I became a more frequent and experienced Paylocity user about two years into our tenure with them, missing much of the initial onboarding. Due to staff turnover, some institutional knowledge was lost. Although their online user guides were helpful, it would have been beneficial to have a structured sequence of guides or an orientation tailored to different aspects of the platform to support ongoing learning.
Paylocity is excellent for large or rapidly scaling organizations. I appreciate the vast amount of information it can store and export and its versatility in being used across multiple departments, including talent, HR, finance, payroll, and development.
When considering Paylocity, think about the size of your organization, the price point (as it may be a more expensive option), and how you intend to use it, as there are many features to choose from.
Also, consider what other systems you use and whether you want to migrate functions like time tracking or learning into Paylocity, keep them separate, or integrate them.
Their support options have expanded to meet diverse user needs. You can call for support, email, use the community forum, or access user guides.
Paylocity is best suited for larger organizations seeking a scalable platform that can serve as a comprehensive solution for organizational needs.
Paylocity may not be ideal for small businesses or organizations with simpler needs for training, time tracking, and payroll.
ADP
Possibly the longest-standing company in the payroll market, ADP deserves a mention. Their breadth of features includes many other HR workflows which fit enterprises and SMBs alike.
PROS
- Native, all-in-one technology suite for recruitment, payroll, and compliance.
- 17 RPO service centers in 14 countries and provide services in 42 different languages.
- Dedicated team of AIRS-certified recruiting professionals.
CONS
- Technology options outside ADP’s dedicated HR tools are limited.
ADP is perhaps the best known company in the payroll space. Given their scale, they can offer just about everything your business needs when it comes to payroll and benefits.
The Boston Globe, Whole Foods, The Bancorp, BP, Douglas Ellman Real Estate, Margaritaville, LongHorn Steakhouse
Sometimes ADP has special offers, like getting 3 months free when you sign up for their small business payroll processing plan. However, they don't share the prices for their payroll packages, so you'd have to request a quote to move forward.
Best For
ADP is a good bet for companies of many sizes, but they’re certainly not the most self-service product out there. Their products are worth looking into if you’d prefer to have professionals work with you on setting up payroll.
We use ADP to manage payroll. It is also used to provide affordable benefits. The HRBP helps to ensure we remain compliant and provides resources as needed. In addition, the helpline is always available. The MyLearning tool has also provided hundreds of training sessions.
The pros of using ADP are having an HRBP and a Payroll Advisor who works directly with you. The HRBP has been great at ensuring that we are following the proper guidelines for our HR-related issues. Having a payroll advisor gives us direct 1:1 support while doing payroll. It has also been great for updating our employee handbook, I love the way they make sure our policies are up to date as new policies develop.
We have been using ADP since 2017. As a small nonprofit organization, it was important to find a PEO. This helped with lowering the cost of benefits for our staff as well as managing our payroll. It has also provided us with endless HR resources.
When thinking about buying this tool, think about your company’s specific needs. Take into account the size of your company and what your expectations are. Be sure to have a budget that shows what your company will pay for benefits versus your employees. Think about what HR resources you are interested in (will you solely rely on ADP or will you also have in-house assistance)? Thinking about these things will help you when speaking with the representatives.
Over time we have been able to upgrade from Total Source to WorkForce Now. This has allowed us to have better reposting and made it easier on our accounts when submitting payroll. It has saved us a ton of time with spreadsheets. ADP is great at keeping you up to date on ungraded to their system. They have also evolved their MyLearning tool which provides a ton of training and now they have more live training and even in-person leadership training.
I feel like ADP can be useful for any size organization, it all depends on the needs. Whether it’s for part of the platform or the entire platform they have something to suit everyone’s needs.
Remote
Remote is an excellent choice for distributed teams who require a top-notch payroll and benefits service. Their customer care is outstanding: 24/7 live chat, free HR tools, local experts for employers, plus technical support for workers. They also operate as local entities in more than 60 countries.
PROS
- Benefits plans are locally curated. Health, dental, vision, life, mental health support, and disability are all covered, as is pension/401(k).
- Local entity ownership helps Remote have more control over service costs, resulting in more flexibility in its pricing and service.
- Transparent rates. No markups on benefits premiums.
- Self-service features are easy to navigate.
- 24/7 HR support from regional experts.
- Option to provide equity-based compensation to employees.
- Fast and compliant payroll in 170+ countries.
- Live chat support with local payroll experts.
- Flexible, localized benefit packages.
- Flat-rate pricing structure, no deposits or hidden fees.
- Mobile app streamlines expense reimbursement with autofill from receipt photos.
CONS
- Remote currently offers no off cycle payroll, and only wire transfers and direct deposit are available.
- Lacks phone support.
- Very few pre-built integrations (Greenhouse, BambooHR, and HiBob). Companies will likely rely on its custom API to connect their current ATS and other HR tools with Remote.
- Doesn’t have a free trial.
- Redundant for organizations solely recruiting within the U.S.
- Help center documentation isn’t easiest to understand.
Remote helps distributed teams provide a better experience for their workers via country-custom benefit plans and easy-to-access employee self-service features. Remote is one of a few providers that owns legal entities in the regions where it offers EOR services, which gives them an advantage by greater flexibility in services and lower costs for its customers. Both of these are significant features that companies who use third-party aggregator services ll cannot offer.
Remote’s benefits are offered without premium markups, and they offer everything from paid time off to holidays, health care, and life insurance. Remote gives you access to region-specific advice and support to help you finalize your benefits plans.
Remote offers a 15% discount for eligible startups and nonprofits for up to 12 months. They also offer free service for up to ten employees for companies who hire refugees.
The apps, though well-made and frequently updated, were surprisingly hard to find online.
Both the Android and iOS apps are easy to navigate and have essential features like submitting expenses, booking time off, accessing payslips, and, according to Remote, there’s more in the pipeline.
Arduino, GitLab, Paystack, Loom, cargo.one, Secureframe, Phaidra.
- Contractor Management plan: $29/contractor/mo
- Employer of Record plan: $599/employee/mo (when paid annually)
- Global Payroll and Remote Enterprise plans: Custom prices – contact Remote.
- Startup and nonprofit discount: Eligible startups and nonprofits can get 15% off EOR and Contractor Management services for 12 months.
- Refugee discount: Up to 10 employees free when hiring refugees
Best For
Remote is best for teams with a globally distributed workforce. This tool makes it easy to hire, onboard, provide benefits for, pay, and retain top international talent.
It’s also a great option for startups, and nonprofits who can benefit from their 15% discount, and for those who hire refugees,
Remote is used by our firm to hire in locations like South Africa, Colombia and Brazil. We are able to use Remote as the Employer of Record and offer benefits just like they worked directly for our firm. You queue up the hire, Remote makes the offer in their system and makes all the employee information available via web portal. All expenses, benefits info, etc. can be accessed any time.
- Easy Onboarding - Remote does make onboarding hires in remote locations quite easy.
- Online Portal - great to have all the hires from all international locations in one place.
- Expenses - easy for employees and companies to track/pay expenses.
With a shortage of talent in the U.S., our firm needed to hire in locations where we did not have an entity. Global EORs offer a way to do that without setting up a legal entity first. Remote was an up-and-coming player in the space that made getting setup much faster, less complex than traditional partners like Velocity Global. We have used the system for approximately 2 years now.
- Billing/Invoicing - Remote has had multiple billing errors in our invoices and their system is incredibly confusing for reconciling what is outstanding vs. the errors they have made.
- Management - Remote has changed management recently and they have changed terms & conditions from our original invoices and have taken away promotions by saying they were "introductory promotions" rather than the "negotiated terms" like we originally discussed.
Remote was a leader in simplicity when we first began using their services a couple of years ago. Now, I believe certain competitors have caught up and surpassed them.
- Cash flow - these services require upfront payment for payroll so be prepared to pay month end payroll by the 17th of that month.
- Terminating employees - Employment laws vary country by country. Remote is offering a service to make it easier on your company to hire elsewhere; however, terminating employees can be quite difficult.
Remote was very startup friendly 2 years ago. Their management has changed and their culture has changed drastically. It is no longer a customer-focused culture going above and beyond to win customers.
Remote is good for an established company in search of a way to explore hiring people in other regions of the world.
Remote is not good for startups.
Paychex
Paychex offers three different plans that can serve the needs of various types of small businesses, all focused on payroll processing and featuring some HR tools as you go up in range.
PROS
- Pay-as-you-go plans for various business scenarios.
- Plan upgrades offer enhanced features like performance management, employee screening, and benefits services.
- 48-hour onboarding with personalized payroll guidance for Select and Pro plans.
- Experienced payroll and benefits administrator for 740,000 US companies.
- Timecard processing can be fully automated.
- Integrates well with benefits providers like Benetrac for benefits management.
- User-friendly interface for reviewing W2s and paystubs.
CONS
- Users struggled to get timely help due to frequent payroll contact changes and long wait times.
- Some reported payroll errors and tax inaccuracies which caused compliance issues.
- Separate departments in Paychex for payroll, HR, and benefits hinder integration, customization, and support for small businesses.
- Limited third-party integrations.
- Some users reported slow app login.
- Less modern looking compared to competitors.
We quickly understood why Paychex is so popular among U.S. businesses after diving into its automations.
The auto payroll tax filing, for example, is nicely done. It can handle the whole tax filing process, which is super handy for multi-state teams in minimizing errors and avoiding penalties. Additionally, the employee onboarding feature is one of the most robust we have tried, with easy-to-complete online forms and personalized messages.
We also got a good impression of Paychex’s time tracking, as this tool not only supports touchless employee clock-ins but is agile enough for both medium and large teams.
On top of that, the availability of PEO services means Paychex users can gain access to specialized support for health benefits, compliance, and onboarding without the hassle of finding a whole new tool.
Paychex might be a bit trickier to use and get support than ADP but its strong automation focus is a boon and its HR tools are high quality.
However, if top-notch design is important to you, a fair warning: Paychex’s UI isn’t very good. Perhaps due to its abundant feature set, the payroll platform’s interface gives off a rather cluttered feeling.
Cluttered interface aside, we found the customer support team to be underwhelming. It's tough to get hold of someone on the phone and, when it comes to email support, this vendor can take hours and even weeks to respond. We're also not big fans of the frequent changes in Paychex's customer success managers' contacts, either. This, according to several users we spoke to, has made it even tougher to get assistance.
740,000+ companies, including ESET, Funnelbox Inc., Smile Cafe, H.Y.P.E. Counseling Services, ASG, and Pet Partners.
Paychex pricing starts at $39 per month, plus $5 per employee per month.
Best For
Medium and large-sized U.S. businesses face the intricacies of employing and paying workers across state lines.
I use Paychex in various ways as part of my daily operations. One key feature I rely on is the benefits platform during the onboarding process. I routinely input employee records and update information such as job title, pay, and user roles. I also grant access to Paychex Flex, which allows employees to clock in/out, enroll in benefits, view pay stubs, and update personal information.
I approve PTO requests, view work schedules, and manage our field technicians through the mobile clock-in feature. Lastly, I run company-specific reports to monitor headcount, overtime, and turnover rates.
One of my favorite features is the time and attendance tracking, which includes mobile clock-in for remote teams, shift swap management, overtime tracking, and real-time schedule viewing.
Payroll management is also very straightforward with automated direct deposits, recurring payroll runs, and the ability to review and edit entries before submission.
Paychex also offers strong capabilities for hiring and onboarding, such as posting jobs on Indeed, sending digital onboarding packages, and scheduling interviews.
Our organization bought the Paychex system for its payroll and HR functionality. The company had a strong reputation for its suite of products and its ability to scale with our business.
The payroll and tax services proved easy to use and ensured accurate payment to our employees. Its tools for managing employee benefits were also very helpful, as they simplified our healthcare and other benefits offerings.
In the two years we have used it, we have created a one-stop shop for employees who previously lacked a centralized benefits platform and often had to speak directly with HR for any questions.
Our HR team consisted of only one person (myself) at the time, and I struggled with the workload. Paychex significantly reduced that burden. It also helped improve retention, as I was able to tailor benefits packages for each employee based on their needs.
I have noticed occasional errors with the payroll tax feature, which sometimes does not withhold correctly for certain individuals. A software update may be needed to resolve this. It also took a few days to fully set up, as the system was not very intuitive at first. Additional support or a more streamlined onboarding process would be helpful.
When using multiple features at once, the system can become clunky and less responsive. Improved integration within the platform would enhance overall performance.
While Paychex is more expensive than some alternatives, its wide range of packages allows the tool to grow and adapt to specific user needs. It stands out as a flexible solution that simplifies everyday administrative tasks.
If you need a flexible tool to manage daily business tasks, Paychex is a strong option. It provides a user-friendly and automated way to handle payroll and taxes.
Buyers should consider the time required for the initial setup, though the system performs well once everything is in place. Having everything centralized eliminates the need for multiple platforms.
Paychex’s customer service has improved significantly, allowing most issues to be resolved quickly.
Paychex is a great tool for startups and small to medium-sized businesses.
Paychex may not be ideal for businesses with a large number of employees or high turnover, where more robust or scalable solutions may be needed.
Rippling
Rippling is a great choice for SMBs who want payroll to be a seamless and highly accurate process they don’t have to worry about.
PROS
- All-in-one platform for payroll, employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, they likely integrate with other key tools from your tech stack.
- All-in-one platform for employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
- Operates globally with any currency
- Workflow automation
- Analytics opportunities
- Provides a holistic view of company outflows—headcount costs included
CONS
- Very SMB focused
- Decent prices for the core HR tools, yet extra features (sold as add-ons) can be too pricey for some.
- Some shortcomings are reported with benefit carriers, and users may be limited to their partner ecosystem.
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing
Rippling was started by Zenefits alumni. They focus on helping small and medium organizations extinguish HR and IT busywork with one solution. The tool is built to be used, with ease, across every department.
Their product aligns with what you’d expect from a Silicon Valley-based startup: a great UI, eye-catching design, and fast performance. Notably, they have over 500 integrations (and counting) so they are likely to be able to meet any team where they are at, technically speaking.
Proxy, Dwell, Superhuman, Expensify, Checkr
Rippling’s pricing starts at $8 per month per user and will vary depending on which modules you’d like to use.
Best For
SMBs with a strong need for automation in HR processes.
I personally used Rippling as a recruiter, primarily as my ATS system. It also provided a company directory within the platform, which was very helpful. I no longer work for the company that uses Rippling, but the tool was seamless and easy to use.
The ATS workflow was simple and user-friendly—you could view applications, reject or move candidates forward, email them, and send job offers with just a few clicks. I mainly used it for recruiting and the job offer process. My colleague used it for onboarding.
I liked how user-friendly Rippling is. Another major advantage is that it’s an all-in-one platform. It simplifies workflows and makes tasks easy to complete.
They needed an ATS system for hiring. The company bought Rippling, which was helpful because it's not just an ATS—it has many features that benefited the business. They had Rippling before I started, so I assume it’s been more than a year and a half.
We liked that Rippling is an all-in-one platform, handling HR, recruiting (ATS), employee spend, and payroll. This provided a single solution for the business instead of requiring separate platforms. It was easy to manage everything in one place with Rippling.
I didn’t immediately notice anything I disliked about Rippling. The cost might be a concern, though it starts at $8 per employee, which isn’t very expensive unless the company is large. I didn’t pay for Rippling myself, as the company covered the cost.
Rippling stands out by being an all-in-one platform, while many ATS systems only focus on recruiting. It offers capabilities that most other tools do not.
It depends on what the buyer is looking for. I liked it from the ATS perspective—if someone needs a user-friendly, easy-to-use product, this works well with little to no learning curve. Buyers should also consider the cost of managing multiple platforms and whether Rippling makes sense for their business model.
I don’t have much insight there. I used it primarily as an ATS, so I'm not sure when new features were added or what those features are.
I would recommend Rippling to anyone who needs an ATS system for hiring. I can’t speak to the other features, as I only used it on the recruiting side. My HR and payroll teams also used Rippling and mentioned that they found it easy to use.
Rippling may not be a good fit for someone who doesn’t need an ATS or payroll solution. For example, a solo business owner might not need a tool like this.
Papaya Global
Papaya Global stands out in the realm of payroll software for enabling seamless, secure payments to contractors and employees in 160+ countries, backed by robust security and compliance measures.
PROS
- Papaya ensures prompt payouts within 72 hours across 160+ countries.
- Transparent pricing with a 60-day money-back guarantee.
- Dedicated customer success managers in your time zone, providing localized assistance without extra charges.
- The starter monthly fee is reduced to $12 per employee for full-service payroll.
- Offers comprehensive solutions (data and insights, benefits, immigration, payment services, employee data management) at an accessible entry price.
- Papaya Global packs the EOR services you need to do global payroll and employment compliantly in over 160 countries.
- Automated payments in over 100 currencies, 80 of them directly to the worker's bank account through its global banking partners.
- Dedicated customer support providing locations-specific knowledge regarding employment and payroll.
- End-to-end payroll guaranteed payouts in 72 hours.
- Offers four standalone solutions: data and insights, supplemental benefits & immigration support, payment services, and employee data management, making the platform more affordable and scalable.
CONS
- Lacks local entities in service countries; no tax penalty guarantee information available.
- No free trial or plan is offered.
- Additional fees include setup, onboarding, cycle per employee, year-end fees, and a required deposit.
- Limited existing integrations, but free use of pre-built APIs and custom API integrations.
- No free trial or free plan.
- Doesn’t own entities in all the countries it serves. The platform forms relationships with existing local in-country partners to handle employment in a specific region on the client’s behalf.
- BI analytics reports and global immigration services cost additional fees.
- Charges extra fees for setup, onboarding, employee cycle, and tax filing. Also requires a refundable deposit.
- Built-in integration options aren’t very robust. However, the platform does offer pre-built APIs, SFTP, and custom API integrations for free.
Papaya Global is highly favored by both users we've engaged with and our editorial team. We’ve been familiar with the tool since early 2021, and it immediately stood out for its transparent pricing, comprehensive HR tools, robust BI analytics, and local customer support.
The platform caters to employers and staff alike, providing unified access to payroll, payments, and workforce analytics. It ensures automated payments in local currency, customized benefit packages, and multilingual pay slips across 160+ countries. Additionally, AI-powered engines scrutinize invoices for precision.
In-house benefits experts are at your service for location-specific advice at no extra cost. Employees benefit from a user-friendly self-service portal for onboarding, time off requests, document checks, and payslip reviews. The recently launched mobile app (as of February 2023) offers even greater accessibility, allowing access to payment calendars, bank details, and company announcements on the go.
They also offer a unique global equity management feature, enabling equity distribution to employees, regardless of location. The platform excels in providing dynamic visual insights for payroll and HR, billing, and administrative data.
There are critical factors to consider when evaluating Papaya Global for your company’s needs. For example, depending on the service region, Papaya may or may not have its own local entity set up, which means they will rely on third-party local partners. Additionally, though pricing transparency is a strength, additional expenses like setup fees per location, onboarding fees, cycle fees per employee, year-end tax filing fees, and a refundable deposit should be considered. We advise evaluating and outlining all the ins and outs specific to your team’s needs and then meeting with Papaya Global’s team for a comprehensive quote tailored to you.
Fiverr, Toyota, Wix, Deezer, Intel, Johnson & Johnson, Microsoft
- Full-Service Payroll service: Starts at $12 per employee per month, with flexible options based on operational needs.
- Payroll Platform License service: Begins at $3 per employee per location for tech upgrades.
- Data and Insights Platform License service: From $150 per employee per month, offering real-time analytics on payroll costs and headcount.
- Payments-as-a-Service service: Starting at $3 per employee per month, delivering a dedicated workforce payment platform.
- Global EOR plan: Ranges from $650 to $1000 per employee per month for comprehensive EOR management.
- Contractor Management & IC Compliance plan: Tailored services for outsourced contractors, starting at $2 per contractor per month.
- Global expertise services: Starting at $190 per month per employee, this lets you add the global health plan, immigration support, and global equity for employees.
Their benefits offering has grown with time, along with equity management. These tools get more robust each time we get an update from the team at Papaya. For example, their benefits offering has evolved to focus more on holistic well-being, covering mental health and featuring e-services like telehealth and self-care tracking apps.
As for their equity management tool, it can now support a vast spectrum of options, including (NQSOP; ISO; ESOP), Restricted Stock Units, Cryptocurrency, Employee Share Purchase Plans, and even Phantom Stock Plans.
Best For
Papaya Global is a good choice for streamlining global payroll and benefits operations in countries with established entities. It's particularly valuable for businesses with international hires within Papaya Global’s extensive country coverage.
We started by using the payroll functions to consolidate our global payroll teams into a single platform that headquarters could manage. The success of this initiative led us to expand our use of Papayaglobal, incorporating additional functions such as global recruiting and the employer of record service. This allowed us to streamline our employee experience across all locations. Eventually, we added the employee portal feature, further enhancing the consistency and efficiency of our HR processes worldwide.
- The tool ensures compliance with employment legislation across different countries.
- It handles payroll functions, including currency and tax laws, specific to each country.
- The platform provides a unified experience for all employees globally, which can be managed from a central location.
The organization I worked for needed to streamline its payroll and HR platform to cover all global locations. We were struggling to manage payroll efficiently while complying with various employment laws. The financial burden of maintaining multiple teams to oversee these functions was also a concern, as it was costly to ensure accuracy and compliance. Payroll was our primary focus, so we sought a platform that could handle these tasks without requiring a large, expensive team in each country. We have used this tool for several years now, with significant improvements in efficiency and cost savings.
- The primary support is via chat, which can be inconvenient during urgent situations.
- The cost might not be suitable for startups or small businesses.
- The learning curve is steep for large companies, requiring significant time to implement and integrate fully.
Papayaglobal offers a globally integrated service that ensures compliance with employment and tax legislation. Compared to similar tools, it is user-friendly once you become familiar with it. The ability to manage all employee functions from headquarters on a single platform distinguishes it from others, making it a valuable investment.
Papayaglobal is ideal for large companies with multiple global locations seeking a unified platform for HR and payroll management. It is particularly beneficial if you want to manage these functions centrally while providing a consistent experience for all employees.
Papayaglobal has become more user-friendly and has expanded its support options. It now offers more integrations with other software, making it even more versatile and useful.
Papayaglobal is excellent for large, multi-location organizations. It is particularly useful for companies with global operations looking to consolidate HR and payroll functions into a single team at their headquarters.
Papayaglobal may not be suitable for startups or small businesses with limited locations. The cost may outweigh the benefits for smaller operations. However, it could be worth considering as part of a global expansion plan.
OnPay
We love OnPay because it takes less than one hour to setup and is the lowest cost option on the market.
PROS
- Free tax form handling for W-2 employees and 1099 contractors.
- Some HR services included within the plan at no additional cost.
- 30-day free trial available (starts after OnPay verification).
- Well-developed online help resources.
CONS
- Poor functioned employee mobile app.
- Requires payment four days before payday for direct deposit.
- Doesn’t support automatic payroll.
- Customer support sometimes hard to reach.
OnPay is perfect for smaller companies (500 employees or less) who want a simple and straight-forward payroll process, plus help with HR. Onpay customers love the customer service and the transparent pricing - it’s one monthly fee for everything. They offer benefits management in all 50 states including medical, dental, vision, and 401k retirement plans.
OnPay charges a base fee of $40, plus $4 per employee per month.
Best For
OnPay is a great solution for smaller, budget conscious companies that also want a basic HRIS in addition to payroll.
We use OnPay regularly, typically once a week, to manage payroll processes in the organization. The tool has helped us automate payments to employees and contractors, calculate taxes, and file them on time. We also use it to track employee benefits and time off, making it easy to keep everything organized. OnPay is especially helpful for generating reports, which we use for financial planning and compliance. Overall, it has streamlined payroll and HR tasks, reducing manual work through automation.
- Payroll processing is made simple for users of all levels by OnPay’s user-friendly interface.
- Its comprehensive suite of payroll solutions ensures accuracy and saves time, offering features like direct deposit, automatic tax calculations, and compliance management.
- The customer service provided by OnPay is excellent, with professional support agents available to help with any queries or issues.
My company chose OnPay because we needed a less time-consuming and more straightforward solution to manage employee benefits and payments. Before OnPay, we had trouble tracking taxes and ensuring accuracy. Payroll automation, tax computation, and benefit tracking became easier with OnPay. It has helped us save a lot of time and minimize errors over the past year. Additionally, the customer service has been excellent in answering queries and providing support.
- Compared to some of its competitors, OnPay offers limited integration with third-party apps, which can hinder seamless data flow for companies relying on multiple software programs.
- The pricing structure can be expensive for smaller firms that require more services or products beyond the basic payroll package.
- There are limited options for customizing payroll settings and reporting, which can make it challenging to adapt the system to specific business requirements.
OnPay sets itself apart from rivals by offering a simple, user-friendly interface that makes payroll processing accessible, even for those with minimal accounting experience. In contrast, some competitors have more complex systems that require in-depth training.
OnPay’s transparent pricing, with no hidden fees, allows businesses to budget for payroll services more easily. Other competitors have more variable pricing structures, which can become complicated and expensive as they scale.
OnPay is designed with small to mid-sized enterprises in mind, offering features like easy setup, streamlined processes, and extensive customer support tailored to their needs. In comparison, some competitors focus on larger businesses and may prioritize different tools over OnPay.
- When choosing a payroll solution, look for one that is easy to use with a flexible design, like OnPay.
- Ensure there are no hidden fees and that the pricing structure aligns with your organization's budget.
- To make payroll processes more efficient, prioritize features such as automatic tax calculations and compliance tools.
- Choose a service provider like OnPay, which offers dedicated customer support when needed.
- Finally, maximize productivity by selecting a tool that integrates with other apps your organization uses.
Over time, OnPay has added features like payroll compliance management and automated tax computation tools, improving its user interface for a better customer experience. It has enhanced integration capabilities, making data sharing with other apps easier.
OnPay has also invested in attentive customer service to offer timely support. Additionally, the pricing strategy has become more flexible and transparent, catering to the financial needs of small and mid-sized enterprises.
Small to medium-sized enterprises needing a reliable payroll solution with features like automated tax computations and compliance monitoring will find OnPay well-suited to their needs.
OnPay provides an effective payroll processing solution for businesses seeking simplicity without the complexity of larger systems, thanks to its clear pricing structure and prompt customer service.
Larger businesses that require sophisticated payroll features, high customization options, or advanced reporting capabilities typically found in more complex systems may find OnPay unsuitable.
Additionally, businesses with specialized payroll needs or those requiring extensive third-party integrations may find OnPay's services limited compared to its competitors.
Paycor
Paycor is the go-to option for U.S.-based businesses because it goes beyond the average payroll and benefits solution by offering recruiting and employee performance in one place.
PROS
- Paycor is a very user-friendly payroll solution. The interface is simple and intuitive, and easy to navigate.
- The self-service employee portal lets employees access their HR information and benefits online.
- Offers multiple subscription options, making the tool more accessible to businesses of different sizes.
- No limit to the number of payrolls you run each month.
- Frequently runs discount offers with set-up fees waived on all plans.
- A free trial is available per request.
- Offers on-demand payment options in all plans.
- Accessible via mobile devices.
- Paycor payroll solution and mobile app are both straightforward to use.
- Intuitive self-service employee portal.
- Offers multiple modules for small businesses and custom plans for teams with 50-1000 employees.
- Unlimited payrolls.
- Offers discounts frequently. Though not listed on their site, a free trial is available to those who contact the support team directly.
- On-demand pay is available for all plans.
- With the acquisition of the people development platform Verb, it has improved its employee learning experience.
CONS
- Paycor offers various support options, including phone, email, and chat. However, they aren’t very responsive to customers’ queries.
- Undisclosed pricing.
- It provides time tracking as a paid add-on.
- The reporting functionality can be challenging to use, as data is sometimes unavailable.
- Can be challenging to customize the software if you have a unique set of requirements.
- Undisclosed pricing.
- Customer support is reported to be slow at times.
- It is not a good fit for teams with 1000+ employees or those requiring advanced customization to meet their unique requirements.
Paycor is featured here because it’s flexible and feature-rich. Users can purchase Paycor’s payroll alone and upgrade for onboarding, time-off management, and other HR functions as needed.
The first thing that caught our eye was Paycor's payroll. The solution can handle all-state and global payrolls, but please note that their global payroll services are outsourced to third-party services by location.
Available payment options are in pretty good shape. They offer on-demand pay, direct deposit, Paycor wallet, and access to Autorun, and each of these features is available on the basic plan.
Running payroll on Paycor is straightforward. The UI is simplistic, and navigation is intuitive for most users.
Employees can make benefits selections via the web or mobile apps. Both offer access to self-service payroll, onboarding, and attendance. As a security measure, changes to employee data are reported immediately to admin users.
However, rather than making this information available to any website visitor, Paycor only offers benefits guides, calculations, and other resources to their customers. Their data reporting capabilities left something to be desired, especially on the lower-tier plans.
Customer service being sometimes difficult to reach is also a disappointment, especially considering how critical prompt support is when it comes to payroll.
Wendy’s, McDonald’s, Detroit Zoo, the Cincinnati Reds, Chicago Fire FC.
Fees vary depending on the number of employees and features selected.
Best For
Paycor is particularly well-suited for organizations operating within the United States and employing up to 1,000 individuals. Its strengths shine particularly for sectors such as manufacturing, healthcare, food and beverage, nonprofits, and professional sports organizations.
We used Paycor mainly for payroll processing. It worked well for our US employees, but we could not get it to work for our expatriate employees from Germany. It made running payroll fast. The worksheets for entering payroll were easy to follow, and I liked how we could see the total before hitting submit. The benefits feed was also easy to understand.
The worksheets were easy to use and understand. The reports were clear and well organized. Running hourly payroll was time-efficient.
My organization bought Paycor when we were looking for a PEO company. We were looking for something that could handle most HR tasks (payroll, benefits, and compliance reporting). The additional employee tracking was beneficial.
We used Paycor for about five months during our start-up phase. We moved away from Paycor when we found a boutique PEO that better fit our organizational needs.
There was a disconnect with running expatriate payroll. We had consistent errors. It was difficult to get timely feedback and responses.
Paycor was similar to others that we used, and I did not see substantial differences between them. I prefer the current PEO company mainly for the customer service aspect.
Paycor would work better for local employees. If you are dealing with international employees, I would look for a better option that specializes in handling expatriates.
I’m not sure how the tool changed or evolved over time.
Small, local organizations can benefit from Paycor.
International organizations with thousands of employees may not find Paycor helpful.
Gusto
Gusto is a versatile solution: flexible pay schedule options, payroll deductions, automated tax filing, benefits, self-service, and more. SMB users particularly appreciate its compatibility for both W-2 employees and domestic and international contractors.
PROS
- Gusto payroll works for U.S.-based workers (W-2 employees and contractors) and for international contractors.
- The software supports online signatures and automated tax filing.
- Flexible payroll options accommodate different schedules and unlimited pay runs.
- Automatic deductions streamline benefits administration.
- Phone support, email, and customer service resources are available.
- Licensed benefits advisors are accessible to all plan users.
- Transparent pricing with no long-term contracts and no account 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 payroll support for international employees.
- There is no native accounting feature for tracking earnings and spending.
- Simple plan lacks native time tracking and online signatures, requiring third-party integrations.
- The analytics dashboard is basic.
- Federal/state compliance alerts and existing broker/health insurance integration require the Premium plan or add-ons.
- A free trial is not available.
- 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
We have found Gusto to be a versatile payroll and benefits software that caters to the needs of small and medium-sized businesses.
One of the standout features of Gusto is its support for W-2 employees and domestic and international contractors. The software's capabilities extend beyond payroll, providing support for online signatures and automated tax filing, which streamline administrative tasks. We have a weak spot for flexibility, and Gusto doesn’t disappoint us by providing different pay schedules and unlimited pay runs.
Gusto has also known among HR folks for its support responsiveness. The platform provides phone support, email assistance, and licensed benefits advisors for all plan users to ensure that users can receive prompt service when needed. It also is praised for having a transparent pricing structure, eliminating long-term contracts and account setup fees.
However, it's important to note that Gusto does not currently support payroll for international employees. Additionally, the software lacks a native accounting or spend management features, so users must rely on third-party integrations.
The analytics dashboard, while functional, may be considered basic. And please be aware that federal/state compliance alerts and integration with existing brokers are exclusive to Gusto’s highest tier plan or available as add-ons.
A free trial is not an option here, limiting the opportunity for businesses to explore the tool before committing.
Gusto serves over 400,000 businesses nationwide, including many that turn to the platform specifically for its integrated payroll and benefits management capabilities.
Gusto offers four plans for its payroll and benefits software:
- Simple: At $49/month + $6 per employee per month (PEPM), this plan includes single-state payroll, employee profiles, and onboarding. Optional add-ons are HR Resources ($50 + $5 PEPM) and Priority Support ($30 + $3 PEPM).
- Plus: Priced at $80/month + $12 PEPM, this plan expands on the Simple plan with multi-state payroll, time tracking, and surveys. The same add-ons are available.
- Premium: For $180/month + $22 PEPM, this comprehensive plan provides a full payroll and benefits suite, dedicated HR support, and compliance tools.
- Contractor Only: This plan costs $35/month and is designed specifically for teams that only pay contractors.
Best For
Gusto offers an affordable basic plan, making it accessible for budget-strapped startups. Additionally, the top-tier Premium plan is an excellent choice for SMBs with available capital to invest in human resources, particularly if they have a small HR department.
I used payroll biweekly, then switched to weekly (payroll changes of this type are extremely well handled in their system). Annually, we update the employee handbook (which is automatically emailed/text-blasted to the employees for an electronic signature), semi-annually for all harassment/employee education (also via a partner listed in Gusto), as needed to onboard/terminate a new employee, and daily as needed to update employee records or pull reports for analysis.
The software is laid out very nicely, making it easy to find anything, and all employee documents are in one place. Reports are easy to find and customize. Their help desk is extremely knowledgeable. If they can't help you, it's elevated via a ticket system to an in-house engineer. Gusto is so user-friendly that an employee can learn what they need to know in minutes.
Gusto was purchased for a small company's payroll, HR management, and processes.
We needed to simplify payroll, become fully HR compliant, and organize processes (handbook, reviews, job descriptions, tax documentation, etc. for the team). HR at the time had worked with various large platforms that would not suit our needs because they were overly complicated with a cumbersome setup for a small company.
Combined with features we would never use, these platforms were an unworkable option. This led us to find a vendor specific to small businesses. A colleague of the owner suggested Gusto. After one demonstration, we decided to go with the full suite of offerings (Premium) but later reduced to Plus. Once you learn the features, you know what you can do without and save some money.
One problem we had, which Gusto was unable to solve at the time, was timekeeping. We added a timekeeping system that partners with Gusto for a seamless hourly staff payroll. There are lots of options listed within Gusto.
I've used the Gusto tool for four years. All our HR problems were solved. Gusto works perfectly for a small business (under 100 employees). Payroll is a snap. Managers approve their employees' time, it's filtered into the Gusto system, and ready for final approval/submission within minutes.
Additionally, you have a window to pull back payroll to make changes. All adjustments (healthcare, court-ordered payments, etc.) are easily set up via each employee, and changes can be made within seconds. Employees can update their personal or tax information right in their app, which is very convenient for them.
Gusto simplified the entire onboarding process, along with payroll, handbooks, employee reviews, etc. Gusto needs to add their own time clock system (if they haven't already), but their time clock partners work extremely well.
One last point, if you want to be very specific about which employee's information their manager is allowed to see, Gusto has levels of permissions for managers and employees built into the software.
It would be nice if they had a timekeeping system (that wasn't on the internet), reducing the need for another app. It would also be nice if Gusto had an applicant tracking system. PTO can be cumbersome to figure out on an accrual basis.
Gusto is by far the best payroll, HRIS software I've used mainly due to its simplicity and speed.
How many employees do you plan on running through the system? Payroll over 100 could be run better on a different platform. Understand what Gusto cannot do that you'll need to add on (timekeeping app, harassment training). What does your accounting firm do for you that Gusto can automate? 940/941 filings, tax setup for unemployment in each state.
I'm a fan of their customer service; however, many think they're too slow. Growing pains, Gusto's management will catch up. They've streamlined even more in the last four years.
The entire HR department and all managers with staff in small business can find Gusto to be a great fit.
Gusto is not suited for a company with a large number of employees. They gear their product to small businesses, and they're good at it.
QuickBooks
Quickbooks is a trusted name in financial tracking, payroll, expense reports, and even time and attendance software for small businesses.
PROS
- Unlimited pay runs, auto full-service payroll, and same-day deposits included.
- Supports unscheduled payrolls and automatic year-end tax filings.
- Reminders for tax readiness provided.
- Pricing transparency. 30-day free trial available.
CONS
- No employer app.
- More expensive than some competitors like Patriot.
- Limited third-party integrations.
- No global payroll features.
Many small businesses use Quickbooks for their accounting and financial reporting. They know that small business owners may not have enough time to be doing payroll, so their solution focuses a lot on running things automatically and freeing up your time. The same goes for taxes, as they'll calculate, file, and pay your payroll taxes for you, in some cases.
For payroll, Quickbooks has three plans:
- Core: The basics to pay your team and have payroll taxes done for you at $22.50 per month
- Premium: Manage your team's payroll with HR support and some employee services for $37.50 per month
- Elite: This plan provides access to on-demand experts in order to simplify payroll to the max. It starts at $62.50 per month.
QuickBooks often offers discounts for its plans. They currently have a 50% discount on all plans for the first three months of subscription.
Best For
SMBs with a fairly simple payroll structure but little time to handle it all themselves.
First and foremost, we utilize the invoicing functionality to create and send professional invoices to our clients. This feature allows us to track payments, send reminders, and easily manage our accounts receivable.
In addition, QuickBooks helps us with tax tracking by enabling us to categorize income and expenses appropriately, making tax preparation more efficient. This feature ensures that we have accurate records and can easily generate reports for tax purposes.
Another important aspect of our QuickBooks usage is the mileage and expense tracking. We utilize the built-in tools to record and categorize our business-related mileage and expenses, ensuring that we have a comprehensive record for reimbursement or tax deductions.
The reporting capabilities are vital to our organization as well. We leverage the various reporting options available to gain insights into our financial performance, monitor cash flow, track profitability, and make informed business decisions based on real-time data.
Finally, QuickBooks serves as our central hub for transaction tracking. We record and categorize all our financial transactions, including sales, purchases, and payments, in order to maintain accurate and up-to-date financial records.
- QuickBooks integrates seamlessly with other business tools and software
- It allows us to customize our needs and only pay for what we use
- It integrates with other vendors to help us streamline processes
I have used it for almost 3 years and tried different versions. I chose QuickBooks because it provides a user-friendly interface, comprehensive features, industry recognition, seamless integration capabilities, and scalability options—all of which contribute to efficient financial management and supports the organization's needs.
It is easy to switch between versions as business needs change (add or remove payroll option, etc). One of the primary reasons we selected QuickBooks is its widespread adoption and industry recognition. QuickBooks is widely regarded as a leading accounting software solution, trusted by millions of businesses worldwide. This reputation reassured us of its reliability and stability.
It offers scalable options that can accommodate our organization's growth and evolving needs. As we expand, QuickBooks provides the flexibility to add additional features or upgrade to more advanced versions to support our changing requirements, ensuring long-term viability for our financial management system.
- There are so many versions and it's hard to find directions for the one that we use at that time
- It is nearly impossible to talk to a human being
- During the sales process they will give you as much attention as you need but as soon as you are in, you are pretty much on your own
- Quickbooks offers many different options and they will cater to your business needs (just make sure you do your due diligence at the beginning before they close the deal)
- EVERYONE knows about Quickbooks so it's easy to use and clients have no problem paying you via QB
- However, many other similar tools will offer live support or even a dedicated account manager. Even though it may cost a little more but this might be a dealbreaker to some businesses.
- Know exactly what you need it to do for you and clearly specify it during the sales process. Make sure you do not overpay for something you will not use
- Make sure you stay within budget and pay attention to special pricing as most plans will offer discounted costs but only for the first few months.
- Check that your bank and other third-party vendors will integrate with QB. While a lot of them do, not all.
They evolve all the time by adding new versions to accommodate everyone's needs (last time I checked there were 45).
Small to Medium, independent contractors, startups.
This helps us explain it better to readers of the review, and proves you are a customer of the product with access to the tool
Namely
Namely provides a quick and easy payroll solution with modern design and UX. Their all-in-one HR platform can be used by any company really, though they pay close attention to mid-market companies.
PROS
- Namely's user interface is highly praised by users. It is clean and quite intuitive despite the platform's comprehensive feature coverage.
- The employee onboarding module includes a user-friendly wizard that effectively guides new hires through necessary steps and tasks.
- Along with Namely’s built-in features for data management, recruiting, onboarding, time off tracking, payroll, and benefits administration, Namely offers managed payroll and benefits administration services for those needing extra assistance.
- The majority of users are able to navigate Namely without any issues. They find the UI to be intuitive and clean, despite the fact that the platform has lots of features.
- Namely’s employee onboarding module gets a alot of praise from users. It features an easy-to-follow wizard, which helps new hires get on quickly and be clear on what they need to do.
- Besides the platform’s built in features for data management, recruiting, onboarding, time off tracking, payroll and benefits administration, there are also managed payroll and benefits administration services you can opt for to reduce the burden on your internal teams.
CONS
- Namely primarily caters to U.S.-based companies, which makes it unsuitable for organizations needing to manage pay and benefits for employees in other countries.
- The implementation process of Namely can be time-consuming, typically taking a minimum of 6-8 weeks.
- Despite how big of a player Namely is in the HR space, it lacks employee development features like skill training, career pathing, and succession planning.
- Before purchasing Namely, it is essential to ensure compatibility with your current benefits provider, as there have been reported instances of Namely's team encouraging users to switch to more expensive providers.
- Namely primarily operates in the U.S., which means if you’re looking for a global payroll and benefits provider, this platform isn’t for you.
- Though many praise the platform’s ease of use, it does take long to implement it. Namely’s own team says that an average implementation takes between 6-8 weeks.
- For a platform of Namely’s size, there currently aren’t any features that focus on employee development such as skill training, career pathing, succession planning etc.
- You’ll need to check beforehand if Namely can work with your existing benefits provider, if you have one. There have been a few reports (but not few enough to ignore) about Namely’s team convincing customers to change their benefits provider to providers that charged them more.
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Namely’s all-in-one platform comes with a payroll module for processing salaries on time and without any errors. It can help you with a lot, including calculating wages, deductions, and taxes, and generating pay stubs for your employees. The platform is also always up-to-date with the ever-changing payroll regulations and tax laws to ensure you don’t get penalized and that everything pertaining to your employees’ payments is above board.
We like any product with employee self-service features and Namely checks that box of ours. Your staff can log in to a dedicated dashboard to access and manage their payroll information, update personal details, and view pay stubs whenever needed. Namely also packs a robust reporting module to get a holistic view of your company’s payroll and valuable statistics to make informed decisions.
Greenhouse, Bevi, and Workwave are among Namely’s 1000+ customers.
Namely has custom pricing that varies according to the extent of your need. You can contact the Sales team for an estimate.
Best For
Namely predominantly serves mid-sized companies across different verticals.
We currently utilize Namely for managing payroll, which has been essential in ensuring timely and accurate compensation for our employees. Namely is used daily for onboarding new employees, streamlining the process and making it more efficient. It has also been valuable in tracking new employee benefits and was particularly useful during our company-wide open enrollment period in July. Supervisors use Namely for conducting yearly performance reviews for all employees, which has significantly reduced the need for paper-based evaluations. Additionally, Namely helps us with quarterly and annual data tracking for State and Federal reporting purposes, ensuring compliance and accuracy.
- Namely offers excellent benefits brokerage and administration, making it easy to manage employee benefits.
- The customer service provided by Namely is outstanding, with quick and helpful responses to our needs.
- 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.
- Uploading form templates into Namely can be challenging, requiring additional time and effort.
- The ability to add e-signatures to documents is limited, which could be improved for better functionality.
- 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.
Namely may not be the best fit for large companies with more complex HR needs, as its features are tailored more towards smaller and mid-sized organizations.
Why Payroll and Benefits Software?
There are a few apparent use cases for payroll and benefits software. However, we also wanted to explain some of the benefits that may not be as self-evident. Here is the “why” behind buying new payroll and benefits software:
- Pain-free payroll: These solutions will run payroll for you in a streamlined way that reduces your time and effort. To teams using outdated systems or completing operations manually, this could mean hours or even days saved per pay period.
- Simplify health benefits: These solutions guide you through the benefits selection process, sometimes with a trusted consultant who recommends packages that fit your company well. Your employees can then choose which option is right for them during open enrollment, qualifying events, or onboarding.
- Access to experts: Managing benefits and payroll internally can be complicated, especially if this is not your day-to-day focus. You must be aware of and keep up-to-date with a wide range of regulations and requirements, as they can change frequently! To assist with this, the best benefits and payroll solutions offer day-to-day customer support and will work closely with you when making strategic decisions and regulatory updates.
- Access to better health plans: The best payroll and benefits solutions provide you with greater access to competitive employee benefits to create a package that makes the most sense for your employees. You will also be able to compare plans from different providers more easily and therefore ensure you have selected the best package for your business’s needs.
- Cost-effective: Using an external vendor for payroll and benefits will help decrease the number of employees you need for this function and help save on costs in technology, support, and training.
- Save time: On average, 19% of small businesses spend 80+ hours a year on federal taxes alone. Small and medium businesses that arm themselves with the right solution to handle payroll and efficiently manage benefits save a lot of time, resulting in their ability to allocate time to their core business and product.
- Ease of use: Software solutions today are serious about their product experience. They have built their platforms with their various end users in mind and provide them with a simple-to-use, mobile-friendly, and feature-rich experience. Your employees can now look up co-pays on mobile when at the doctor, or request time off in a given pay period.
- Increase employee retention: With greater access to a wide range of employee benefit insurance and retirement plans, you will be able to ensure that your employees feel taken care of. Naturally, this has a considerable sway towards employee retention.
- Aids in your talent strategy: The right payroll and benefits software helps you attract talent by offering the best and most comprehensive benefits packages. An AICPA survey found that 80% of those polled would choose a role with a comprehensive benefits package versus a position with a much higher salary but no benefits.
- Enhanced security benefits: Most top payroll and benefits vendors will have high levels of security that contemplate HIPPA and have varying levels of SOC compliance.
- Compliance guarantee: According to recent payroll statistics, 1 in 2 companies have been penalized for non-compliant payroll. Payroll and benefits software have access to the most up-to-date information which means that you never have to worry about missing tax notices and other regulatory notices. This is a huge benefit as you will help protect your company and reduce your risk of compliance-related expenditures.
Key Features of Payroll and Benefits Software
The majority of the top-rated benefits and payroll solutions provide feature-rich offerings that are wrapped into an intuitive user experience. While we’ve focused on payroll and benefits, there are additional add-ons that you may also be interested in, especially if you do not currently have another solution in place. Many of these also map to the demo questions we have suggested below:
- Payroll software features: Automated and unlimited multi-state and global payroll runs (Plus contractor & vendor payments, tips reporting), off-schedule payroll runs, all tax filing/payments, multiple pay-rates and schedules, reporting including year-end payroll reporting, and direct deposit.
- Employee benefits admin software features: Employee self-service (including self-service benefits enrollment and changes), benefits administration & cobra administration (health, dental, vision), and additional benefits options including 401K/retirement, life insurance & disability, FSA, HSA, commuter, and additional supplemental benefits.
- Other important features: Time tracking & paid time off, HR documentation & PTO policies, employee directory & surveys, workers’ compensation & risk mitigation, new hire onboarding, HR expertise (varied based on level), online resource center (Best practices, FAQs, and more), and mobile friendly and/or mobile app.
How to Choose a Payroll and Benefits Solution
The following is what we’ve learned over the years:
- Choose a payroll service that has a track record for serving companies of your size.
- Remember, change management requires a team effort. You may need to involve a few different teams during the buying and implementation process including your operations, HR/recruiting, information technology, and communications teams.
- Core features that you probably already have and that employees/HR are used to, like direct deposit, automated pay stub distribution, and payroll taxes need to be in any future offering you use.
- Don’t forget about integrations! It’s important that any new system can sync with the rest of the tools in your tech stack at least in some sense.
- Make sure the vendor that you choose can operate in all of your office locations (don’t forget your remote employees). Several of the vendors we’ve outlined here are among the best global payroll providers, but many do have a heavier focus on the United States.
- Documentation is paramount— get your ducks in a row in advance to help streamline implementation and prevent any delays that could have a negative impact on employees. Nobody’s going to be that excited about the new payroll and benefits system if the next checks or deposits are going to be late.
- Choose a vendor that is compliant with the most recent regulations and that takes data privacy very seriously. HIPAA and tax payment violations can be extremely costly.
- If you already have an insurance broker with whom you like to work, make sure that your new vendor allows for this— not all of them do, and those that do may charge an additional fee.
- If you are moving to benefits with a provider, remember to report any employees who are on COBRA to the new provider and make sure to ask if they assist in COBRA administration.
- Lastly, choose a vendor that you can grow with. Make sure that the vendor is confident in their ability to work with you based on your targeted employee growth rates as a company.
Payroll and Benefits Software Pricing
The cost of payroll and benefits software varies based on company size and feature requirements:
- Payroll Software for Small Businesses: Entry-level solutions can start as low as $19 per month. For example, Gusto offers a "Simple" plan at $40 per month plus $6 per employee, which includes full-service payroll and basic onboarding.
- Payroll Tools for Medium-Sized Businesses: Plans typically begin around $50 per month and can exceed $1,000, depending on the number of employees and desired features. These plans often offer advanced payroll features, HR support, and benefits administration.
- Payroll Solutions for Large Enterprises: Due to complex needs, such as managing a diverse workforce across multiple locations, comprehensive payroll solutions often start in the four-figure range monthly. These packages usually provide extensive support for multi-state taxes, advanced reporting, and dedicated customer service.
Demos Questions to Ask Vendors
Once you have chosen a few vendors to demo, it is imperative to ask pertinent questions. Here is a list of questions we think you should ask on demos.
Support:
- Who will be on my support team during the payroll software implementation, how will that change after I’m set up?
- What the the specific steps our company will have to go through to get this setup and how long does each take?
- What internal stakeholders do I need to bring into this?
- What are the support SLAs?
- How big is your biggest customer and how small is your smallest customer? What is the size of your average customer?
- What are the most common reasons that companies don’t succeed?
- How will our pricing change as we scale?
Tech & Security:
- Can you walk me through the typical workflows that HR would go through? Employees?
- What is the mobile experience for HR and employees?
- What’s on your product roadmap?
- Do you support multi-factor authentication?
- Do you support single sign-on?
- Are you SOC 2 compliant?
- What is your security audit process?
- How do you keep our data safe?
Regulatory & Compliance:
- Do you have a regulatory compliance team?
- Who handles regulatory updates for taxes, HR, or benefits?
- How will I get updated on regulatory changes relevant to my business?
- Do you handle payroll in my state (within the U.S.)?
- Do you handle international payroll services (if you operate internationally)?
- Are you GDPR compliant?
- How are tax filings handled? Is there an extra charge for this?
- Do you handle new hire onboarding reporting and forms?
- Are you ACA-compliant? What about HIPAA and ERISA?
- How will you handle benefits for my employees in different states and, if applicable, remote employees?
- How can my accountant or finance team access the relevant files?
Payroll Integrations and Process:
- Is your offering full-service payroll or a tool that I will use to run my own payroll?
- How are payroll taxes handled? How are tax forms generated?
- What standard integrations do you support? Do you integrate with my existing technologies (accounting software, HRIS, ATS)?
- How will direct deposit work with our employee bank accounts?
Payroll Software FAQs
What is payroll software?
Payroll software is a solution designed to manage, automate, record and organize payment of a company’s employees.
What is benefits software?
Benefits software is a solution designed to take over all administrative benefits tasks, including managing and organizing health insurance, retirement programs, time off and leave.
Can my company do payroll and benefits without software?
Yes, your company can process payroll and benefits without the assistance of software. However, manually taking care of payroll and benefits requires a lot of time and effort. On average, over 20% of small businesses spend 120+ hours dealing just with federal employee taxes. That’s before even considering benefits management. That time is better spent perfecting your business or product, therefore automating payroll is a worthy investment.
Do software providers offer both payroll and benefits software together?
Yes, many payroll vendors offer a benefits solution and vice versa.
Need Help Shortlisting for the Best Options for Your Business?
For those press on time and want to narrow the search to the top payroll and benefits solutions that most align with their organization’s priorities and budget, SSR Advisors provide a transparent, unbiased shortlist of 2–3 recommendations from 1,000+ vendors across HRIS, Payroll, and HCM—for free. Get in touch with one of our advisors today!
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.
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- 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.
