I like BambooHR because it's user-friendly. I also like that it's a system where you can really track important data like job titles and salary changes. Finally, I like that BambooHR is easy to use.

We bought BambooHR to establish a centralized place that could securely store our employees' data for our HR team. We also wanted to create a seamless onboarding and offboarding process. The customer service is impeccable at Bamboo and they're always very helpful. It's also very user-friendly. I've used the product personally for one year.

I wish BambooHR offered a way for us to administer stock options and 401K directly through the program. I also wish we had a dedicated account rep, which we, unfortunately, do not have at this time. I would love to see more engaging ways for our employees to be onboarded, as well.

They're different because they have a very attractive interface and the response rate of the customer service team is higher. They also tend to offer a more diverse set of program features.

I'd recommend really digging in to make sure you're taking advantage of all of the features and integrations Bamboo has to offer. Also, I'd recommend smaller companies (less than 50 people) really consider if this is a tool that's right for their size.

The training content they've offered is impeccable.

I'd say an organization of at least 50+ people.

1. Paylocity was great for onboarding and tracking time/attendance.
2. It was a time saver when inputting payroll.
3. I liked that employees could access their pay before the paycheck was issued.

We used Paylocity for just a few months. It wasn't quite what we had expected. We were looking for payroll software combined with a program for our HR needs. We had one person completing payroll, and it was not efficient. The amount of money spent on the accounting manager was not conducive to the company's budget. We also struggled with our recruiting process. It was nice for employees to access their pay before payday.

1. The program itself was not "quick and simple" to set up.
2. It was not always user-friendly, especially for staff members who aren't tech-savvy.
3. We did not like customer service; the agents weren't as knowledgeable as those from other HR programs I've used.
4. Teaching the program was difficult, and we wanted more how-to videos and tutorials.

I did not care for Paylocity. It was difficult, not user-friendly, and customer service was lacking.

If they are a small company, Paylocity is not going to be a good fit. They should evaluate their company's needs and weigh all options. This could be a good program for international companies looking for a basic solution.

I did not see it change much in the short period I used it.

I feel Paylocity would be a good program for large, international companies.

The first thing that we love is Deel HR is free! Not only is it free, it still offers all the bells and whistles of your typical paid platforms. I like that you can use Deel as the employer of record for international employees. Deel ensures we are compliant with local labor laws. Deel HR has replaced our need to purchase an HRIS system to serve as our employee management system.

We purchased Deel because we were seeking an affordable HR tool for our startup company. We were experiencing pain in the areas of documentation management, managing employee files on multiple databases, and wanted to streamline our operations. We were also seeking an onboarding solution that could integrate with our recruitment process. Deel has helped us centralize our HR functions and improve our efficiency in managing employee data and onboarding new hires.

The cost for the employer of record is very high for a startup company. This is an amazing solution to offer for a growing company, but I wish the price was lower or split into two payments across the month. Although it is easy to navigate, the UI could be nicer.

Deel is a one-stop shop for domestic and international hires. They have a built-in background check and visa and EOR in one platform. Other platforms require the use of multiple tools to accomplish these tasks.

First, they need to consider their hiring needs. Determine how many international hires annually to be able to do a cost-benefit analysis. They also need to have a defined hiring workflow to determine if Deel has everything they need to enhance their existing workflow.

Deel has done a great job with API and adding new integrations as the market evolves.

Global and domestic organizations of all sizes.

• Bob was a fun and engaging HRIS that employees really enjoyed.
• It allowed a lot of interaction within the platform, and for people to get to know each other better.
• There was a surprising amount of customizability you could get from the system.

I used HiBob HRIS between 2019-2020. We unfortunately had to move off of BambooHR, and HiBob was the next best platform for our company of 250+ employees. During my time, we'd used it for about 1 year. It's a very people and engagement oriented HRIS that encourages a lot of opportunities to celebrate each other, interact around any announcements, and is very culture focused. The key benefit it provided was a culturally engaging HRIS that employees enjoyed using once they were trained on it.

• It had a lot of bugs and the server can be slow at times. Hopefully this issue has resolved over time.
• It's not an all-in-one platform, they encourage you to partner with other best in class payroll, time keeping, etc. systems.
• The UI looked great, but the UX was a bit clunky. For almost all processes, there was a lot of click through that had to be made and the experience was not very user friendly.

Bob excels at creating a people first and culture centric HRIS which most do not do. At most it's where you check for your payroll. However, we got a lot of great positive feedback around the platform itself. Around HR Processes though, they seemed to still be growing in functionality at the time (2019). They are integrated with a lot of the major brands / companies around payroll, timekeeping, etc. so it makes it easy to use across platforms.

• All-In-One Platform: If you're looking for an all in one platform, this won't be the best fit. However, if you're looking for a good culturally engaging HRIS this would be a good option!
• Onboarding -> Payroll -> Offboarding Workflow: It's important to think about where you're starting your employment/ onboarding workflow since it's not an all in one system. To avoid double work / entry, it's very important to map out where you want to include what data and how you can transfer that across platforms.

Bob was very hands-on and interactive throughout the implementation, training process. They've got an aggressive and extensive roadmap which is exciting. They receive feedback very well, and it was exciting to grow alongside the company and system because we did see things change rapidly within the system for the better.

I think Bob is best for <500 employee companies. It would also probably be better for companies who have a majority of salaried employees vs. hourly non-exempt. And also for a company that wants to use the best in class platforms for various parts of the people experience.

• Our employees find their interface user-friendly
• Employment taxes are filed without any effort from us (the employer)
• It's one of the only HR software suites that has functionality for hourly employees

We bought Paycor when we needed a payroll solution that would work with employees in multiple states. Paycor allows us to process multi-state payroll, and they file the necessary taxes in each state and municipality.

We decided on Paycor for these reasons, and our staff found the UI to be the easiest to navigate. We have been using the platform for 4 years.

A great many things, unfortunately.

• Support is practically non-existent
• The payroll workflow is jumbled and doesn't make sense. Instead of a seamless flow in which you approve time card and move on to payroll in the same workflow, you do these things separately
• Their punch clock isn't very intelligent. I have to manually fix several punches a week that shouldn't have been allowed in the first place (e.g. an employee has two punch-in records in a row, with no punch-out record in between)
• There are a lot of reports, which is great. But, ironically, I can never find a report for what I need.
• It's impossible to manage what I would consider basic configurations. For example, our office manager retired last year, but she remains the manager for all employees in Paycor because the setting cannot be changed, even though her Paycor employee profile is no longer active
• Did I mention that support doesn't exist? Send in a ticket and you're unlikely to get a response.

The biggest difference we found is that Paycor has functionality (or modules) for a wide variety of employment situations. In our case, it was one of the only suites that could accommodate hourly employees, meaning it has punch clock and scheduling features.

My staff believes their UI is better, too. However, I don't believe that to be the case from an employer standpoint.

Firstly, if needed, are you prepared to wait for a response from support that may never come? Because that is a reality of Paycor.

Secondly, what functionality do you need? There are a lot of HR suites, and Paycor was our choice because it had functionality that many others did not. If you don't need time management (punch clock) or scheduling, then you should take the time to compare all of your options. Paycor may not be right for you.

Thirdly is the cost. In our second year, they changed their entire price structure. They gave us 30 days' notice. Our monthly costs went up, but we could do little as it takes many months to evaluate other options and several more months to facilitate the migration. The point being, we were stuck and had to deal with the rate change.

I would say very little during the four years we have used Paycor. They've made some UI changes but nothing impactful.

I am sure there is a scenario in which Paycor is a suitable solution for companies of all sizes. Their suite has a lot to offer and can accommodate a variety of employment situations. That said, based on my experience, I wouldn't think Paycor is best suited for companies with many employees. I have a hard enough time managing five employees in Paycor.

The interface is slick and easy to use. It offers flexible and expandable HR and benefits tools, meaning it can grow with the business. The streamlined and partially automated PTO with self-service is also good.

We bought OnPay to streamline our payroll process. Our HR and finance teams were too small and preoccupied with rapid growth activities to manage payroll, and as a result, mistakes were being made. The monthly payroll process was analog, without much automation, and quite inefficient and laborious. We wanted to have a more automated and online process, which OnPay provided.

OnPay is genuinely focused on small businesses. The interface is clean and simple, not overloaded with features like those found in big company payroll tools. It connects directly with our timesheets, allows staff to update their personal data, and has streamlined and mostly automated our payroll process. We have used this tool for a couple of years.

The design is a little boring and old-fashioned. The reporting section is a bit awkward to use. It doesn't have great support for international customers.

The design is a little boring and old-fashioned. The reporting section is a bit awkward to use. It doesn't have great support for international customers.

Can you also pay contractors through the system? Can you pay staff according to different pay schedules?

We haven’t used it long enough to answer this.

US-based SMEs without international offices can benefit from OnPay.

Ease of setting up and configuring automation during the onboarding process allowed for key touchpoints to be made during an integral stage of employment. Rippling also served as a single sign-on for the Google suite products our organization used. We received multiple compliments from employees on how easy the system was to use from their perspective.

My organization wanted to move away from an HRIS that was not cost-effective. After vetting multiple HRIS options, we decided to go with Rippling. The relationship with the sales and implementation team was seamless. Rippling offered a fully integrated payroll and HRIS system at an affordable cost. My organization used Rippling during the final year we were in business and should have made the switch sooner.

There were extra fees related to year-end tax filings, such as ACA and 1095 forms. The reporting function had some limitations; while several report templates were already built in, much of the data we needed required creating custom reports. Not all of the "fun" areas of the system were included in the core package. We could have done a lot more with Rippling but simply did not have the budget to add on the additional functions.

It felt very modern from both an Administrator standpoint and an employee perspective. It did not feel like an outdated system like some others, which was something that stood out to my organization, especially being in the SaaS space.

I suggest identifying which HRIS features are most important for your organization. Some may prioritize a robust reporting function, while others may need compliant payroll across multiple states. Once those key features are identified, avoid compromising if possible. Also, consider the Administrator who will be heavily involved in the system each day—what tools do they need to succeed, how can this system help streamline their current processes, and how can it improve overall efficiency?

Unfortunately, I do not have enough experience with this system to accurately answer this question, as my organization was only with Rippling for 12 months.

Small to medium-sized businesses looking for a modern approach to HRIS and payroll. An ideal user would be someone who wants to embrace technology and utilize it in standard processes.

1. Monday.com offers a visually appealing and intuitive interface that makes it easy to navigate and use.
2. The platform provides a high level of customization, allowing users to adapt it to their specific project management needs.
3. Monday.com offers extensive integrations with other tools and platforms, enabling seamless workflow integration and data synchronization.

Our organization chose Monday.com as our preferred tool for project management and team collaboration due to several pain points we wanted to address. We struggled with scattered communication and a lack of transparency across different projects and teams. Monday.com provided a centralized platform that streamlined our communication, allowing us to collaborate efficiently and keep everyone on the same page.

Personally, I have been using Monday.com for over two years, and it has been a game-changer for both my individual workflow and team collaboration. It has eliminated the frustration of lost information and miscommunication, enabling me to stay organized and focused on my tasks.

The ability to track progress, assign responsibilities, and receive notifications has greatly improved my efficiency and accountability. The platform's intuitive interface and user-friendly design have made it easy for our team members to adopt and utilize effectively.

The pricing of Monday.com can be relatively high compared to some other project management tools, especially for larger teams or organizations.

While highly customizable, the abundance of options and features on Monday.com may require some time and effort to fully explore and configure according to specific requirements.

The learning curve for new users can be steep, especially for individuals who are not accustomed to working with project management software, requiring some training and onboarding support.

Monday.com stands out from its competitors in a few ways. First, it has an attractive interface that is relatively easy to use, even if you're not tech-savvy. You can drag and drop items and customize boards to fit your specific needs.

Compared to other similar tools, Monday.com offers more flexibility and customization. You can create and personalize boards and columns to match your workflow and preferences. This makes it suitable for various industries and situations.

I have used similar tools (Trello, Asana, MS Project, and I find that Monday.com compares well in terms of user experience and functionality. It has improved my team's productivity and communication with its intuitive design and collaboration features. It also integrates smoothly with other tools we use, which saves us time and effort.

1. Ease of Use: can you afford the time it will take to train your teams to use it.
2. Cost: it can get very expensive, especially for larger corporations.
3. Integration capabilities: check if it is integrated with the tools you currently use.

Adding new integrations continuously, creating new partnerships, creating new tools to cater to EVERYONE out there. If you have a work process chances are that you need this tool

1. Small to Medium-Sized Businesses.
2. Creative and Marketing Teams
3. Remote and Distributed Teams: With its cloud-based platform and real-time collaboration features, Monday.com is highly suitable for remote and distributed teams. It enables seamless communication, task allocation, and progress tracking, fostering collaboration even across different time zones.

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

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

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

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

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

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

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

I like Sage People,

• as it has many features for example it generates extremely comprehensive and complete reports.
• as it has tools that allow me to batch-load data in a very easy and practical way.
• because it has very complete and functional support available to the user.

The tool was acquired for the registration database of employees. It was necessary to have a tool that could globally attend several countries. The tool had to be integrated with several applications like slack, DocuSign, financial force, etc. The system needs to be very complete in terms of reports and automation. I have been using the system for more than 1 year and 3 months.

Despite being complete the system has some limitations and in some countries with specific legislation is difficult to adapt to local rules. I can say that the system is quite complex and therefore some activities are quite difficult to perform and require some steps of attention.

I can say that the system has a lot of integrations with several other applications and platforms. Sage also stands out for its complete functionality in terms of reports. I also see the support offered to understand the system as a great differential, it is very complete.

Take into consideration a tool that can be globally adapted to many countries. Consider a tool that is widely possible to connect to other human resources applications and systems such as benefits, payroll, and other applications. Also, consider a tool that is easy to use and has a potential range of reports to generate.

I highlight that SAGE has released an updated version that can be used in parallel to the classic version, they call it Lightening with a more modern interface and some improved features.

In my point of view this tool is ideal for global organizations, with a human resources department that looks and takes care of your database and needs consistency and a reliable system with the ability to manage large volumes of data and generate practical reports and dashboards and requires integration with other internal systems in the company.

It is multifaceted. It can be used to monitor your fleet, issue ID cards, and handle many other HR functions. It is excellent for a larger-sized workgroup.

We bought this tool to replace our existing platform, ADP. ADP was cumbersome and outdated. They no longer provided user support for the version we had been using. After completing an RFP, we decided on UKG, which had many more features. We have utilized this tool continuously and still do. I have used this tool for one year. I am always adding and testing new functionality within the system, such as fleet management.

It is so robust that many of the screens are unnecessary. It is difficult to customize screens to meet the organization's needs. Implementation was difficult and time-consuming.

It is different in that it offers a variety of screens that help you track everything from ID cards issued to company cars assigned to keys issued.

Consider the size of your organization. This product is not suitable for a small organization. Additionally, you need extra staff to implement it properly.

Although I no longer use it, I believe that, due to market competition, they have improved.

It is ideal for larger organizations with a broad spectrum of tracking needs and multiple locations. A moderate level of computer proficiency is also recommended.

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

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

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

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

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

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

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

Zenefits offers an all-in-one HRIS system. The integration of benefits brokerage with the HRIS made administration easy. Various integrations made Zenefits convenient to use. The ability to onboard remote employees was also straightforward.

My organization had already purchased Zenefits when I joined. The reason they decided to buy it was to have a reliable source of truth for human capital management and to transition away from a PEO. The company wanted a centralized place to store employee data, and the option for payroll was a bonus. Zenefits also offered benefits brokerage. I have used Zenefits for six years.

We experienced numerous issues with state taxes, including inaccuracies and missed payments; a more reliable resource for state taxes, from registration to payment, would be beneficial. Offer letter templates were challenging to edit and use. It would be helpful to upload offer letters directly into the portal. Benefit terminations were not always communicated to vendors, leading to extensive overpayments; offboarding accuracy needs improvement.

Zenefits would be my last choice if I had to implement a new system. Other systems offer more streamlined onboarding, greater customization, and improved accuracy. I prefer HiBob for its reliability in onboarding candidates and managing performance reviews and compensation events.

What are the specific requirements for your organization? If you are looking for a system that integrates with payroll providers, I recommend prioritizing that before choosing an all-in-one system. Not all systems promising accurate payroll can deliver. I suggest thoroughly reviewing all modules to ensure they meet your organization’s needs. Identify which aspects are most important—whether payroll, performance management, compensation management, or company surveys—and select products that meet most, if not all, of those needs.

I don't believe it has changed much in the time we used the tool.

I would not recommend Zenefits to anyone.