It's user-friendly. It's capabilities to manage different HR processes. The fillable documents tool.

BambooHR was bought in order to store employees' information in one place. The objective was to better organize information and create automated workflows. I started at the company about 14 months ago and it was already in use but I estimate that it has been used for the past 5 years or more. One of the main benefits it provides is that job information as well documents and time off can be in one place. This allows the HR team to easily pull reports and access the data. Another benefit is that it is very user friendly, for employers and employees.

It takes a long time to add additional features (sometimes suggested by customers). It has different restrictions when it comes to reporting, in terms of editing some reports to add/delete fields. The performance management tab is very basic and it doesn't allow customers to tailor it to our needs.

I guess the main difference is the simplicity when it comes to managing different processes. Other systems are more complex and have too many additional steps or fields which make it harder to navigate the platforms. I really prefer it because it does not require a lot of training for anyone to learn how to use it and it has a lower price compared to other systems.

The first one would be the number of employees. If you are a large company, BambooHR may not fit your needs as it has some limitations. Secondly, what they are really trying to get out of the system. If it's only being used for what we use it (storing information, submitting time off requests, pulling basic reports) then it would work great. If they are trying to have all the information in one place, such as benefits and performance management, the fact that it has limitations, mostly related to updates and customized fields, then it would probably not be the best option.

They have evolved quite a bit. Their customer service has improved. Some fields have become customizable over time or they have been added by the BambooHR team. Reporting has also improved with the addition of a few different reports which provide further information and can be combined with others, such as turnover rate with reason for termination, etc.

Mid size companies that have payroll and performance management already in use. It is also good for organizations that do not want to spend a lot of money on an HRIS or that have a limited budget.

Deel simplifies the hiring process, particularly for contractors, making it incredibly user-friendly. The compliance features are invaluable, keeping us informed of legal changes across different countries. Moreover, the platform itself is straightforward and easy to navigate.

Our organization needed a system that would enable us to quickly hire contractors in Europe while scaling with our growth. Deel was chosen for its clarity, ease of setup, and cost-effectiveness. Initially, it was used for managing our European contractors, but as we transitioned from contractors to full-time employees, Deel's capacity to handle EOR and contractors across multiple countries proved ideal. We have been using Deel for just over a year, starting with contractors and recently expanding to include EOR services for our European employees.

Navigating the platform can sometimes be confusing when trying to locate specific features. Currently, Deel does not support adding US employees, necessitating separate HRIS systems for our US and international staff. Additionally, we occasionally encounter unexpected fees.

Deel offers a more affordable solution compared to its competitors, although it's important to consider potential hidden fees. While the platform's overall look and functionality are similar to others in the market, the differences are relatively minor.

When considering a tool like Deel, evaluate your hiring needs outside the US. Inquire about all potential costs, including benefits and administrative fees. Also, plan strategically for the countries you intend to hire in, as adding multiple countries can complicate the process.

Deel is actively developing new features aimed at becoming a comprehensive solution for US-based employers managing international hires. This ongoing evolution is geared towards creating a single platform that can accommodate a variety of HR needs.

Deel is exceptionally well-suited for SMBs to small enterprise businesses that need an efficient platform for managing contractors. It offers simplicity and ease of use that is ideal for businesses at this scale.

As a startup company, I love the ability to automate my daily HR administrative tasks. I’m very impressed with the onboarding capabilities for both in office and remote hires. In addition, the ATS integration with Workable is great to streamline hiring.

We were introduced to HiBOB at an HR Technology convention. We were seeking software to automate our hiring workflow process. Bob allowed us to create customized workflows, and implement e-signature documents which drastically improved our onboarding process. Bob also was very useful in helping our HR team with our company reorganization.

It would be nice if Bob had its own ATS to eliminate the requirement for third-party software.

Bob is different from its competitors for several reasons. I find the user interface and experience to be more desirable than a few other platforms. Bob is easy to navigate and has the ability to customize my dashboard. Most importantly our new hires love the straightforward modern onboarding process.

The first thing people should look for is to determine if the tool aligns with your company needs and goals. People should also make sure the tool integrates with their existing tools i.e. ATS. The next feature to consider is the cost per employee. An ideal tool will offer reduced rates as your employee/user headcount increases.

Bob has evolved overtime to meet the new HR landscape and policies surrounding things such as the use of Ai. They continuously provide monthly newsletters with additional templates and tips for HR professionals. Bob also introduced a DEI dashboard.

Small to medium

• Monday is very user-friendly.
• It is an excellent organizing and tracking tool.
• It helps keep our team on the same page and aligned.
• It is flexible, allowing for customization with colors, column types, status updates, dates, and more formatting options.

We bought a subscription to Monday.com to track deliverables and ensure we were all on the same page. It is very helpful for listing key items we focus on each month, assigning responsibility for each item, allowing owners to update their status, add comments, and even assign a due date. The entire team can access a board and make updates in real time. It is extremely helpful in keeping our team organized and connected with clear communication. We use it in every meeting to review items, their status, and check where we stand with each. We reorganize priorities daily, which is simple in the tool by just dragging and dropping. It's a very user-friendly tool and aesthetically pleasing to use.

• One con is the cost.
• There are so many features that it can be overwhelming at first, but once you get used to it, it's great.
• I wish it had more colors for the labels, or the ability to create custom colors using RGB.

I really like how easy it is to use and how organized it is. I've used a similar tool, but it wasn’t as aesthetically pleasing. I enjoy the little celebration that goes off when you mark an item as complete. It's the small details that set Monday.com apart from its competitors.

You should weigh the pros and cons of what you need versus the cost. There are a lot of features, so if you won’t use most of them, you might want a lower-tier plan with fewer features. Also, as your company grows, more people will need access to the boards, which can increase the cost. Overall, I think the cost is worth it. In our company, Monday.com has greatly improved alignment and communication.

It has added more features over the years and updated its user interface to be more aesthetically pleasing (such as adding confetti when a status is marked complete). They now have a mobile app, which is also very useful.

I think it's good for both small and large companies. It's especially useful for administrative tasks, marketing, HR, finance, operations, tech, and IT departments. However, I don't think it would be ideal for a warehouse or manufacturing environment.

What I like about Paycor is that it provides a convenient way to manage and update information about job candidates all in one place. I also appreciate that I can communicate with candidates directly through Paycor, keeping track of past conversations and future interview plans. Additionally, Paycor makes it easy to sort through candidates based on specific skills needed for the job.

Our organization purchased Paycor to help address several key challenges we were facing in managing our candidate database and streamlining the hiring process. This led to inefficiencies in our recruiting efforts. By implementing Paycor, our organization hoped to have a centralized database that would make it easier to organize, search and sort through candidate data, ultimately leading to a more efficient hiring process.

Another key factor that led us to choose Paycor was its ability to help hiring managers process applications more quickly than was previously possible. With the volume of applications we were receiving, it was becoming increasingly challenging for hiring managers to review and respond to all of them in a timely manner. Paycor offered a suite of tools and features that promised to streamline the process, enabling hiring managers to identify and evaluate top candidates more efficiently.

Finally, as a staffing firm, we needed a tool that could help them manage the different clients we were working with within a single portal. Paycor offered a range of features that made it easy to organize and track client data, enabling us to manage relationships with clients more effectively.

I would like to express my dissatisfaction with the platform's outdated user interface design in comparison to other Applicant Tracking Systems (ATS) which are currently more in line with prevailing market trends. Additionally, I have noticed occasional lags in the tools when generating reports or retrieving candidates' information, which can be problematic. Another issue I have encountered is that the platform does not save the last search that was performed, which can be inconvenient and time-consuming.

One aspect that I find particularly helpful is the ability to track a candidate's progress through various stages of the recruitment process, including the "Back Burner" stage, which is valuable when identifying a potential candidate for future hiring needs if not the present needs. Another advantage of Paycor Recruiting over other Applicant Tracking Systems (ATS) is the ability to filter candidates based on niche skills, which can be especially beneficial for filling specific job requirements. Finally, I appreciate the ease of use when generating and rolling out offer letters with Paycor, making the hiring process smoother and more efficient.

When you are thinking about buying a recruitment or HR tool, there are some important things to consider. Firstly, you should think about the cost of the tool and whether it is affordable for your organization. You also need to make sure that the benefits of the tool outweigh the costs.

Secondly, you should think about the size of your organization. Some tools may be better suited to smaller or larger businesses, and you want to make sure that the tool you choose is easy to use for all team members.

You should also think about how many people will be using the tool, as this can affect the licensing and training requirements for the software. It's important to make sure that the tool can accommodate the number of users you need and that you have the resources to train your staff effectively.

Finally, you should consider where you will be posting your job openings. If the tool you choose isn't connected to popular job portals in your region or industry, it may limit the number of candidates you can reach.

Overall, if you carefully consider these factors, you can choose the right tool that meets your specific needs, budget, and goals.

Paycor, as a human capital management platform, has made changes over time based on user feedback to improve its interface. Additionally, Paycor is willing to provide more demo sessions to help users understand its platform better. The platform has also made changes to accommodate big organizations, and started targeting those as their potential customers. Overall, Paycor has taken steps to enhance its user experience and meet the needs of its diverse user base.

Paycor can be particularly beneficial for small to mid-sized businesses that are looking for a user-friendly, cloud-based HR solution that can streamline their HR processes, including payroll, benefits administration, time and attendance tracking, and compliance management. Additionally, Paycor can be useful for companies that are looking for tools to manage employee onboarding and development, as well as those that require custom reporting and analytics to make data-driven decisions.

• 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.

Recognizing the inefficiencies of siloed HR systems, we implemented Rippling to centralize payroll, benefits, onboarding, and even IT management. This user-friendly platform automates tasks, boosting departmental efficiency. Employees are empowered through a self-service portal, freeing up HR time for strategic initiatives. Rippling prioritizes security, giving us peace of mind. Overall, it streamlines processes and empowers our workforce.

Before implementing Rippling, we juggled multiple siloed systems for payroll, benefits administration, and onboarding. It was time-consuming and error-prone to manage everything separately. Rippling offered a single platform to manage everything in one place, allowing for a more efficient and centralized approach. This has not only saved my client a significant amount of time but also improved the employee experience by providing a user-friendly portal for them to access their benefits information, make changes, and complete onboarding tasks.

Rippling isn't without limitations. Extensive customization for unique needs might require extra development work. Some reviews suggest scalability limitations for massive enterprises. Thankfully, these haven't been dealbreakers for us, and the overall benefits outweigh the downsides.

Unlike competitors with clunky interfaces, Rippling prioritizes user-friendliness for both HR and employees. It goes beyond just payroll or benefits, offering a single platform for HR, IT, and some finance needs. This centralization eliminates juggling multiple systems and fosters smoother workflows. Rippling's focus on automation frees up HR from repetitive tasks, allowing them to focus on bigger picture initiatives. Ultimately, Rippling stands out for its user experience, comprehensive approach, and focus on streamlining HR processes.

Selecting HR software requires introspection. Identify your core needs - is it strong payroll, benefits, or something else? Prioritize user-friendly interfaces for both HR and employees. Finally, decide if a one-stop-shop like Rippling suits you, or if best-in-breed solutions for specific areas are preferable.

Rippling keeps evolving to meet user needs. They've expanded beyond core HR functions, offering features like bill pay. Automation is increasing, freeing up HR professionals. User experience remains a focus, with ongoing improvements based on feedback.

Rippling shines for SMBs - easy to use and centralizes HR for them. Fast-growing companies benefit from its scalability and automation for a growing workforce. It also excels for those seeking streamlined workflows and a user-friendly experience for both HR and employees.

Paylocity offers many pre-loaded reports, which were useful for targeting specific metrics. The interface is user-friendly and has many valuable features. Having the opportunity to participate in a demo with a representative to walk through Paylocity’s functionality was extremely helpful. Additionally, the function that automatically posts new vacancies to multiple job sites, like Indeed and Monster, was very convenient.

Our company switched to Paylocity after acquiring another franchise. The acquired company already used Paylocity, and it was part of the contract that we would keep and integrate it with our existing employees. I have used it for about two years. However, there were numerous issues on payday, with several instances where paychecks were deposited into the wrong accounts.

While customer support was promised to be excellent, it was often difficult to find solutions when problems arose. The demo of the software was impressive, and the sales team did a great job, which is understandable why people might choose it, but the ongoing functionality can become frustrating when the same mistakes occur repeatedly.

Customer service frequently experienced turnover, making it difficult to find knowledgeable support, which was frustrating. Often, I found that I knew more than the representatives assisting me. We also encountered several instances where an employee’s pay was deposited into the wrong account, which was a significant concern that needed prompt resolution. Lastly, the frequent misalignment of cost centers was a constant issue, taking up a considerable amount of time to correct.

Paylocity has a very user-friendly interface compared to other tools I’ve used. The ability to provide demo training for onboarding new corporate individuals from other brands was a great advantage. However, once our account manager left, it became challenging to bring new users up to speed.

Consider your organization’s specific needs and take detailed notes during demos. Paylocity offers many training advantages, but it’s essential to have clear expectations of what you need from the tool.

Before I left the company, there was talk of introducing a texting feature, which seemed like a valuable addition.

I would recommend Paylocity for larger organizations. It offers a wide range of features that can be useful for payroll, onboarding, recruiting, labor management, and more.

• 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 liked Sage People because of the simplicity of managing time card data. It is a very user-friendly system for beginners to learn and navigate. The seamless connectivity with our accounting software was also a major plus.

We acquired Sage People long before I was employed, so I can’t speak to the specific issues that needed to be solved before deciding to use it. We were previously happy with Sage 100 as our primary finance management service, which is how we came to learn about Sage People. I believe a primary reason for adopting it was to reduce paper consumption. We had previously tracked everything in employee folders, which grew beyond our storage capacity. I'm also sure it was intended to make it easier to manage a growing business with a rapidly increasing employee population.

Sage People felt a little dated for our growing business, not allowing for much customization in reporting. There was no employee self-service function, which required our HR department to handle all issues related to timekeeping, PTO, and many other things. We felt like we were outgrowing Sage People and ultimately looked for something that allowed us to manage talent digitally, including training, performance discussions, and employee reviews.

Sage People was a basic and cost-friendly alternative to many other HRIS systems on the market. For those that don’t need many plug-ins, it is a wonderful tool.

When looking to buy Sage People, the primary considerations should be how many functions you are looking for in an HRIS system. For companies that primarily need help with recruiting and talent acquisition, Sage People may not be ideal, as it has limited compatibility with other programs we use often for recruiting. Consider the size of your business as well—Sage People is well-suited for a mid-sized business with around 200-1,000 employees.

Sage People has definitely improved the user-friendliness of its interface and added some functionality that most HR departments look for in an HRIS.

I think Sage People is useful for small corporate offices or organizations managing a small workforce of labor-intensive personnel.

Some of the pros of UKG are that we can easily transfer information from the applicant profile to create the employee profile with no additional steps. Another pro is the ability for our employees to clock in and out easily from their mobile devices. Lastly, our benefits and payroll are also processed within UKG, making it a more convenient process for our organization.

We purchased UKG in 2019 to help streamline our hiring process, onboarding, and payroll system. Some of the benefits of UKG include being an all-in-one hiring, onboarding, and payroll system. I am one of the administrators of our UKG system, so I use it extensively. I am very proficient in what the system can offer, along with its downsides. The tool has significantly improved our operational efficiency since its implementation.

Some cons we have found with UKG include not being fully HR compliant; for a couple of years, we have not been able to properly run our EEO-1 reports. We use UKG to complete our I-9s and E-Verify, but that is not without constant issues. Some reporting capabilities hinder us from gathering information conveniently, often requiring us to manually maneuver the reports. Lastly, the system undergoes quarterly updates; however, each update often causes another issue in UKG, which we are not notified about until we submit a ticket. This causes many problems and makes us lose faith in new updates.

Many of their competitors are now all-in-one systems, so there isn't much difference in that aspect. Some improvements are needed to make it a perfect system, but the mobile ability for employees makes it very convenient for our staff to clock in and out from various work locations, differentiating it from its competitors.

The criteria that people should think about when buying this tool include the price; it is not an inexpensive tool, especially if purchasing all of the extended platform options such as the advanced scheduler and the leave or training modules. If a full HR compliance system is needed without manipulating the data, this system may be problematic.

UKG consistently updates its system to make improvements. They try to listen to their customers and work on ensuring they meet our needs.

UKG is best for an organization that needs a basic HRIS system.

1. User-Friendly Interface: Intuitive and easy to navigate, making it accessible for both HR staff and teams.
2. Integrations: It integrates payroll, benefits administration, and performance management, streamlining processes and eliminating the need for scattered Google Sheets.
3. Employee Self-Service: The self-service portal allows employees to manage their personal information, view pay stubs, and access benefits details independently, saving us time from routine administrative tasks. This is the future of HR, as automation should be adopted across the board.

At Impactable, we chose Namely because we were overwhelmed by managing too many HR systems that didn’t integrate well. It was challenging to keep up with payroll and benefits manually, so we needed a solution that could consolidate everything and simplify our processes, allowing us to focus on developing the new platform.

Namely turned out to be a great choice. It has a user-friendly interface that even the least tech-savvy among us can navigate with minimal training. The employee self-service portal was something we didn’t realize we needed, but it has been incredibly helpful in allowing the team to manage their own holidays and benefits without constantly contacting HR.

The analytics and reporting tools, while not initially a priority, have also proven useful. I’ve been using Namely for two years now, and overall, it has greatly improved our organization’s efficiency.

1. Customer Service Issues: The customer service can be slow and sometimes unresponsive, which is disappointing given the quality of the product.
2. Integration Challenges: It took time to get the integrations working correctly, and we had to invest considerable effort in training everyone to manage them.
3. Reporting Features: The reporting features are difficult to use and have limited customization options, which was a letdown.

Namely is much easier to use compared to other HR tools, with everything from payroll to benefits consolidated in one place. It has a sleek interface, and the employee self-service portal allows staff to manage their own information. Unlike some competitors, Namely offers solid reporting tools and continuous updates, keeping the platform modern and efficient. Overall, it simplifies HR tasks better than many competitors, although I haven’t used many similar tools recently, so they might have improved as well.

1. Ease of Use: Ensure the platform is user-friendly for both HR staff and employees.
2. Integration Capabilities: Look for seamless integration with existing systems such as payroll, benefits, and other HR tools you already use.
3. Customer Support: Check the quality and responsiveness of customer support, as effective support is crucial for resolving issues quickly.
4. Feature Set: Evaluate the range of features offered, such as employee self-service, performance management, and reporting capabilities, to ensure the tool meets all your HR needs. Avoid tools that require additional services to cover all necessary functions, as there are comprehensive solutions available.

The interface has improved, and integrations are smoother. However, customer service hasn’t seen much improvement.

Namely is particularly well-suited for mid-sized organizations with 50 to 1,000 employees across various sectors such as media, technology, and eCommerce. It's ideal for companies looking for an all-in-one HR solution that integrates payroll, benefits, and performance management. Businesses that require comprehensive analytics and reporting tools to make informed HR decisions will also benefit significantly from Namely’s features.

• Zenefits provided a one-stop shop for employee onboarding.
• It was easy to navigate for business leaders and employees to find and update their information.
• It was an affordable solution for smaller or startup companies.

The company I joined had already been using Zenefits for about two years. It was the system that business leaders selected as a professional employer organization (PEO) to manage employee information, payroll, and benefits administration, before a dedicated HR team member was hired. The tool itself was fairly easy to navigate and suited the needs of a smaller company with fewer than 100 employees. Employees could make changes to their own profiles with little oversight required from an administrator. Zenefits proved to be a practical solution for a company of that size.

• Zenefits (at the time) did not offer much company personalization.
• Like many PEOs, Zenefits limited the types of benefits plans available to employees.
• While suitable for smaller companies, it may not be the best option for long-term scalability.

At the time, Zenefits was a leader in the PEO space, and its ease of use and functionality made it attractive to smaller startups seeking an HRIS without a dedicated HR team. Recently acquired by TriNet, Zenefits now competes with other platforms such as Gusto, Rippling, and Justworks. At a previous company, we transitioned from Zenefits to Gusto for more support and customization options.

Business leaders should first consider the functionality they need and what specific problems they are trying to solve. They should weigh the benefits of using a PEO like Zenefits versus selecting an HRIS and working directly with a broker for more customized benefit offerings. Additionally, it's important to factor in scalability. If the company has aggressive growth plans, including international hiring, they may want to consider other systems that are better suited for scalability.

Following TriNet's acquisition of Zenefits, the platform has seen significant changes to its interface and functionality, including performance, compensation, and time and attendance modules. Having worked with TriNet previously, Zenefits is now positioned as a smaller, more intimate version of TriNet, supporting a lean HR team with payroll and performance integrations.

Zenefits is ideal for smaller companies with fewer than 250 employees, especially if their hiring and growth are contained within the U.S.