Best Payroll and Benefits Vendors - 2024

• Real-time payroll processing.
• Friendly account manager.
• The  several integration options available.

I set up Paychex as a cheaper alternative to ADP with a feature that we liked. The feature was the ability to see the final payroll record in real time (as opposed to waiting for emails from ADP). We used it for 3 years, but ultimately had to find another vendor. We liked the Paychex system, but they were not equipped to handle our expatriate executive leadership overseas at the time.

• Issues with specialty pay situations (expatriates).
• Customer service did not always understand the issues.
• Reports were less reader-friendly than others.

PayChex is great for regular businesses entirely in the US. The system is easy to learn and does everything that you need.

You should consider many locations you have and special payroll situations to contend with. Also, how robust of a system do you need? Small businesses may benefit from smaller, cheaper tools.

Medium-sized businesses.

Gusto offers an intuitive interface that makes it easy to navigate various tasks. Their system consolidates our processes and reduces the need for multiple platforms. Additionally, they provide excellent customer support, offering timely assistance whenever needed.

We chose Gusto due to its comprehensive payroll, benefits, and HR solutions, streamlining our administrative processes. The user-friendly interface and automation features enhance efficiency. Overall, Gusto has been a valuable asset to our HR team.

• While Gusto is comprehensive, we have encountered some challenges with integrating it with other existing HR tools. Also, there are instances where we wished for more customization options within Gusto.
• Periodic updates to the platform have previously disrupted our workflow.

Gusto is a bit more user-friendly. Also, their comprehensive approach distinguishes them from competitors that may offer specialized services but not the same breadth of integrated solutions.

Ensure it aligns with your organization's specific needs and growth objectives. Also, look for a platform that is intuitive and requires minimal training for your team to navigate and operate effectively.

Given the dynamic nature of tax regulations and HR compliance, Gusto has demonstrated platform update agility. Over time, they have refined the platform's interface, making it more intuitive and user-friendly.

It seems to be best fit for smaller organizations.

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.

I really like that all the HR resources are essentially located in one place, especially with links embedded to external sites (eg. benefit provider). I also really like that I can access all my payroll info online in one place. The organizational chart feature is also really helpful for identifying the reporting structure for areas of the business I was less familiar with and help me connect with the appropriate team member on cross-functional projects.

We bought ADP to cut back on internal payroll costs, provide employees with online access to their payroll info, avoid manually mailing out paper T4's every year, consolidate HR information and links into 1 platform, streamline data entry requirements for the payroll team, help move employee calls and inquiries to the ADP team, free up internal payroll/HR time, and streamline HR recruiting and tracking request. I have been personally using it for around 2 years now I believe.

The login process always feels very cumbersome with the multiple authentication steps and 2FA. The performance review functionality was extremely tedious - there were a lot of different screens and it wasn't easy to locate reviews or edit them - it just seemed much more complicated than it needed to be and a lot of my managers struggled to complete their reviews even with instruction manuals. I also wish there was a way to inquire about any payroll discrepancies directly - employees would have to email me (with no visibility as a District Manager) and I would have to forward payroll and it always seemed to slow down the efficiency, especially when the answer was something simple.

More functionality and works as a total company website as opposed to just a payroll viewing platform. Much more visually appealing and easy to navigate than some other platforms (like some SAP ones I've seen)

How much functionality you want out of the platform - just access to paystubs or a fully integrated HR platform. Customization options - for example we could add custom fields like t-shirt size for team events and/or self-declaration options (eg. covid vaccination status)

We're still relatively new to the platform, so it's hard to say what is an ADP change or just an organizational learning, but I have seen the addition of new self-declaration fields in the employee profile. The benefits section and external links continue to expand as well. We struggled with the performance review section, but I believe this is now being worked on in the backend by our L&D team.

For a large organization looking to streamline HR / payroll operations, particularly if trying to move away from paper-based payroll/pay stubs.

It is easy to set up new countries depending on business needs as an EOR provider. The easy-to-use platform helps us identify and manage our talent well. Global benefits allow us to navigate new countries without worrying about the nuances of benefit offerings.

We are a global company with needs in various countries for employee benefits, payroll, and HRIS. Specifically, we needed assistance with paying employees in countries where we do not have a legal entity. Remote provides Employer of Record services for us in multiple countries, allowing us to employ top talent without the burden of legal requirements and compliance. They have an easy-to-use platform that helps our employees stay on top of their pay and benefits, and they have dedicated team members that assist employees with any questions they may have. It's a cost-effective solution for our global payroll needs.

Remote could be more cost-effective. I have found other EOR services with cheaper offerings. The platform is fine, but it could have more features related to global compensation and access to more community-based groups that would allow companies to connect with each other.

Their platform is easy to use, and the recent addition of support tickets has made it very easy to access help in any situation. Additionally, Remote has a singular pricing model, which is convenient because we do not have to worry about charges for leavers, joiners, or year-end.

Consider hidden costs around processing and setup. The bottom-line monthly cost is not always the full price, as some of these EOR services will charge setup fees and year-end fees that, although mentioned in their proposals, are not included in the annual cost. Remote does this very well, and their pricing is very easy to understand.

I have not used Remote long enough to see changes over time.

Remote is good for global companies that have a few international employees.

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.

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

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

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

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

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

I haven't noticed any changes myself.

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

We are a small non-profit, and they provide us with a non-profit discount. It has all the functionality we need without being overly complicated. Processing payroll is quick and easy.

We bought OnPay because it seemed to be the best fit for our organization. It has all the functionality we need to handle HR and payroll for our small group of employees. It is robust enough to meet our needs but not overly complicated like some of the larger systems. It is easy to use, yet it allows us to process multi-state payroll and manage our employees' time off. It also includes all the basic reporting that we require.

It doesn't offer much in terms of custom reporting. Much of the HR information requires navigating to individual employee records to view. You can't edit a benefit plan once it's created; you have to make a new one to implement any changes.

OnPay is really the only system of its type and size that I've used, so I can't say how it compares to competitors. It is much simpler than ADP or UKG, which I have used, but we are getting it for a fraction of the cost. The simplicity of the system actually works well for our team.

Consider the needs of your business and team. OnPay is a fairly basic HR and payroll system. It covers all the essentials, but if you need extensive reporting or numerous integrations with other systems, you might want to explore a higher-tier HR/payroll solution. Additionally, consider cost. Even without the non-profit discount, it's a very economical solution compared to some of the larger providers.

I haven't noticed any significant changes since we started using OnPay, but as I mentioned, it already meets our needs.

I believe OnPay is great for smaller companies that don't need extensive features in their HR and payroll system.

• User-friendliness is the main pro we find when using Quickbooks.
• It’s been very easy to train my HR employees how to send and receive invoices.
• It’s linked to our bank.
• It gives the option for people to pay via ACH when sending out invoices (easy for them to pay with a touch of a button).

When my organization was looking for options to help quickly get out invoices to our clients they thought Quickbooks would be the perfect solution. We have now successfully been using Quickbooks for 10 years for our invoicing needs as well as AR reporting which helps our HR team run smoothly.

• Sometimes it runs slow if more than one user are in the software at a time.
• Connectivity issues will happen at times which could make it frustrating to use when you are in a hurry.
• You have to add in other apps to be able to use all the functionality of Quickbooks and pay further pricing.

The only other software we have tried in the past was NetSuite, and we ultimately decided to go with Quickbooks due to its pricing and ease of use. NetSuite did have more functionality but overall we liked the way Quickbooks worked with our company’s needs.

They should figure out what they specifically want to use the tool for, and make sure they do their research and pick the correct type of Quickbooks so they can easily work through what they need to get done.

The website itself has changed over the years but in a good way! We feel it is super easy to navigate and works for our business needs.

Really any corporate type of business that needs to send invoices out to customers, our organization does staffing and recruiting and we rely on Quickbooks to be able to send out invoices to clients.

I love that we were able to use Paycom for our specific needs. I feel that Paycom understands the small business and mid-size business needs. Paycom listens to their customers and are always seeking to make their product better!

We purchased Paycom 5 years ago and have been using it since. We were using an outdated product for payroll that didn’t offer a diverse use across the board in terms of add-ons. The ATS system worked well with a tool called Job Scan, this helped reduce people applying for several positions with the same resume. Now that most small and large companies have employees in other states, Paycom has the info to keep the taxes aligned. Self Service was also a main factor; we needed a tool that would allow employees to be able to access their information so that our small staff wasn’t constantly having to field the calls for things like W-2s that should be easily accessible.

I wish there was more product training at a lower cost. Every time we get a new admin we have to pay for additional training. I would like to see more add-ons like the other companies who wanted our business. More computability with the old Deltek software that we were using so that the change over was smoother.

Paycom is different from the competitors because the customer service is phenomenal! They listen to the customer!

When buying a payroll tool, the first thing I would recommend is analyzing your company’s needs. I believe assessing how the employees use the product is important in making the decision as well!

Over the years, Paycom has made the software more user-friendly, introduced communities, and improved mobile support.

Paycom is great for small to midsize businesses

Ease of use. Subject matter expert for international payroll. Takes away the liability of mishandling payroll due to lack of knowledge.

We started working with Papaya Global because we needed a way to pay our employees located in Peru. We are currently with a PEO and they do not cover international payroll. We have been using them for a year now.

I cannot think of anything the company could use to improve at this time.

Their pricing is more competitive than the competition.

Ease of use, knowledge base, global reach in case you need to expand to other areas, pricing.

Any organization could use their services if they have a need to handle payroll internationally and do not have internal resources that can facilitate the process.

1. It's simple and easy to use, especially for employees who need to access information.
2. It's relatively easy to set up and has additional features you can purchase for lightweight compensation data and performance reviews.
3. It's inexpensive compared to other tools.

We shifted to Zenefits as our company grew and we realized we needed something more robust than Gusto. Zenefits gave us more control over admin access, payroll, and the deductions process, accommodating our business needs and perks. Initially, we believed the customer support would be better too. The organization has used Zenefits for five years now.

1. Smaller companies tend to need support, and Zenefits support is still lacking and slow.
2. They don't incorporate state registration, so you have to manage that yourself if you hire in multiple states.
3. Their contractor management system is really simple and could use an update.

Zenefits is similar to Gusto—cheap and easy to use. The interface and reporting are generally adequate for most companies' needs.

Consider where you're hiring and whether the individuals are exempt or non-exempt. The more complex your employee population's needs are, such as having unlimited PTO for exempt but not for non-exempt employees, the more functionality you will require. Prioritize the functionality you need and want to spend less time managing before researching tools. When evaluating tools, ask for examples and have the team show you exactly how things work.

Zenefits has been slow to update the system, with the most significant changes being the addition of new functions and its acquisition by Trinet.

Zenefits can be a perfect fit for small to medium-sized businesses.

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.

I appreciate Paylocity's integrated platform – it eliminates data silos and saves a lot of time. The self-service portal empowers employees and frees up HR for strategic work. The reporting and analytics are fantastic, giving us data-driven insights into our workforce.

We decided to implement Paylocity after struggling with a cobbled-together HR system. Our old setup involved separate tools for payroll, benefits administration, and basic HR functions. This led to a lot of manual data entry and siloed information, making it a nightmare to track things and ensure accuracy. Paylocity's integrated platform solved these issues by providing a user-friendly, intuitive system that offers valuable insights into our workforce. Overall, Paylocity has been a great investment for my client, and I highly recommend it to any organization looking to streamline their HR operations.

While Paylocity is a great solution overall, its robust set of features can be overwhelming for small businesses or those new to the platform. The pricing might be cost-prohibitive for very small businesses with basic needs. Some specific HR needs might require additional customization or integrations, which can add complexity.

The biggest advantage is Paylocity's integrated platform. It shines in user experience with a clean and intuitive interface. Many competitors focus mainly on payroll and basic HR, but Paylocity offers strong talent management tools as well.

Paychex offers a wider range of pricing options, potentially better for smaller businesses, though user experience might not be as smooth. For very large companies, Workday HCM is a powerful option, but it can be expensive and complex to implement.

Choosing an HR tool requires careful consideration. First, identify your company's core needs – basic HR or comprehensive talent management. Then, prioritize user-friendliness for both HR and employees. Finally, factor in scalability, cost (including implementation and support), and robust security for employee data.

Paylocity has adapted to meet evolving user needs by focusing on mobile, enhancing talent management resources, and increasing AI integration.

Paylocity caters well to mid-sized businesses (50-200 employees) and organizations prioritizing user experience.