Best Payroll Vendors (2024)

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.

I like ADP's ADA health compliance features, I like their payroll processing features, and I like their report-generating tools

West Monroe has used ADP for 10 years now. We moved to ADP to streamline benefits enrollment and to process payroll. ADP was purchased to help West Monroe grow to scale. When it was first purchased we were at 300 employees. As of today, we are at 2000 plus employees who we process payroll and benefits for

I dislike their open enrollment platform, customer service is sorely lacking, and their employee benefits profile always has problems

ADPs reporting is intuitive and one of the only features i like and would recommend

People should think about how they want to grow with ADP. For example, West Monroe is now an international company, and ADP payroll and benefits only works well for those in the US

The updates in their reporting abilities have helped with our company's needs

ADP is good for payroll and tax admins

The top three reasons why we like this solution are: 1. We no longer have to jump from a spreadsheet, to a PowerPoint, to QuickBooks, and an ATS to accomplish daily tasks. 2. We are saving money by having one centralized system that integrates with our other software instead of paying for multiple systems. 3. Gusto has helped reduce our time to hire thanks to automated onboarding.

We are a startup organization, and we were seeking a cost-effective SaaS HR platform to assist with our onboarding and employee management. We started off utilizing spreadsheets, PowerPoint presentations, and Google Docs. We wanted to streamline our process and have everything in one centralized location. We have used Gusto for two years, and it has been a tremendous help with our hiring workflow. The key benefit it provides is having everything in one place that is readily accessible to all responsible parties in the hiring workflow as well as our employees. We love the self-service functionality.

I dislike Gusto’s applicant tracking system. It isn’t user-friendly and doesn’t have the best UI. They can improve the ATS by making it user-friendly and creating a better dashboard.

Gusto fares well with its competitors in benefits administration and onboarding services. From a cost perspective and the number of features included in their lower-tiered plan, Gusto outperforms its competition. They offer flexible monthly plans that scale with your business without being locked into a contract. This is a very enticing feature for startups that are still getting familiar with tools on the market and determining their software needs.

People should consider how many users require access and whether Gusto integrates with their existing software. They should also look at the number of existing employees and their projected hiring goals to determine if Gusto is a long-term solution.

Over time, Gusto has added new features such as the ATS. It appears it is attempting to be an HRIS. They have also added additional third-party integrations.

Gusto is an excellent tool for startups. It provides cost-effective solutions to help you get started with a small workforce.

1. Comprehensive Global Management: PapayaGlobal excels in managing multinational payroll and compliance, which is critical for our global operations.
2. User-Friendly Interface: The platform is intuitive and easy to navigate, making complex tasks more manageable.
3. Efficient Automation: It automates many tedious processes involved in international HR management, significantly reducing the administrative burden.

LMC chose PapayaGlobal to address the challenges of managing a diverse, international workforce, including payroll complexities, compliance issues, and employee administration across multiple countries. We have been using PapayaGlobal for over a year, appreciating its seamless integration of payroll services with clear compliance tracking and benefits management. The platform’s robust reporting features and user-friendly interface have significantly improved our HR operations, making it easier to manage global employees effectively and ensure compliance with various international laws.

1. Occasional Delays in Updates: Sometimes, updates to regulations aren't as prompt as they could be, which can be a compliance concern.
2. Customization Limitations: While PapayaGlobal offers robust features, some aspects of the platform lack deep customization options that could better fit specific organizational needs.
3. Cost Considerations: For smaller operations within our company, the cost can be somewhat prohibitive, making it less ideal for less complex needs.

PapayaGlobal stands out from its competitors primarily through its exceptional focus on automating and integrating payroll processes across multiple countries. It is exceptionally well-suited for companies with a global workforce. Unlike some competitors that may only offer essential international payroll services, PapayaGlobal provides comprehensive compliance management, real-time reporting, and detailed analytics that help organizations navigate the complexities of global employment laws and regulations. This integration and focus on compliance are what many users, including myself, find most beneficial compared to other platforms that may be broader in scope.

1. Global Compliance Capabilities: Ensure the tool efficiently manages global compliance requirements, essential for multinational operations.
2. Integration with Existing Systems: Check that the tool integrates seamlessly with your current HR systems to streamline processes without redundancies.
3. Scalability: Assess whether the tool can scale according to your business growth, especially if you plan to expand into new markets.
4. User Experience: Consider the ease of use and learning curve associated with the tool, as this will affect adoption rates across your organization.

PapayaGlobal has evolved significantly to meet users' needs by enhancing its technology for better automation and accuracy in global payroll processes. They have improved their platform's user interface to make it more intuitive and accessible, facilitating easier navigation and data management. Additionally, PapayaGlobal has expanded its compliance features to cover more countries comprehensively, ensuring businesses comply with local regulations as they scale globally. These updates reflect their commitment to addressing the challenges faced by their users in managing international workforces.

PapayaGlobal is particularly well-suited for medium to large organizations that operate on a global scale and require robust solutions for managing international payroll, compliance, and employee management across multiple jurisdictions. It excels for companies that need efficient, scalable solutions to handle diverse workforce needs across different countries, particularly where compliance with local employment laws is a critical concern.

I love Remote because I can post job openings in different countries, which helps me attract more candidates and create a talent pool. I like that it is user-friendly, and the features are easy to use and understand; you do not need to watch YouTube videos to learn how the platform works. Finally, it helps me create job postings that are more attractive to candidates using AI.

Our Customer Service department requires bilingual and, in some cases, trilingual profiles. This skill can be challenging to find in the market if you focus your search on just one country. I have been using Remote for the past four years, and it has helped us find seasoned candidates on different continents, opening the possibility of hiring international employees and meeting our recruitment goals.

It can increase the number of ATS systems that they can integrate with the platform. Remote has amazing additional services, but they offer them as an enterprise plan (extra cost); I believe some of them, such as global payroll, could be included in the talent acquisition plan. Although customer support is available 24/7, sometimes it takes a few days to get back to you with a solution.

I have used different platforms to hire international employees. Remote.com allows me to contract directly with the employee for my organization, while other platforms only allow me to hire the candidates as freelancers or contractors, and we require full-time employees.

If you want to increase your talent pool and hire remote workers, Remote.com is a good option. In addition, if you need help processing payroll according to the employment laws in each country, Remote.com takes care of it with global payroll.

Remote.com has changed the way of remote work. Before, there was just one option: hiring someone as a freelancer or contractor. However, their platform is available in different countries and has opened the possibility of hiring full-time employees. Companies can now count on team members to be 100% focused on their needs.

Remote.com is for any type of organization, whether an international or multinational company or a business startup, because their platform adjusts to the organization's needs.

• 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.

I like that PayChex is a classic system. It is effective in employee payroll management. This system is also employee friendly.

We purchased PayChex to migrate to an effective payroll process. As the organization grew, the platform we were using was not sustainable with the growth that we planned. PayChex allows the HR team to manage employee information effectively. It also allows employees to retrieve data as needed without waiting. I have used PayChex for 10 years.

PayChex has technical issues often. Customer service is not as responsive as other platforms. The app has to be updated often which is tedious.

Paychex is pretty much the standard for Payroll and HR processing. It does not have the most attractive interface but it does carry most of the features that are offered by its competition.

Do you want a classic platform that is easy to navigate and a standard across industries? Do you want a user-friendly experience (PayChex) or a platform that is a teambuilder (others with more interactive and social features)?

PayChex has been consistent over the years. It is exactly as advertised, a payroll platform.

PayChex is good for companies of all sizes.

• QuickBooks is very affordable and reasonably intuitive.
• Out-of-box, it comes with a generous offering of features, and you are able to add more through its ability to connect with third-party applications (Bill.com).
• The online version allows us to access our financials from any computer, and there is a mobile app available for quick views and expense tracking.
• QuickBooks also has a fairly extensive self-help library if you are unfamiliar with certain features or processes.

My company was in the market for a new accounting software to handle AR, AP, and payroll. The software we used before QuickBooks Online was too complex and more robust than what we needed, and the pricing structure was simply unaffordable. We've been using QuickBooks Online for 3+ years. It handles all of our invoices and vendor payments, and also helps us manage and distribute our payroll.

• Unfortunately, QuickBooks has terrible customer service. In most cases, it is extremely difficult to contact a human customer service representative, and their support ticket system is very slow.
• QuickBooks also has issues connecting with smaller banks, so some features may not be available if you use a local bank or credit union.
• There are also a number of CSS and UX issues that hide certain Call To Action buttons or make them altogether unusable.

QuickBooks stands out from its competitors through its offering of a robust set of features at an affordable price. The price structure allows for affordable scalability, as you only need one license for each business entity. The interface is user-friendly and does not require a lot of details steps in order to customize your experience.

Before purchasing a license, you should think about how businesses you want to connect to the application. Other platforms may accommodate more elaborate business structures. You should also think about the total feature set you are looking to obtain. QuickBooks is great for general accounting, but its reporting capabilities are somewhat limited compared to other more customizable platforms.

QuickBooks continues to add integrations that increase the number of available features without directly altering the platform. Connections to third-party services like Bill.com allow you to do more than what is offered out of the box.

QuickBooks is great for small businesses and business owners that handle all of their own accounting needs.

It is able to handle centralized payroll for multiple entities, affordable compared to some competitor options, has views for both managers and employee self-service, and allows employees to review and ‘approve’ their paychecks in advance.

We have worked with Paycom for about 5 years. We had outgrown BambooHR (at least at the time, they didn't have integrated payroll) and then had a really bad experience with BeyondPay. We needed a combined HR/payroll system that could accommodate multi-state as well as multiple legal entities (we have affiliates managed by central HR/acct). Paycom was the most affordable option that could accommodate our needs at the time.

• The reporting functions aren't great: the filtering options rarely work as they are supposed to so we often do a workaround where we run a huge report file and then use XLS filters to get the data we need as opposed to producing a report from the system that is what you need from the start.
• Limited customization options: we have many things we’d like to track and there is cap on the number of custom fields that can be added.
• The clock in/out functionality is clunky: it works fine if people all work under one company code/work type. If you need to assign hours to different projects (say you want to track learning hours, or you have funding partners and you need to track hours on their grant) it’s very cumbersome for hourly employees.

How much customization do you need” is an important thing to consider and also whether you need data sync between other platforms. If so, Paycom may not be the best fit for you.

Honestly don't feel like they've evolved much in the time we've used them.

Small, fairly simple organizations

It's incredibly easy to use and has a great customer experience. The customer support is excellent, always very responsive, and helpful. They have so many functionalities and features available, from insurance to legal documents.

Our founder used Rippling in his former company and had had a good experience with it. We tried Gusto due to all the hype, but it was a bit hard to use at first. We ultimately returned to Rippling due to its excellent user experience, customer support, and ease of use. It also just seemed to have more features and functionalities available.

Honestly, nothing. Maybe if I had to choose something, I'd say that their design could be a bit more modern or updated, and it'd be great if they had an easy to use mobile app.

Compared to Gusto, Rippling is much more straightforward. Gusto had very poor user experience for first-time users, but with Rippling, I didn't have to wonder what's next. I was able to hop on and begin using it as both an admin and employee.

Rippling is a tool that's comprehensive enough that it will cover every possible HR scenario imaginable. It works for teams of all sizes. It has a responsive support team which you’ll need.

I feel like they've made product updates along the way to enhance their user experience and ensure there are no glitches. They really focus on creating an excellent, no-fuss UX.

We're in technology (SaaS), but it could really be good for anything.

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

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

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

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

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

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

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

• The recruitment and onboarding systems are very easy to use.
• The information flow from the recruitment system to onboarding is one of the features we like.
• The recruitment system helps us track applicants and makes posting on various platforms easy.
• They have a mobile app, which provides convenience.
• The recruitment system facilitates easy and trackable communication between different interviewers.
• For technology roles, when an assignment is given, the system tags the score with the candidate's profile, which is very helpful.

The major challenge that the company was facing was the recruitment and onboarding alignment. Everything was done manually as a start-up, and it was taking too much time. Zenefits was one of the comprehensive HRIS tools that is integrable with Intuit QuickBooks Online, which was already in place. We were also looking for a long-term solution that would help us with leave and attendance management in the future if required.

• The pricing starts from 5 employees. Even though we weren't 5 employees when we started using it, we had to pay for 5 employees.
• The implementation of Zenefits normally takes about 4-6 weeks.
• There are a few things in onboarding that need to be tracked manually by the admin.

One of the major benefits of Zenefits is its pricing, which is an important factor for a start-up.

• Pricing.
• Ease of use - how easy it is to use not just for the admin but also for the employees.
• From a long-term perspective, what features they might need in the future.
• Mobile app - nowadays, it is important that the system is available on the go.
• Privacy and confidentiality.

I have not worked on it for a long time to know the changes.

Zenefits can be good for organizations that have more than 5 employees and where HR can be seen as a strategic partner instead of just an admin.

I like the aesthetic of the site; it is fun to use and user-friendly. The mobile version is functional during onboarding, unlike many other systems that claim to be mobile-friendly; Namely actually is! I like how things flow and the ease of uploading and storing documents. I like that our people enjoy using Namely.

We selected Namely because we wanted a personalized solution fit for our unique needs. We were tired of the same old runaround with big companies like ADP and being passed from one department to another to solve a simple issue. My company needed a better user experience for us as administrators and for our employees. Our primary pain point was transitioning off of a full-service PEO and needing a personalized touch and a good bit of handholding during setup. I used Namely for one year, and the company I was with is still using the product.

During the merger with Prism, there were some system bugs, but those seemed to get sorted out after a month or so. At times, the chat or help function can be slow to use, and I had to restart a few chats, which did not make me happy at that time. That said, the Namely reps were always courteous and went above and beyond to help us. Since we had no appointed contact team, I was always talking to a new person, which can be challenging when working through a long-term project like multi-state payroll tax setup or complex benefits.

I like that Namely allows the HR team to drive the bus. If someone is not tech-savvy, Namely will not be the best tool for them. Namely stacks up against its competitors well, and I loved using the system! I’d use it again.

Before investing in this platform, determine if your HR team is at least moderately tech-savvy; if not, look elsewhere. Do you have under 500 employees? If yes, Namely can easily accommodate your group. Do you have at least one HR person on staff per 75-100 employees? If not, you should consider adding an admin. Namely is a great tool, but it doesn’t think for you. People still need to do the work, especially benefits and payroll-related tasks.

Yes, it has, and they are doing a good job adjusting to market needs. Namely is cutting-edge and definitely improving over time.

Namely is a great tool for small to mid-sized businesses.

Its employee onboarding workflow is really smooth and user friendly for the recruiter. It helps in automating, creation and distribution of onboarding tasks and training materials.

I could regularly track completion of new hire paperwork, such as tax forms, I9 etc before their start date and coordinate with them if they haven't completed.

Another major advantage of paylocity is its payroll processing workflow. It calculates employee wages, deductions, and taxes based on pay rules and regulations and generates pay stubs. If an organization has a more hourly/contract based employees then this tool is apt for them.

Employees clock in and out through that system and then it integrates time and attendance data with payroll for accurate wage calculations.

When I joined, the organization was already using Paylocity as their HRIS system. I have used Paylocity for the entire tenure when I was working at Stars, around 5 months. Paylocity not only has ATS features but it also is a comprehensive HR and payroll management software. This was the main reason that the CEO of the company shifted from another tool to Paylocity as he wanted one tool which can manage Recruiting as well as Payroll.

In the organization, 90% of the employees are hourly employees. Paylocity helps manage employee attendance, track hours worked, and handle time-off requests. It offers various methods for clocking in/out, tracks leave balances, and integrates with payroll for accurate and efficient time tracking. This was the major key benefit of this tool.

Paylocity isn't quite user friendly, it has a lot of complex features. It makes it harder for people who are new to HRIS systems to adapt to Paylocity.

Its mobile app is also not at all user friendly, freezes when I want to clock in and out for the day. For a better experience it is always better to be on the desktop.

Its integration with different job boards and career sites isn't quite wide. It has limited reach and if you want to reach out to a wider pool of candidates by posting a job it charges extra money which is not cost effective.

Paylocity offers a comprehensive suite of HR and payroll management tools in a single platform. It combines various functionalities, including payroll processing, benefits administration, time and attendance tracking, performance management, and more. This integrated approach allows organizations to streamline their HR and payroll processes and reduce the need for multiple software solutions. As a recruiter, I would prefer another tool over Paylocity but from an organization's point of view, this is a good investment where HR and payroll management tool is in a single platform.

The organization's needs and priorities and ensure if it aligns with their HR and payroll requirements. Also, the cost is a major factor, if the organization isn't in need of payroll software then it's better to consider other options as Paylocity sometimes can be a little expensive. Paylocity offers Payroll Processing Workflow, Employee Onboarding Workflow, and Time and Attendance Workflow.

If the organization is specifically looking for these then Paylocity is a great investment. Also if the organization has more hourly/contract workers rather than full-time employees then Paylocity is a great tool.

No significant changes since I started using the tool.

Paylocity is a great tool for hourly/contract-based employees who has to daily punch in and punch out for their work hours. So it is mainly ideal for an organization that has nonexempt employees rather than exempt employees.