1. Excellent Customer Service: The customer support team has been very supportive and responsive in troubleshooting.
2. The system is user-friendly and has some videos guiding you through some of its functions. The system is designed to be customizable, so clients can tailor it to meet their specific needs.
3. Powerful reporting: BambooHR's reporting features have allowed me to generate a wide range of reports, such as headcount, turnover, and diversity reports, this information is instrumental in making data-driven decisions.

As Covid-19 forced most employers to look into hybrid working models, there was a need for us to look into tools for managing employee information and tracking time off to streamline administrative tasks and reduce errors while working remotely.

BambooHR offers Recruiting and applicant tracking features that make it easier to find and hire the right candidates for open positions remotely.

Additionally, it provides performance management tools, including goal setting and performance reviews, which can help ensure that employees are working towards company objectives and receiving the feedback they need to succeed.

I found the system to be user-friendly, with a modern interface that is easy to navigate and customize to meet our needs. The system also has video tutorials that are clear and guide you through its functions.

The main con would be its limited payroll functionality. It is not available in Africa and its payroll functionality is currently only available for customers in the United States and Canada, which may be a drawback for companies based in other countries.

Pricing is also on the upper limit compared to other solutions, particularly in Africa.

The features on training could also be more customizable to clients in diverse spaces or lines of work

BambooHR has strong reporting features which allow us to generate a wide range of reports, such as headcount, turnover, and diversity reports, which can help organizations make data-driven decisions.

Its user-friendly interface is easy to navigate and find the information users need. The system is designed to be customizable, so users can tailor it to meet their specific needs.

When buying BambooHR or any other HR software solution, there are several criteria to consider, including:

1. Location: BambooHR's payroll functions are better suited for companies in US and Canada. For ease of compliance with local regulations, countries in Africa can consider an alternative tool to run their payroll function.
2. Company size and needs: The size of the company and its HR needs are important factors to consider when selecting a software solution. BambooHR is generally well-suited for small to medium-sized businesses with straightforward HR needs.
3.  Customization: Companies should consider how customizable BambooHR is, and whether it can be tailored to their specific HR workflows and processes.
4. Security and compliance: Companies should consider BambooHR's security and compliance features to ensure that employee data is protected and that the system meets relevant legal and regulatory requirements.

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• Improved user experience: BambooHR has focused on improving the user experience over time, with updates to the system's interface, navigation, and overall usability.
• Deeper analytics: BambooHR has added more powerful reporting and analytics features over time, which has helped users gain deeper insights into their HR data.

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BambooHR is well-suited for small to medium-sized organizations with straightforward HR needs. The system is particularly strong in areas such as employee data management, onboarding, and reporting, and is designed to be customizable to meet the specific needs of each organization.

Functions like payroll are better suited for companies in US and Canada.

It is well-suited to organizations that need a flexible, customizable, and user-friendly HR software solution.

Deel makes it easy for us to pay our international contractors. It ensures we are adhering to each country's legal and compliance standards. It is very easy to process separate payroll along with our regular payroll system. The tool is affordable and straightforward, and it only charges us for what we use each month.

We implemented Deel in order to pay our international contractors. The software we were using did not offer international payroll services and it became a necessity for us to look for one that offered such a feature. In addition, we also had to adhere to the compliance and pay standards of other countries, so we needed a third-party payroll system. We've been using Deel for over 2 years now, helping us solve all the problems we had before.

It does not integrate with our HRIS, Rippling. It does integrate with several other HRIS tools, however. No other negative feedback to share.

I like how simple Deel is. I can create contracts and payment schedules for contracts easily. I can terminate a contractor quickly and I feel confident that I am doing so in a compliant way. It is easy for new admins to be added to the tool so my finance team is involved with payments and contracts.

You should use Deel if you have international contractors. If your current payroll tool does not offer an easy or affordable way to pay global employees, consider using Deel.

Some new features I've seen in the tool include an onboarding tracker and a global payroll feature with more robust offerings. They add new countries as well and service 90+ countries currently.

One with global contractors.

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

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

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

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

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

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

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

• Their customer service is quick and easy to reach.
• You can integrate modules and customize them according to the company's needs.
• The payroll module integrates with the workforce time management module, allowing employees to clock in and out and generating reports for payments.
• They keep you informed about changes in federal and state employee laws, especially those related to taxes and changes that may affect your company's payroll.

We are a growing company and can no longer manage payroll manually. In 2020, we started using Paylocity. It has greatly improved the time it takes to process payroll and the accuracy of the payments, particularly for our hourly employees. Additionally, our onboarding was done manually. We spent a lot of time sending emails, attaching documents, and transcribing applicants' information into our system. This task could take a full day and did not allow the HR team to focus on other tasks.

To address this problem, the company decided to purchase the onboarding module. It helped us automate the process and save time. Now, on one platform, employees can authenticate, sign, and submit documents, as well as input their information. This has reduced the need for printing and handling physical documents. I have used Paylocity for the past four years, and I believe it is an excellent tool worth the investment.

• The platform is challenging to navigate.
• You still need to add information manually to the payroll, such as holiday pay.
• The employee clock-in and clock-out system sometimes freezes or stops working without reason, requiring a reinstallation of the app.

I have worked with several tools, most of which are similar, but the workforce time management module stands out. It effectively tracks employee hours worked daily and is simple to use. It also integrates seamlessly with the payroll module, offering an advantage that no other HR system provides.

If you are looking for an efficient HR system that you can customize according to the organization's needs, Paylocity is a great tool. Also, if you are looking for payroll software but know that you will need performance appraisal or another HR process in the future, Paylocity allows you to acquire and integrate more modules.

Paylocity continuously changes to offer a better experience to its customers, especially HR departments. When I started working with them, some processes were still manual, but over time, they improved and automated these processes, saving us time that we can now invest in other tasks.

Paylocity is a valuable tool for companies with hourly workers as it allows for easy tracking and control of their time.

I like Monday.com because you can collaborate with others in your organization. Monday.com is a great way for me to stay organized. It’s also wonderful if you want to keep your teams engaged.

As an HR Consultant, I started to use Monday.com in an effort to organize my clients and the projects that I am working on. I have recently started using it.

I wish that there would be an easier way to track time and expenses. I wish that there was a start and stop time for each project. It would be nice to change the color schemes.

This is a great tool if a manager is trying to effectively and efficiently manage projects. This is a great tool to keep your staff engaged and accountable. Don't get left in the dark, this tool gives you the opportunity to know what steps have been taken toward the completion of the project.

Law firms, I think it will easily track the progression of a client's case. As a previous HR professional (10 yrs) with a law firm, I could see how this could be a great tool.

I like the HR piece. It is pretty user friendly. I love the recruiting tool. It's my favorite I've ever used. The texting feature of the recruiting tool has been a big help for us.

We have been with Paycor since 2010. We bought it as our HRIS tool. We use it for HR tracking, recruiting, payroll, time, benefits, performance reviews, etc. I like that almost everything we need is in one tool. It helps to be able to use it for most of what we need.

Their customer service has been awful since covid. They have pushed more and more on the client so that they can expand. It takes way too long to get some tickets resolved.

I've used Peoplesoft previously and much prefer Paycor to it. It is easier to use for both the employee and employer.

Customer Service is so important, which is hard because I think many of these providers do not do that well. Functionality is important. They do this well on some modules. I do not like their time or benefits tool very well.

It has certainly evolved but I think it's away from the customer's needs.

I think it would be good for a tech organization where employees are all at their computers most of the day.

Rippling centralizes the majority of the HR processes (+ Finance and IT, if you chose) that would otherwise be spread across multiple systems. For example, our company’s flex benefits, COBRA, and ACA were either managed with a carrier outside of our broker or manually by us and now Rippling handles the administration of all these areas in consolidation with our other health insurance benefits.

The strength of Rippling’s integration library allows for consistent and regular communication to and from Rippling for processes that are not directly managed within the system. For example, prior to Rippling, we manually onboarded and offboarded employees to/from Guideline. With Rippling, the systems speak to each other and manage the employee’s lifecycle with our company-sponsored 401k.

A highly beneficial aspect of Rippling is the workflow feature. Workflows have allowed us to set up Rippling in a way that allows it to speak within the system, initiate processes, and communicate to people/external systems. Rippling is a high-tech HRIS and a constantly progressing platform that meets the needs of today’s operations teams (HR, IT, Finance included).

We selected Rippling to implement a strong HRIS while centralizing other HR operations. By implementing Rippling, we were able to solve and improve several areas. First, we consolidated historical employee data from three to four different platforms into one, allowing us to use Rippling reporting to provide company trends. Second, we simplified benefits administration by transferring health insurance, Flex Benefits, COBRA, and ACA management to the Rippling platform. Third, Rippling offers a cleaner, more centralized, and highly integrated solution for our HRIS needs. I have been actively using Rippling for six months.

Rippling is a complex system. For it to be fully functional to the best of its ability it needs to be given the time to implement and set up in great detail. Knowing this, the implementation should have been much more hands-on. I’d recommend that whoever is leading the implementation internally has experience with other systems, so they know what to look for.

Rippling does not have an employee “notes” section. As the place I rely on for the most up-to-date employee job and personal information, it is missing the ability to keep it up to date with employee relations information directly in their profile. This is a feature I have experience with in other HRIS’s and is a missed opportunity in the Rippling platform.

Unlike BambooHR, a competitor, Rippling does not offer a “missing data” report. To find out who within the company is missing information, we will have to discover it when it is flagged during another unrelated process. I think this puts us at risk if we are unknowingly missing key information or signatures from any employee.

Rippling is a fully functional operations system with a large integration library. It provides HR with the necessary tools and offers Finance and IT tools. Incorporating various clouds and add-ons allows Rippling to carry an administrative weight heavier than its competitors.

Rippling is a complex system, so you should be prepared to invest time and attention to building a strong foundation during the implementation process. It can do a lot, but it needs to be built on the backend for the front end to function at its best. Since many tools within Rippling rely on one another, approach it with a big-picture philosophy for your organization’s intentions. Be clear about what you need during the discovery process, as Rippling has many features, but not all may be necessary for your company.

Rippling continues to introduce small improvements to existing features and entire tools, like performance reviews, and exclusive highly functional built-in integrations, like Carta. These developments are likely to continue as Rippling gains popularity in HR and Finance.

Rippling is highly flexible and can be strong for a wide range of companies. It can suit new startup companies (less than 50 employees) but may be best for 70+ and growing SMBs.

1. Super Simple: Onpay is easy to use, even for someone who’s not a payroll expert.
2. Tax Magic: It takes care of all our tax filings automatically, saving us a lot of time.
3. Great Value: For what it offers, the price is excellent, especially for a smaller team like ours.

We bought Onpay because our previous payroll system was outdated, causing delays and errors that made payroll days difficult. We needed something reliable and easy to use, especially for our small team. Onpay met all our requirements with its straightforward interface, automated tax filings, and affordable pricing. It also integrates well with benefits and handles employee onboarding efficiently. I've been using Onpay for about a year now, and it has significantly reduced our administrative workload.

1. Limited Customization: I wish there were more options to customize reports and dashboards.
2. Customer Support: The support can be slow at times, which is frustrating when you need quick assistance.
3. Advanced Features: It lacks some advanced features that larger businesses might need, making it feel a bit basic for more complex needs.

Onpay stands out with its straightforward, user-friendly interface and great value for money. Unlike some other tools I've tried, it's incredibly easy to navigate and doesn’t overwhelm with unnecessary features. I appreciate that it automates tax filings, which many other tools don't do as effectively. While it might lack some advanced options that larger businesses may need, for a small team, it offers the right balance of functionality and simplicity at a great price.

1. Ease of Use: Choose a tool that is easy to navigate, so you’re not stuck figuring out complex menus.
2. Automation: Ensure it handles tax tasks and direct deposits automatically to make payroll days stress-free.
3. Support: Verify that the support team is helpful and quick to respond when needed.
4. Cost: Make sure it fits your budget without sacrificing essential features.

Onpay has improved over time by keeping things simple and adding useful features. They have perfected automating tax filings and direct deposits, making payroll days easier. The interface has become increasingly user-friendly, which is a big plus.

It is ideal for small to mid-sized businesses that need a payroll system without extra complexity. It’s perfect for those who want an easy-to-use platform that handles all the payroll essentials, such as automated tax filings and direct deposits. If you’re running a business and want something straightforward and affordable without all the complicated features, Onpay is an excellent choice.

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.

The HR system was easy to use and set up, making the transition from our previous, more disorganized HR processes smooth. The employee self-service feature was excellent, reducing the amount of data entry and admin work for our HR team. The continuous feedback appraisal system allowed us to appraise staff more regularly with minimal increases in administrative tasks.

There wasn’t a significant problem driving the decision. The organization had been managing HR through payroll software, Excel files, and Word documents. As the company grew, it wanted to consolidate and centralize HR into a single system that could be accessed online. Namely provided an all-in-one HR solution that handled payroll, HR records, and talent management. We used Namely for about a year or two.

Customer support wasn’t as responsive as it could have been. The reporting features are somewhat limited and don’t fully meet our needs, requiring us to do a fair amount of manual reporting. The portal is not as intuitive as other HR tools I’ve used.

The user interface and workflow are not as intuitive as some competitors. However, I appreciate the integration with payroll and timesheets, which not many systems do well. I also like that it offers managed services add-ons, such as payroll and benefits, which become more relevant as the business grows and becomes more complex.

Ensure the tool has a comprehensive records system and both employee and manager self-service features. Efficient onboarding and offboarding functionality are essential, as these processes can be time-consuming. A continuous appraisal feedback system is also important, as this approach to performance management is becoming the norm.

There has been better integration between its modules.

Namely is suitable for all kinds of organizations but particularly good for smaller organizations due to its affordable entry-level pricing.

Benefits administration is the main strength of Zenefits. It provides a smooth and streamlined administrative experience that requires very little workload from the organization. It then provides a user-friendly and clean experience for employees to easily move through their benefits enrollment.

Documentation is another area I appreciated with Zenefits. To maintain employee communication and documentation of said communication, Zenefits immediately offered the ability to communicate with affected employees (which would then be documented within the system) when a change is made.

Reporting is also done well. While I have experienced HRISs that I favor over Zenefits' reporting tool, I have no complaints when it comes to the ability to pull the necessary data to perform my job.

My organization signed on with Zenefits before I started working here. The key need was to have an HRIS platform that can handle benefits administration and payroll. The organization used Zenefits for four years, and I personally used it for three to four years. Once I became the main user, the benefits exceeded just benefits administration and payroll; it became my main resource for reporting data, home to bi-annual performance reviews, and goal tracking for individuals, teams, and company goals. While there wasn’t necessarily a problem to solve because this was the company’s first HR/payroll system, it did exactly what it was needed to do.

Zenefits is not a culture-friendly HRIS. It does what you need it to do in terms of data management and reporting, but if you’re looking for something that employees feel comfortable going to for information and a platform to use for culture pieces like announcements and fun communication, there are better options.

The performance management tool did not provide enough customizable features to tailor to the needs of the company, nor did it provide settings that offered ease of use for the administrators.

Integration strength is low. While there is the ability to connect systems, they still link out to the connected system versus staying within Zenefits for a more user-friendly employee experience.

Zenefits is not an overall tool I would prefer over others I have experience with, with one exception. I would rank Zenefits higher than UKG. Zenefits has a more basic and cleaner interface than the much more clunky and outdated UKG.

If the company is just getting started and needs a clean and easy-to-use tool for employee data management that will do the heavy lifting for benefits administration and employee onboarding, Zenefits is a great option. However, if the company is looking to build out a fun employee culture that is built around performance management and goal setting, training, etc., and wants to use their HRIS as the platform for that, I do not recommend Zenefits. But if the company is okay with having a variety of platforms for their employees to focus on different areas of the HR facets, Zenefits will cover employee data management and benefits administration well.

This was one of my main complaints toward the end of my time with Zenefits. They were bought out by Trinet, and it felt that upgrades and new feature implementation became stagnant and halted growth. Zenefits was no longer growing with my organization; the little things we were able to manage manually and the system itself were no longer able to cover our needs.

Zenefits is great for a young company without a dedicated HR person.