# LLMs-Full.txt - Full Content for Project Pages # Generated on: 2026-06-17T14:34:40.588Z # Total pages: 90 --- ## URL: https://www.hrtechnologyadvice.com/hr-and-payroll-legacy-data ### Title: HR and Payroll Legacy Data ### Page ID: 8416177 ### Content: # The Biggest HRIS Migration Pain: Nobody Wants Your Legacy Data — Until Now ## HRIS Comparison Report ## Enter Paystoric: A New Kind of HR/Payroll Data Partner ## **Why Are Customers Leaving** #### **HRIS Turnover Analysis** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Switching HRIS or payroll vendors should feel like progress. A better system, smoother workflows, new features. But there’s one part of every HR/payroll transition that *never* feels like progress: **Figuring out what to do with your legacy HR and payroll data.** We’re legally required to retain years of historical employee information—typically seven or more. That data is essential when responding to employee questions, government audits, internal investigations, and yes, lawsuits. But here’s the problem: **Nobody wants to own that historical data.** Your old vendor doesn’t want to keep it. You’re leaving, so you’re no longer profitable—and long-term data storage is a low-value service for them. Your new vendor doesn’t want it either. They can’t validate its accuracy, and accepting it creates compliance and liability risk they’d rather avoid. So companies get stuck with the worst possible option - A digital storage box full of critical data that you can’t easily search, can’t easily report on, and definitely can’t analyze. Something you keep only because you have to—and hope you never need. And to make matters worse, all the valuable trend analysis, workforce insights, and historical metrics you *could* extract from that data are essentially locked away and unusable. How Does ADP Compare to Paycom vs Paycor vs Paylocity vs UKG - and all the top HRIS systems? [Paystoric is the first vendor I’ve seen that actually wants your legacy data — and more importantly, knows how to make it usable again.](https://www.paystoric.com/) I recently spoke with co-founder Liesel Pollvogt, who has built Paystoric around a simple insight: Organizations have always needed a solution for legacy HR/payroll data…they just didn’t know one was possible. **Organizations have always needed a solution for legacy HR/payroll data…they just didn’t know one was possible.** Anyone who has ever experienced a wage & hour audit, ACA inquiry, or overtime lawsuit understands how invaluable this can be. Fast, organized, defensible access to historical data can shut down compliance issues before they become costly. If you’re already wrestling with how to handle legacy data—or want a clean break when you leave your current HRIS—Paystoric is one of the most innovative and genuinely useful solutions I’ve seen enter the HR tech space in years. It fixes an age-old problem the industry has ignored, and it does so in a way that reduces risk and restores the value hidden in your historical data. **My recommendation:** Take a look at Paystoric as part of your next HRIS transition. Paystoric is offering special discount pricing through January 31 as part of their Advisory Customer program. Visit Paystoric's website to learn more. www.paystoric.com. **Why Are Customers Leaving ADP, Paycom, and Paylocity?** At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **5 key dissatisfaction drivers and identify areas for deeper due diligence.** 2026 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/) - [HR Vendor Fit](/hr-vendor-fit) - [Top HRIS Solutions](/top-hris-solutions) - [Top ATS Solutions](/top-ats-solutions) - [Resources](#) - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit) - [HRIS Product Comparison](/hr-product-comparison) - [ATS Product Comparison](/ats-vendor-comparison) - [HR VendorFit Matrix](/hr-vendorfit-matrix) - [Write an HR Review](/hcm-review) - [Blog](/blog) - [CHRO Insights](/chro-insights) - [HR Tech Index](/hr-tech-index) - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry) - [About Us](/about-us) - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit) - [HRIS Product Comparison](/hr-product-comparison) - [ATS Product Comparison](/ats-vendor-comparison) - [HR VendorFit Matrix](/hr-vendorfit-matrix) - [Write an HR Review](/hcm-review) - [Blog](/blog) - [CHRO Insights](/chro-insights) - [HR Tech Index](/hr-tech-index) - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry) - [Home](/) - [HR Vendor Fit](/hr-vendor-fit) - [Top HRIS Solutions](/top-hris-solutions) - [Top ATS Solutions](/top-ats-solutions) - [Resources](#) - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit) - [HRIS Product Comparison](/hr-product-comparison) - [ATS Product Comparison](/ats-vendor-comparison) - [HR VendorFit Matrix](/hr-vendorfit-matrix) - [Write an HR Review](/hcm-review) - [Blog](/blog) - [CHRO Insights](/chro-insights) - [HR Tech Index](/hr-tech-index) - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry) - [About Us](/about-us) - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit) - [HRIS Product Comparison](/hr-product-comparison) - [ATS Product Comparison](/ats-vendor-comparison) - [HR VendorFit Matrix](/hr-vendorfit-matrix) - [Write an HR Review](/hcm-review) - [Blog](/blog) - [CHRO Insights](/chro-insights) - [HR Tech Index](/hr-tech-index) - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry) - [Home](/) - [HR Vendor Fit](/hr-vendor-fit) - [Top HRIS Solutions](/top-hris-solutions) - [Top ATS Solutions](/top-ats-solutions) - [Resources](#) - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit) - [HRIS Product Comparison](/hr-product-comparison) - [ATS Product Comparison](/ats-vendor-comparison) - [HR VendorFit Matrix](/hr-vendorfit-matrix) - [Write an HR Review](/hcm-review) - [Blog](/blog) - [CHRO Insights](/chro-insights) - [HR Tech Index](/hr-tech-index) - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry) - [About Us](/about-us) - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit) - [HRIS Product Comparison](/hr-product-comparison) - [ATS Product Comparison](/ats-vendor-comparison) - [HR VendorFit Matrix](/hr-vendorfit-matrix) - [Write an HR Review](/hcm-review) - [Blog](/blog) - [CHRO Insights](/chro-insights) - [HR Tech Index](/hr-tech-index) - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry) - [Home](/) - [HR Vendor Fit](/hr-vendor-fit) - [Top HRIS Solutions](/top-hris-solutions) - [Top ATS Solutions](/top-ats-solutions) - [Resources](#) - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit) - [HRIS Product Comparison](/hr-product-comparison) - [ATS Product Comparison](/ats-vendor-comparison) - [HR VendorFit Matrix](/hr-vendorfit-matrix) - [Write an HR Review](/hcm-review) - [Blog](/blog) - [CHRO Insights](/chro-insights) - [HR Tech Index](/hr-tech-index) - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry) - [About Us](/about-us) - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit) - [HRIS Product Comparison](/hr-product-comparison) - [ATS Product Comparison](/ats-vendor-comparison) - [HR VendorFit Matrix](/hr-vendorfit-matrix) - [Write an HR Review](/hcm-review) - [Blog](/blog) - [CHRO Insights](/chro-insights) - [HR Tech Index](/hr-tech-index) - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry) - **Easy Access, Search, and Analysis** - No more read-only portals. No more homegrown databases. You can actually use your historical data again. - **On-Demand Reports for Audits, Litigation, and Compliance** - Produce required reports instantly instead of manually cobbling them together from archived files. - **Role-Based Access Controls** - Keep sensitive information secure and visible only to those who should have it. - **Immutable, Certified Storage** - Records are preserved in a way that proves they haven’t been altered—critical for legal defensibility. - **Unified View Across Multiple Legacy Vendors** - If you’ve switched systems over the years, or acquired companies, Paystoric consolidates everything. No more hunting across disparate archives or pulling data manually from multiple sources. - **Employee Identity & Eligibility Records** - **Hiring & Onboarding Documentation** - **Job, Position & Status History** - **Compensation & Pay Rate History** - **Time & Attendance Records** - **Payroll & Wage Payment Records** - **Tax & Withholding Documentation** - **Benefits & Dependent Records** - **Leave of Absence (FMLA/ADA/State Leave) Records** - **Performance & Conduct Records** - **Safety & Workers' Compensation Records** - **EEO & Diversity Compliance Records** - **Termination & Post-Employment Records** --- ## URL: https://www.hrtechnologyadvice.com/2026-hr-tech-priorities ### Title: 2026 HR Tech Priorities ### Page ID: 8916247 ### Content: # 2026 HR Tech Priorities # Shift Toward Managing Risk ## What solutions are HR leaders actually planning to buy in 2026? ## HRIS Comparison Report ### **Essentials: Core HR & Payroll Replacement** ### Talent Acquisition & Assessment: Hiring Less, Betting More on Precision ### Performance Management Is Becoming a Workforce Decision Engine ### Workforce Management: Prioritizing ROI Discipline ### Employee Experience & Development: Declining Strategic Priority ### One Important Caveat ### Final Thought ## **Why Are Customers Leaving** #### **HRIS Turnover Analysis** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us While most HR leaders don't plan to make new investments in any given year —we analyzed HR leaders who are actively researching new solutions. What emerged was a set of HR priorities that fall into clear categories: Digging into these priorities tells a larger story about how HR leaders are thinking in a more cautious, economically grounded environment. How Does ADP Compare to Paycom vs Paycor vs Paylocity vs UKG - and all the top HRIS systems? Nearly 90% of HR leaders evaluating technology in 2026 plan to replace their Core HR and Payroll systems. In a mature market, replacement is rarely about chasing innovation—it is typically about fixing what isn’t working. These themes have persisted for years, suggesting an uncomfortable truth: The HRIS selection process needs to better reflect both immediate functionality requirements and the needs of a growing organization, to reduce the need of switching solutions again in the near future. **Insight:** Core HR replacement continues to be less about transformative HR strategy and more about fixing what is broken. At first glance, this appears contradictory. Hiring is expected to slow and voluntary turnover is stabilizing—conditions that typically suppress recruiting investment. Instead, Talent Acquisition is the only category that saw increased planned investment versus early 2025, rising by 9%. Because hiring fewer people raises the cost and exposure of making bad hiring decisions. Talent acquisition has quietly shifted from a capacity problem to a quality and fraud‑detection problem. Vendors that can reduce friction, strengthen employer brand, and filter talent intelligently are moving from operational tools to strategic assets. **Insight:** Organizations may hire fewer employees in 2026—but they intend to hire far more carefully. Prioritizing performance management investment hints at a deeper philosophical shift. Historically positioned as a development tool, these platforms are increasingly supporting: In some organizations, performance systems are becoming infrastructure for difficult decisions—including who stays during periods of uncertainty. **Insight:** Performance management is evolving from a coaching system into a clarity system. 70% of HR leaders are prioritizing workforce management technologies. Unlike many HR platforms, the value here is immediate and measurable. I refer to Workforce Management (timekeeping & employee scheduling) as the ROI Kings of HR Tech. When organizations need to show the impact of their technology investments, workforce management provides hard‑dollar insights such as: **Insight:** When budgets tighten, bottom‑line impact beats visionary technology. Just a few years ago, these categories dominated HR agendas. Today, they remain important—but fewer leaders view them as urgent. The workplace power dynamic has shifted, and many organizations are reallocating investment toward technologies tied more directly to operational performance. As Baby Boomers continue exiting the workforce, structural labor tightening is likely to return engagement, reskilling, and internal mobility to the strategic forefront. Insight: Short‑term deprioritization should not be mistaken for long‑term irrelevance. In our research, we captured HR leaders priorities within the context of replacing their HRIS/HCM suite. A core replacement naturally creates momentum to adopt adjacent modules from the same vendor. This means the data reflects both intentional buying decisions and suite‑driven adoption. What it does not fully capture is demand for best‑of‑breed solutions—including stand‑alone talent acquisition, leave management, analytics, specialized compliance platforms, and more—that add value to an organization’s existing HRIS suite instead of requiring a full suite replacement. Potentially the most surprising insight from the HR leader 2026 priorities is the elevated focus on Talent Acquisition. Despite slower hiring forecasts, the pressure to secure high‑quality talent has not eased. If anything, organizations are shifting from volume hiring to precision hiring. Overall, 2026 HR Leader technology investment trends emerge: 2026 is lining up to be a year where HR tech strategy is less about sweeping transformation and more about operational clarity, risk management, and actionable insight. **Why Are Customers Leaving ADP, Paycom, and Paylocity?** At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **5 key dissatisfaction drivers and identify areas for deeper due diligence.** 2026 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! 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[Top ATS Solutions](/top-ats-solutions) - [Resources](#) - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit) - [HRIS Product Comparison](/hr-product-comparison) - [ATS Product Comparison](/ats-vendor-comparison) - [HR VendorFit Matrix](/hr-vendorfit-matrix) - [Write an HR Review](/hcm-review) - [Blog](/blog) - [CHRO Insights](/chro-insights) - [HR Tech Index](/hr-tech-index) - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry) - [About Us](/about-us) - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit) - [HRIS Product Comparison](/hr-product-comparison) - [ATS Product Comparison](/ats-vendor-comparison) - [HR VendorFit Matrix](/hr-vendorfit-matrix) - [Write an HR Review](/hcm-review) - [Blog](/blog) - [CHRO Insights](/chro-insights) - [HR Tech Index](/hr-tech-index) - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry) - **Lack of functionality** - **Poor support** - **Inadequate reporting** - 77% plan to add or replace their ATS - 73% are prioritizing performance management - **Top performers are staying put** - **Applicant volume is exploding** - **AI is fueling a surge in fake and scam applications** - **Accountability** - **Talent calibration** - **Workforce optimization** - **Demand‑aligned scheduling** - **Labor cost control** - **Pay accuracy** - **Engagement —** 55% plan to add or replace their an employee engagement system - **Learning** — 52% are prioritizing learning management - **Invest in technology that reduces risk.** - **Prioritize tools that improve decision quality.** - **Favor platforms with measurable business impact.** --- ## URL: https://www.hrtechnologyadvice.com/ai-pricing-revolt ### Title: AI Pricing Revolt ### Page ID: 9009059 ### Content: # The Growing HR Tech AI Customer Pricing Revolt ### The Transparency Gap: "The More You Use It, The More It Costs You" ## HRIS Comparison Report ### HR Tech Vendors Are Stuck in the Middle ### The Emerging Backlash: The Revolt Is Already Here ### The Catch-22: Success Slows Adoption ### The Strategic Question for HR Leaders ## **Why Are Customers Leaving** #### **HRIS Turnover Analysis** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us AI promises to transform business, but that giant leap in productivity remains elusive—and now faces a critical obstacle. Across HR technology, a growing crisis is emerging. Not because AI lacks value, but because buyers cannot see what it will actually cost them. **CFOs are asking:** **Is the AI juice worth the squeeze?** Vendors are trapped between variable costs and fixed revenue models. This threatens to stall AI adoption just as HR leaders are evaluating solutions from [Workday](/hcm-reviews-workday) [Dayforce](/hcm-reviews-dayforce), [UKG](/hcm-reviews-ukg-pro) , SAP , and others. Every vendor must solve this—or watch customers delay AI decisions indefinitely — just as they pour both money and effort in the race to deliver AI value. For years, HR tech operated on a predictable model: How Does ADP Compare to Paycom vs Paycor vs Paylocity vs UKG - and all the top HRIS systems? **The irony?** The more your team successfully embraces AI, the more your costs rise—which can destroy the very ROI story used to justify productivity gains, hiring freezes, or business transformation. This opacity raises a troubling question: **Does accelerated AI adoption actually drive value, or just unpredictable expense?** **Many HR tech vendors didn't build the foundational AI they sell.** They're integrating with hyperscalers like Microsoft (Azure OpenAI), Google (Gemini), and Anthropic (Claude). **\> LLM provider → Cloud platform → HR tech vendor → Enterprise customer** *Vendors face a Catch-22*: As they improve AI capabilities—making them more useful, embedded, and automatic—they trigger dramatically higher customer usage. More usage means more variable cost they cannot predict or control. Their solution? Pass the uncertainty downstream to customers via usage-based pricing. Not because they want pricing chaos. Because they're avoiding their own unlimited variable costs on fixed subscription revenue. The result? **Pricing models collide with budget reality.** **SAP customers are organizing.** DSAG (the German-speaking SAP user group) has demanded more transparent AI pricing, on-premise alternatives, and clear usage definitions—citing frustration with unpredictable costs and lack of budget control . **Reports of Workday customers burning through annual Flex Credit allocations in far quicker than expected.** To Workday’s credit, they have released a new Flex Credit activity dashboard in February. Unfortunately, knowing just how many Flex Credits you have used may not fix the problem of budgeting costs and expense controls. Are AI agents designed to be “shut down” once a certain amount is spent? Or isn't the intention to work continuously in the background. **The lack of pricing transparency risks derailing rapid AI adoption because:** **Without a clean answer, adoption slows. We're seeing AI features:** **Not due to skepticism about capability. Due to skepticism about controllability.** Is AI cost opacity an existential threat to AI adoption? The better vendors make their AI, the more expensive it becomes for customers to use. As AI becomes more embedded—automatically generating job descriptions, scheduling interviews, analyzing sentiment, predicting flight risk—usage becomes invisible and unavoidable. Every automated workflow burns credits. Every "helpful" nudge consumes tokens. Customers can't easily track which activities trigger costs. They can't prove ROI when savings are soft (time saved) but costs are hard (credits consumed). And they can't budget for success that scales exponentially. If vendors cannot make AI costs predictable, adoption will stall precisely when AI is being positioned as "the secret sauce" for business transformation. Even early AI adopters have been underwhelmed by realized productivity gains. Now add financial unpredictability to the mix, and you get a rising "wait and see" wave beginning to emerge. **Because the fastest way to kill AI enthusiasm isn't the rash of AI hallucinations,** **It's blowing up the budget.** **Why Are Customers Leaving ADP, Paycom, and Paylocity?** At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **5 key dissatisfaction drivers and identify areas for deeper due diligence.** 2026 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! 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[Top ATS Solutions](/top-ats-solutions) - [Resources](#) - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit) - [HRIS Product Comparison](/hr-product-comparison) - [ATS Product Comparison](/ats-vendor-comparison) - [HR VendorFit Matrix](/hr-vendorfit-matrix) - [Write an HR Review](/hcm-review) - [Blog](/blog) - [CHRO Insights](/chro-insights) - [HR Tech Index](/hr-tech-index) - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry) - [About Us](/about-us) - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit) - [HRIS Product Comparison](/hr-product-comparison) - [ATS Product Comparison](/ats-vendor-comparison) - [HR VendorFit Matrix](/hr-vendorfit-matrix) - [Write an HR Review](/hcm-review) - [Blog](/blog) - [CHRO Insights](/chro-insights) - [HR Tech Index](/hr-tech-index) - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry) - Per employee per month - Per module - Multi-year subscription - Known annual increases - Consumption credits (Workday Flex Credits, SAP AI units) - Token-based billing - AI usage units with unclear definitions - Add-on SKUs layered atop base contracts - What constitutes "usage" - How units are calculated - How quickly credits deplete - What triggers overages - How fast spend can accelerate - ROI is difficult to isolate - Savings are often indirect (time, not hard dollars) - Cost ceilings are unclear - Spend visibility is limited - Disabled pending budgeting clarity - Negotiated with hard caps - Deferred to renewal cycles - Deprioritized entirely --- ## URL: https://www.hrtechnologyadvice.com/2026roikings ### Title: Workforce Management: ROI Kings of HR Tech ### Page ID: 9324372 ### Content: # Workforce Management: # The ROI Kings of HR Tech ## **Why Are Customers Leaving** #### **HRIS Turnover Analysis** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Every business decision today is being filtered through a single lens: what delivers the fastest, most measurable ROI? HR technology investments that cannot demonstrate hard dollar returns are being delayed or cancelled. WFM investments are accelerating. Among HR leaders in the HR Technology Advice community, **72% of those planning an HR technology purchase in 2026 intend to include a new Workforce Management solution.** The reason is straightforward — WFM is one of the few HR technology categories that delivers quantifiable, auditable cost savings that appear directly on the P&L. These are just a few of the areas where Workforce Management delivers hard dollar ROI. One more thing worth noting: if your organization is relying on the WFM module inside your HCM suite, you are not locked in. Advances in API-based integration mean purpose-built WFM solutions now integrate seamlessly with your existing technology stack — delivering significantly better outcomes without disrupting what is already working. **Find the Right Workforce Management Solution for Your Organization** The 2026 HR Technology Advice Workforce Management: ROI Kings of HR Tech report profiles five leading WFM solutions — evaluating each across functional depth, industry specialization, customer-realized ROI, and AI utilization: The full report includes a detailed vendor comparison table and individual vendor profiles. **Why Are Customers Leaving ADP, Paycom, and Paylocity?** At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **5 key dissatisfaction drivers and identify areas for deeper due diligence.** 2026 HR Technology Advice LLC. 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For a 500-employee organization with $25M in payroll, that represents $300,000 in annual savings. - **Time theft reduction** — Industry estimates suggest 1–3% of payroll is lost annually to unauthorized time entry. Modern WFM solutions reduce this by 75–90% through biometric verification, GPS geofencing, and photo capture. - **Overtime management** — Real-time alerts and automated scheduling enforcement reduce unplanned overtime by 10–15%, saving $200,000 to $300,000 annually for organizations with $2M in overtime spend. - **Demand-aligned scheduling** — AI-driven forecasting reduces overstaffing costs by 10–20% while recovering revenue lost to understaffing. A retailer with $50M in frontline labor can save $1M to $2M annually. - Dayforce - Quinyx - SmartBarrel - TCP - UKG --- ## URL: https://www.hrtechnologyadvice.com/new-hires-job-hunting ### Title: Why are 87% of New Hires Still Job Hunting After Being Hired ### Page ID: 9338344 ### Content: # **Why are 87% of New Hires Still Job Hunting After Being Hired.** ## **Why Are Customers Leaving** #### **HRIS Turnover Analysis** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us It wasn't a surprise that dissatisfied employees are job hunting. It was that brand new employees are too. The loyalty paradox is hiding in plain sight — and what it really tells us about the changing employee-employer dynamic One number from the *isolved 2026-2027 Voice of the Workforce Report* demanded my attention: 87% of employees in their first year have applied for a new job. It wasn't a surprise that dissatisfied employees are job hunting. It was that brand new employees are too. **The New Employee Problem — and Why It Is More Complicated Than Improving Onboarding** The tenure divide in the data is striking: 87% of employees in their first year have applied for a new job — compared to just 27% of those The easy explanation is that organizations are failing new hires through poor onboarding, misaligned expectations, or uninspiring day-to-day work. If those processes are broken at your organization, they are worth fixing. But that explanation misses something important about the psychological state many new employees arrive with. Consider what the typical new hire has been through before their first day. They may have spent months — sometimes longer — navigating one of the most difficult job markets in recent memory. Hundreds of applications. Rounds of interviews that went nowhere. Rejections that were never explained. And before all of that, many of them experienced something that fundamentally changed their relationship with employers: a layoff, a stagnant career with no visible path forward, or the unsettling concern that AI could be making their role obsolete. These employees did not arrive at your organization as blank slates. They arrived as people with concrete, recent evidence that employers have broken trust — that the job they have today may be eliminated tomorrow, and that loyalty to an organization has started to feel like a quaint thing of the past. With so many first-year employees actively applying elsewhere, it is worth asking whether the real driver is dissatisfaction with their current employer — or a rational hedging strategy forged through hard experience. They may genuinely like their new job. They may think their manager is good. They may still be sending out applications every week because doing so feels like the prudent thing to do after everything they have been through. Haven't we all seen the stories of people laid off multiple times within just a few years? In many cases the most likely scenario is that candidates are accepting roles they suspect are not a great fit, simply because the market forced them to take a job that was offered vs the one they may really want. A job that is good enough after a difficult search still provides the financial security to use as a launching pad toward something better aligned with their actual career goals. This reframes the first-year retention challenge entirely. It is not purely an onboarding problem. It is a trust problem — one you did not create, but are now responsible for solving. The work is rebuilding an employee's faith that they will be valued here and not discarded at the first financial bump in the road. The first-year data is the sharpest edge of a broader pattern. Nearly 59% of all employees — not just new ones — plan to apply for a new job in 2026. This is the loyalty paradox: a decoupling of employee satisfaction and employee loyalty that conventional engagement strategies were not designed to address. The isolved report finds that overall, employees are satisfied with their current positions. Yet more than half applied for a new job last year, and nearly 60% plan to do so again in 2026. Satisfaction used to be a reasonable proxy for retention. Employees who liked their jobs stayed. That equation is losing it reliability. Today's employees are perpetually scanning the market — not because they are unhappy, but because years of economic volatility, layoffs, and rapid technology shifts have conditioned them to treat job searching as a continuous, low-commitment habit rather than a dramatic act of dissatisfaction. The implication for HR leaders is uncomfortable: your engagement scores may look healthy while your retention risk is higher than you Among employees who applied for new jobs, the *isolved 2026-2027 Voice of the Workforce Report* report identifies the top motivators: Salary leads — but the nuance matters. Overall, 74% of employees report satisfaction with their current pay. Compensation concern is highest at the organizational extremes — employees at companies under 50 people and at enterprises over 1,500 employees each show only 56% salary satisfaction. In contrast mid-market organizations in the 50 to 1,500 employee range appear most successful in offering employees a competitive and satisfactory compensation package (satisfaction ranging from 73-87%). Growth opportunities at number two are particularly telling in the context of the new hire psychology described above. Employees who have already experienced stalled careers at previous organizations are not willing to wait and see. They want visible, credible evidence that advancement is possible — early and often. Without it, the search continues regardless of how satisfying the current role feels day to day. The replacement cost calculation is familiar — the Work Institute estimates each departure costs between 33% and 200% of annual salary, putting the minimum replacement cost for a $50,000 employee at $16,500. Those numbers add up quickly. But the more underappreciated cost is what happens long before the resignation letter arrives. Employees who are actively searching are not fully present. Discretionary effort declines. Customer interactions suffer in ways that are difficult to measure directly but show up in customer satisfaction score, repeat business, and team cohesion over time. There is also a compounding loyalty argument worth making: organizations that visibly invest in the growth and longevity of their long-tenured employees send a signal that is noticed by everyone — including the first-year employees still deciding whether to keep their options open or start to commit. Culture is not what you say about loyalty. It is what employees see happen to the colleagues who stayed. The 87% figure signals a fundamental change in how employees approach new jobs. It is a warning number — one that tells HR leaders the employment relationship is more fragile and more transactional than engagement scores alone suggest. But the more important story is the why behind it. Many of the employees scanning job boards from their new desks are not doing so because you have failed them. They are doing so because previous employers already did — and they learned, the hard way, to stay ready. The organizations that understand that distinction and respond with genuine, sustained investment in the employee relationship are the ones that will earn what most engagement programs only measure — employee loyalty. *We want to thank isolved for providing us early access to the* *isolved 2026-2027 Voice of the Workforce Report* *and sponsoring our unique* *perspective for the current edition of the HR Tech Compass Blog. Read the full report* [*here*](https://isolved.co/4u462RD)*.* **Why Are Customers Leaving ADP, Paycom, and Paylocity?** At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **5 key dissatisfaction drivers and identify areas for deeper due diligence.** 2026 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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23% — A stronger company culture --- ## URL: https://www.hrtechnologyadvice.com/ai-next-hr-job ### Title: Leveraging AI to Find Your Next HR Job ### Page ID: 9393639 ### Content: # Leveraging AI to Find Your Next HR Job ### Start Here — Build Your Profile Prompt ## HRIS Comparison Report #### PROMPT 1 — Your Professional Profile #### PROMPT 2 — Companies Growing and Hiring #### PROMPT 3 — Score and Prioritize #### PROMPT 4 — Find Your Blind Spots #### PROMPT 5 — Company Deep Dive #### PROMPT 6 — Organize Your Network by Company #### PROMPT 7 — You Have a 2nd Degree Connection — Ask for an Introduction #### PROMPT 8 — You Have a 1st Degree Connection — Warm Outreach #### PROMPT 9 — No Connection — Cold Outreach to a Target Leader #### PROMPT 10 — Your Systematic Follow-Up Plan #### The New Reality ## **Why Are Customers Leaving** #### **HRIS Turnover Analysis** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Searching for your next HR role? Discouraged by endlessly sending out hundreds of applications and getting only a trickle of responses? That frustration is real — and there is a better way. Companies have been announcing round after round of layoffs and pointing to AI as the cause. AI is getting a lot of justified criticism right now. But there is one thing AI is exceptionally good at — helping you identify the right target companies, synthesize complex criteria, and research your options faster and more thoroughly than you ever could on your own. You are only 10 prompts away from supercharging your job search. My preferred AI is Claude, but I ChatGPT or Perplexity may work just as well. You can get started by creating an account if you don't have one. [https://claude.ai/](https://claude.ai/) Before anything else, give your AI a complete picture of who you are. Every subsequent prompt will be more useful if this foundation is in place. Run this once and reference it throughout your search: How Does ADP Compare to Paycom vs Paycor vs Paylocity vs UKG - and all the top HRIS systems? Before running this prompt, add your professional background in two simple steps: **Step 1 —** Upload your resume. Click the paperclip icon in Claude and attach your resume file directly — Word or PDF both work. No copying or converting needed. **Step 2 —** Add your LinkedIn profile. Go to LinkedIn Settings and Privacy → Data Privacy → Get a copy of your data → select Profile. LinkedIn emails you the file within minutes. Open it and paste the contents into Claude below your resume. Including both gives Claude your polished accomplishment narrative from the resume and a clear picture of how you currently appear to hiring managers and contacts who look you up after receiving your outreach. It also prompts Claude to flag any gaps between the two — which is often the most valuable feedback you will receive from this entire process. *"I am an HR professional and I would like your help identifying companies that would be a strong fit for my job search. I have uploaded my resume and pasted my LinkedIn profile above. Here are my additional preferences:* *Current or most recent role: \[e.g., HR Business Partner, VP of People Operations\]* *Years of experience: \[number\]* *Industries I have worked in: \[list\]* *Core HR specializations: \[e.g., talent acquisition, HRIS, compensation\]* *Company sizes I have worked in: \[startup / mid-market / enterprise\]* *Professional certifications: \[list\]* *Location and commute preferences: \[city/region or remote\]* *Preferred company culture: \[e.g., fast-paced startup, collaborative mid-market\]* *Industries most interested in: \[list or 'open to suggestions'\]* *Anything I want to avoid: \[layoffs, specific industries, in-office requirements\]* *Please do three things with all of this information:* *1\. Confirm you have my full profile and preferences* *2\. Note any gaps or weaknesses you see in how I am currently positioning myself for the types of roles I am targeting — be direct and specific* *3\. Use everything above to inform all of your responses in this conversation"* *"Based on my profile, generate a list of 20 to 30 companies in \[your city/region or hiring remotely\] that are likely actively growing right now. For each company include: company name, industry, approximate size, why you think they are in a growth phase, and what HR roles they are most likely hiring for right now based on their stage. Flag any known to be in a hiring freeze or reduction phase so I can deprioritize them. For each company also tell me the exact job titles I should search for on their careers page and LinkedIn Jobs — including any title variations they might use."* After reviewing this list, you should spend 15 minutes checking the careers pages for your top 10 companies. Note which ones have relevant open roles and what the titles are. Bring that information into Prompt 3 — it will directly affect how you score and prioritize your list. A company with a relevant role posted today scores higher urgency than an equally strong fit with nothing currently open. "Review the list you just generated and score each company 1 to 10 for how well they match my stated preferences — culture fit, industry interest, company size, and location. Include any red flags such as recent layoffs, leadership turnover, or funding concerns. I have also checked the careers pages for my top companies and found the following open roles: \[paste what you found — company name, role title, and link if available. Note any companies where you found nothing relevant.\] Factor this into your scoring — a strong fit company with a relevant role open right now should score higher urgency than an equally strong fit with nothing currently posted. Show me the scoring in a table with a brief explanation for each score and a separate urgency indicator showing whether an open role exists. Then give me a recommended top 10 ranked by the combination of overall fit and current hiring urgency." "Based on my HR background, are there industries or company types I have not mentioned that would be strong fits for my skills? What transferable value does my experience bring, and can you name 5 to 10 specific companies in those sectors worth adding to my list?" "Give me an overview of \[Company Name\] from the perspective of an HR professional evaluating them as a potential employer. Include: their growth trajectory and recent news, what their HR and People team structure looks like, what employees say on Glassdoor, their approach to compensation, and any recent layoffs or leadership changes I should know about." This is where AI changes the job search most meaningfully. Most people have hundreds of LinkedIn connections they have never thought about strategically. Claude cannot access your connections directly — but a few simple LinkedIn techniques combined with the right prompts can turn your existing network into a powerful door-opener. Before running the prompts below, spend a few minutes on LinkedIn to map your connections at each target company. Here is how to find connections at every degree: **Before moving to the prompts, note the following for each target company:** "Here are the connections I found at my target companies through LinkedIn: \[paste your notes — name, title, company, and connection degree for each\]. Organize this by company and connection strength, and for each person suggest the most appropriate outreach approach given my background and their role." "I found a 2nd degree connection at \[Company Name\] — \[their name and title\]. My mutual connection is \[mutual contact name and how I know them\]. Help me craft a short message to \[mutual contact\] asking them to make an introduction. Keep it under 100 words, make the ask easy to say yes to, and give them a brief description of my background they can forward if they are willing." "I have identified \[Name\], a \[Title\] at \[Company Name\]. We \[describe your connection — e.g., worked together five years ago, met at a SHRM conference\]. Help me draft a short, genuine outreach message asking for a brief conversation — not asking for a job directly. Under 150 words, warm but professional, and easy for them to say yes." No direct or indirect connection at a company that looks like a strong fit? Do not let that stop you. Senior leaders at growing companies often respond to genuine, well-researched outreach from credible professionals — particularly when the message is specific and makes clear you have done your homework. *"I want to reach out to a senior HR leader at \[Company Name\] where I have no connection. Based on what you know about this company help me:* *1\. Identify the most appropriate title to target for this outreach* *2\. Suggest what I should research about this person before reaching out* *3\. Draft a LinkedIn connection request under 300 characters that references something specific about the company or their work* *4\. Draft a follow-up message under 150 words that introduces my background, expresses genuine interest in the company's growth, and opens a conversation — without directly asking for a job"* The goal of this outreach is a conversation, not an application. A genuine exchange with a senior leader puts you on the radar in a way that a cold application through a careers page doesn't. One of the most common reasons job searches stall is not lack of effort on the front end — it is lack of persistence on the back end. Most people who do not respond to a first message will respond to a second or third, sent with the right tone and timing. The job seeker who follows up thoughtfully and consistently will almost always outperform the one who sends more initial messages but gives up after silence. Silence is not rejection. It is usually just noise, busyness, or a missed notification. *"I have completed my initial outreach to contacts at my target companies. Help me build a simple but persistent follow-up system that keeps me moving forward without feeling like I am being annoying or desperate. For each of the following outreach scenarios, give me a specific follow-up sequence — including timing, channel, and suggested message tone:* *1\. A 1st degree connection who has not responded to my initial message after one week* *2\. A mutual contact I asked for an introduction who has gone quiet* *3\. A senior leader I sent a cold connection request to who accepted but has not responded to my follow-up message* *4\. A senior leader whose connection request I am still waiting on after one week* *5\. Someone I had a promising initial conversation with but who has gone quiet since* *For each scenario give me: the recommended wait time before following up, the channel to use (LinkedIn vs. email), the tone and framing of the follow-up message, how many times to follow up before moving on, and what to do differently if multiple follow-ups produce no response."* The fundamentals have not changed. Relationships still matter more than applications. A warm referral still beats a cold resume. Knowing someone on the inside still changes the odds in your favor. What has changed is how efficiently you can do the research that makes those relationships possible. AI does not replace the human work of a job search — it compresses the preparation phase, so when you finally pick up the phone you have an action plan to know exactly who to call, what to say, and when to follow up. **Why Are Customers Leaving ADP, Paycom, and Paylocity?** At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **5 key dissatisfaction drivers and identify areas for deeper due diligence.** 2026 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! 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Go to the LinkedIn page of your target company 2. Click People in the left navigation menu 3. You will see a number showing associated members — to the right of that number are arrows. Click the right arrow to scroll through the available filter sections 4. Keep clicking the right arrow until you reach the section labeled "How are you connected" 5. Click 1st to see your direct connections currently at that company 6. Click 2nd to see people one step removed — LinkedIn will show you the mutual connection for each result, which is your introduction pathway 7. Click 3rd+ to see more distant connections — look through these results for people who share a former employer, university, or LinkedIn group with you. Those shared affiliations give you a genuine reason to reach out rather than sending a completely cold message - Your 1st degree connections — reach out directly - Your 2nd degree connections — note who the mutual contact is so you can ask for an introduction - Any 3rd degree connections with a shared affiliation — note what you have in common --- ## URL: https://www.hrtechnologyadvice.com/2026switcher ### Title: 2026 HRIS Switcher Analysis ### Page ID: 9535969 ### Content: # 2026 HRIS Switcher Analysis ## Why Are Organizations Leaving ADP Workforce Now, Paycom, and Paylocity? ### A New Top Concern Rose to the Top ## 2026 Switcher Analysis ### The Numbers Tell a More Specific Story ### One More Thing Worth Knowing ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Every year, HR Technology Advice receives hundreds of requests from HR leaders researching replacements for their existing HRIS systems. As part of our research to evaluate the market and better serve the HR leader community, we ask: *What HRIS are you using today — and why are you thinking about leaving?* Of nearly 200 HR leader inquiries we analyzed for 2026, approximately half came from organizations planning to leave one of just three vendors: ADP Workforce Now, Paycom, or Paylocity. What makes that number even more notable is that these same three vendors topped our 2025 analysis as well — confirming that this is not a momentary trend but likely a persistent pattern. We call these organizations HRIS Switchers — HR leaders who have declared their intent to leave but have not yet made the move. In 2025, the leading driver of HRIS switching activity was Lack of Functionality. In 2026, something shifted. Poor Customer Support has moved to the top — cited by 60% of all HRIS Switchers as a primary reason for their planned departure. The implication is significant. A growing number of HR leaders feel that inadequate support has a bigger impact on their satisfaction than whether the system can do the job. These issues are also correlated — if an HRIS fully met organizational needs, support requests would be minimal. When functionality falls short and support fails to resolve the resulting problems, frustration compounds quickly. Support quality is harder to evaluate before you sign a contract than any feature on a capability checklist. And once trust erodes, it rarely recovers. Why are Organizations Leaving ADP Workforce Now, Paycom, and Paylocity? Each vendor has a distinct pattern of dissatisfaction — and understanding those differences matters if you are currently evaluating any of these platforms or approaching a renewal decision. One vendor recorded the highest functionality dissatisfaction of the three at 61%. One recorded integration challenges at 39% — a figure that warrants serious due diligence from any HR leader whose technology stack depends on reliable connectivity. And one recorded support dissatisfaction at 70% — the highest of any vendor in this analysis — with the sharpest pain felt among organizations with fewer than 250 employees. The full report breaks down the top five dissatisfaction drivers by vendor, identifies where each platform is most vulnerable, and translates the switcher data into specific due diligence questions you should be asking before your next HRIS decision. When cost appears as a reason for switching — and it did for a meaningful percentage of switchers — it is rarely about the price itself. It is about realized value. Poor support, reporting gaps, and functionality limitations erode perceived value until the price feels unjustifiable regardless of what the contract actually says. The cost objection is a lagging indicator. By the time it surfaces, something else has already broken down. The full vendor-by-vendor breakdown — including which platform recorded 70% support dissatisfaction and which hit 61% on functionality — is in the 2026 HRIS Switcher Analysis. Download it free. 2026 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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Vendor Culture ### Resources ##### HR Vendor Fit ##### [ATS Vendor Fit](/ats-vendor-comparison) ##### HR Stock Index ##### Top HR Podcasts ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Our unbiased HR solution comparisons, revolutionizing how organizations conduct HR technology assessments and make vendor selections. We match you to a shortlist of HR solutions that align with your unique needs, helping you avoid the common pitfall of choosing the wrong vendor and the potential for an HRMS project that fails to meet expectations. The level of complexity of your business will impact which solutions are a good fit to meet your needs. Organizations with simple requirements will find they don't need to overpay for solutions that are designed for highly complex organizations. Ensure that the vendor offers feature/functionality that meets the unique needs of your business. How quickly do you want to go live on your solutions, what internal resources will be involved, and how does the vendor manage the implementation process to ensure a successful implementation? Is the solution intuitive? The simpler the solution the easier they are to use and more widely adopted across the organization. The vendor should deliver extensive standard reports, custom report writers, and dashboards to enable organizations to uncover actionable workforce insights without the need to depend on vendors to create customized reports Organizations utilize vendor support more than they expect. Ensure you understand the vendors support model and how it will meet your critical needs. Customers who switch solutions rank lack of support as a key reason for leaving their existing vendor. Does the vendor utilize Open APIs and simplify the integration process to 3rd party solutions? Lack of dependable integrations between your systems can be a source of frustration. Are the vendor's employees engaged and happy? Happy employees go the extra mile to create great products and provide outstanding service for their customers. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/2023-top-10-podcasts-for-hr-professionals-in-a-hurry ### Title: 2023 Top 10 Podcasts for HR Professionals in a Hurry ### Page ID: 2518481 ### Content: ### [Josh Bersin Company](https://joshbersin.com/podcast/how-to-create-purpose-at-work/) ###### Episodes you may love: ### [HR Storytellers](https://www.shrm.org/hr-today/news/hr-news/hr-storytellers/pages/default.aspx) ###### Episodes you may love: ### [A Bit of Optimism with Simon Sinek](https://simonsinek.com/podcast/) ###### Episodes you may love: ### [The Great Retention](https://www.thegreatretention.com/podcasts) ###### Episodes you may love: ### [HR ShopTalk/HR Hub](https://www.youtube.com/@hrhubtalk/videos) ###### Episodes you may love: ### [RecruitingDaily Podcast](https://recruitingdaily.com/podcasts/recruitingdaily-podcast/) ###### Episodes you may love: ### [Leadership Now with Dan Pontefract](https://www.danpontefract.com/toolkits/podcast/) ###### Episodes you may love: ### [HR Work Break](https://hrdailyadvisor.blr.com/podcasts/hr-work-break/) ###### Episodes you may love: ### [#WorkTrends Podcast](https://talentculture.com/worktrends-podcast/) ###### Episodes you may love: ### [HR on the Offensive](https://podcasts.apple.com/gb/podcast/hr-on-the-offensive/id1500274856) ###### Episodes you may love: #### **Are you like** **38% of CHROs** **who are unhappy with their existing HR Technology solutions?** ### Each of these podcasts offers valuable insights and tips for HR professionals in a hurry. #### Did we miss your favorites? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us In the time it takes for you to enjoy your first cup of coffee, you can digest some of the most thought-provoking and actionable HR insights available today. We found you the best HR podcasts that are 30 minutes or less. These podcasts are perfect for HR professionals in a hurry. The Josh Bersin Company Podcast is hosted by the global industry analyst, researcher, and advisor, Josh Bersin. CEOs and CHROs seek out Josh’s advice and perspective on a wide range of topics, from the future of work and workforce trends to employee engagement and leadership development. His podcast is a peek into the advice he gives his C-Suite clients. SHRM deserves tremendous appreciation for all the great work they do to advance the success of the HR professional which includes the HR Storytellers podcast. The podcast features real-life stories and experiences of HR leaders and practitioners. The hosts and guests share their own challenges, successes, and lessons learned including strategies and tactics listeners can find useful to apply in their own organizations. A Bit of Optimism is hosted by Simon Sinek, a renowned leadership expert, author, and unshakeable optimist. If you are having trouble finding your inner optimist, Simon’s podcast introduces you to inspiring speakers who have chosen optimistic approaches to successfully navigate their careers and personal life journeys. These podcast conversations provide compelling insights which can lead to your own blossoming optimism. While everyone has been talking about The Great Resignation, the Great Retention decided to seek out the companies, strategies, and stories of how some companies are doing exceptionally well at retaining their employees. In this podcast, you will hear the stories of how some companies are being successful in leveraging culture, flexibility, and retention strategies to thrive in this difficult labor environment. An added value to the Great Retention podcast is listeners earn SHRM recertification credits for CP and SCP certifications. HR StopTalk is hosted by HR Consultant, Andrea Adams. She has created an HR podcast that is designed to help all levels of HR professionals. If you are interested in learning more about a variety of beginner and advanced HR skills such as using Job Boards, presenting HR Metrics, or implementing career ladders, this podcast has you covered. RecruitingDaily is hosted by HR provocateur, William Tincup. He interviews HR vendors, service providers, and thought leaders who offer solutions and perspectives on improving recruiting and retention. He asks the types of poignant questions you would ask them about the impact of their solutions on business outcomes. This podcast is an easy way to introduce yourself to the latest offerings in recruiting services and technology. Leadership Now is hosted by award-winning author, leadership strategist, and culture change expert, Dan Pontefract. Dan’s podcast invites us into the world of top thought and business leaders. They share stories about how cultural and workplace transformation can be accomplished. HR Work Break is hosted by HR Daily Advisor Editor, Madeleine Collins, who introduces us to hot topics and actionable information to help you with your current HR challenges. You may be familiar with the HR Work Break’s longer sibling, the very successful HR Works podcast. The HR Work Break covers similar subjects, but in a shorter format. #WorkTrends is hosted by Talent Culture Founder and CEO, Meghan M Biro. She discusses the changing world of work with leading experts, HR tech vendors, and HR practitioners. #Worktrends gets you all the relevant HR news to stay current on emerging trends. In addition, they host a monthly Twitter live chat. HR on the Offensive’s mission is to elevate HR from the perception of being a business support function to the long-term driver of the organization’s competitive advantage. To facilitate that mission, they take on bold HR topics. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** They are available on popular podcast platforms, such as Spotify, Apple Podcast, and Google Podcast. You can also subscribe to them and be updated when they publish new episodes. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Irresistible Leadership: A New Manifesto For 2023](https://podcasts.apple.com/us/podcast/irresistible-leadership-a-new-manifesto-for-2023/id1513832916?i=1000588578834) - [Career Pathways: An Innovation That Could Transform The Economy](https://podcasts.apple.com/us/podcast/career-pathways-an-innovation-that-could-transform/id1513832916?i=1000582805465) - Heidi Hartman: A “Yes, and” Approach to HR Leadership - [LaTrelle Porter: An HR Career in Creating Opportunities for Others](https://podcasts.apple.com/us/podcast/latrelle-porter-an-hr-career-in-creating/id1636890649?i=1000590227640) - [Unreasonable Hospitality with Will Guidara](https://podcasts.apple.com/us/podcast/unreasonable-hospitality-with-will-guidara/id1515385282?i=1000582992219) - [How To Be An Optimist with Pat Berges](https://podcasts.apple.com/us/podcast/how-to-be-an-optimist-with-pat-berges/id1515385282?i=1000584618213) - [Diversity, Equity, And Inclusion Is A Contact Sport](https://podcasts.apple.com/us/podcast/16-diversity-equity-and-inclusion-is-a-contact-sport/id1616460761?i=1000582381132) - [Why Culture, Retention, and Engagement are the Business](https://podcasts.apple.com/us/podcast/13-why-culture-retention-and-engagement-are-the-business/id1616460761?i=1000577889664) - [Recognition In The Workplace – Programs That Work](https://podcasts.apple.com/gb/podcast/recognition-in-the-workplace-programs-that-work/id1558040116?i=1000594945394) - [When Employees Complain to HR](https://podcasts.apple.com/gb/podcast/when-employees-complain-to-hr/id1558040116?i=1000583956984) - [Bentley Lewis – The Relationship Between Remote Work and Corporate Culture](https://recruitingdaily.com/podcast-episode/bentley-lewis-the-relationship-between-remote-work-and-corporate-culture-with-lewis-maleh/) - [HQO - What Companies Are Getting Wrong About Return To Office](https://recruitingdaily.com/podcast-episode/hqo-what-companies-are-getting-wrong-about-return-to-office-with-steve-robins/) - [Sterling – The Very Real Future Of Digital Identity](https://recruitingdaily.com/podcast-episode/sterling-the-very-real-future-of-digital-identity-with-taylor-liggett/) - [Group Coaching & Leadership Trends With Glain Roberts-McCabe](https://podcasts.apple.com/us/podcast/group-coaching-leadership-trends-with-glain-roberts/id1449213490?i=1000585892314) - [The Shift to a Skills-Based Organization with Deloitte's Michael Griffiths](https://podcasts.apple.com/us/podcast/the-shift-to-a-skills-based-organization/id1449213490?i=1000581955845) - [Do More With Less](https://podcasts.apple.com/us/podcast/hr-works-presents-hr-work-break-do-more-with-less/id1082671352?i=1000594292501) - [What Does the 'Human' aspect of HR Mean to You?](https://podcasts.apple.com/us/podcast/hr-works-presents-hr-work-break-what-does-the-human/id1082671352?i=1000592873456) - [Making Your Business More Resilient](https://podcasts.apple.com/us/podcast/making-your-business-more-resilient/id697097422?i=1000592850957) - [The Role of Ethical AI in Skills-Based Talent Decisions](https://podcasts.apple.com/us/podcast/the-role-of-ethical-ai-in-skills-based-talent-decisions/id697097422?i=1000585861292) - [The 7 trends HR should be aware of in 2023](https://podcasts.apple.com/gb/podcast/the-7-trends-hr-should-be-aware-of-in-2023/id1500274856?i=1000588290195) - [What is the role of the CPO?](https://podcasts.apple.com/gb/podcast/what-is-the-role-of-a-cpo-what-does-good-look-like/id1500274856?i=1000586530734) --- ## URL: https://www.hrtechnologyadvice.com/privacy-policy ### Title: Privacy Policy ### Page ID: 2525041 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/about-us ### Title: About Us ### Page ID: 2767006 ### Content: # ABOUT US # **Supporting Organizations to Navigate The HR Technology Selection Process** ### **of Small and Medium-Sized businesses utilize guidance from online sources as a primary way of collecting HR Tech advice** ## **HR Technology Matchmakers** ### **Are you like** **38% of CHROs** **who are unhappy with their existing HR Technology solutions?** ## Contact Us ###### info@hrtechnlogyadvice.com ## Sign up for The HR Technology Advice Newsletter & HR Tech Compass Blog #### Sign up for the HR Technology Advice Newsletter. ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us The HR Technology Advice mission is to be your trusted resource for HR Tech research. We work with HR Leaders and the Leading HR Tech solutions to match your unique organizational needs to the solutions that are best capable of meeting your requirements. Our methodology uses the **8 Dimensions of HR Vendor Fit** to capture the key vendor selection success criteria to guide you to a short list of HR technology vendors. Each of the vendors selected is capable of meeting your needs and enabling you to avoid a less-than-successful outcome. You aren't just looking for an HR technology solution for the next 1-2 years, you are looking for a solution that will grow with your business. **Ideally, the last solution you will ever need to buy.** ***"HR Technology Advice is changing the way organizations buy HCM Software"*** **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/hr-tech-index ### Title: HR Tech Stock Index HRTA ### Page ID: 3029048 ### Content: # HR Tech Stock Index - HRTA ## HR Technology Stocks ## **Down 10.93%** ## **S&P 500 +15.39%** ## HOW HEALTHY IS THE HR TECH MARKET? #### **Why is it important to pay attention to the financial viability of HR technology vendors?** ### HR Tech Stock Index (HRTA) vs S&P 500 ## **HR Product Comparison -** ## **At a Glance** ### 2025 Individual Company Performance ### **2025 Returns** ### **ADP (ADP)** ### **(13.09%)** ### **Paychex (PAYX)** ### **(20.31%)** ### **Paycom (PAYC)** ### **(20.38%)** ### **Paylocity Holdings (PCTY)** ### **(25.32%)** ### **Workday (WDAY)** ### **(10.79%)** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Welcome to the HR Tech Stock Index (HRTA), your essential resource for HR professionals, designed to track the financial health of the top HR technology companies through our unique index. The HR Tech Stock Index is comprised of public firms primarily focused on HR, payroll, recruitment, and performance management software solutions. Why focus on HR tech vendor finances? It's simple: they play a critical role in managing your most vital asset – your people. From recruitment to engagement, HR tech drives business success. Monitoring vendor stock performance provides valuable insights. Falling stock prices may indicate trouble, impacting R&D and support function investments. Conversely, strong stock performance signals stability and innovation potential. Additionally, it is important to note that many HR Tech vendors are private companies such as BambooHR, iSolved, Rippling, and UKG. Evaluating the financial viability of private companies is more challenging. Of course, when considering the right solution, financial viability is just one factor. Also, financial health can change over time and it is prudent to keep informed of your vendor's performance as part of your ongoing vendor risk assessments. **The HR Tech Stock Index is an equally weighted index of the stock prices of each of the 5 publicly traded HR Tech companies:** We use a comparison to the S&P 500 as a benchmark to compare the HR Tech Stock index to the performance of the broader market. The 5 companies included in the index have a total market capitalization of over $200B. Disclaimer: This information **is not intended to be investment** advice. Seek a licensed professional for investment advice. Note: If viewing on a mobile device - - turn your phone horizontally to see the HRTA performance graph. Compare the top Small & Mid-Market HCM solutions on 20 different aspects of feature/functionality. **Insights:** 2025 has seen increasing consolidation in the HR Tech market. Public companies such as Paycor and Dayforce have been acquired by either larger players (Paychex) or PE firms. Private HR Tech firms have been gobbled up by Workday and others such as Flowise, Paradox, Sana, and Pipedream. Even with the industry consolidation, HR Tech companies continued to lag the overall market. No company was immune with all down double-digits. It would appear that Wall Street and investors don't like the outlook for 2026 for hiring and expect slow growth for HR Tech industry. With a lot of uncertainty in the economy, there is logic to this expectation that layoffs may continue and hiring might be stagnant. *Note: Public HR Tech Companies rarely match the fiscal and calendar years. It may be confusing to see Q3 2024 results for one vendor and Q3 or Q4 results for others. It confuses us, too.* 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/hr-technology-buyers-guide ### Title: HR Technology Buyers Guide ### Page ID: 4201753 ### Content: # HR Technology Buyer's Guide & Checklist ## HR Tech Buyer's Guide Excerpts ### Simplify Your Vendor Selection ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us ***The HR Technology Buyer's Guide & Checklist Help You Navigate the HR Vendor Selection Process*** The complete guide is full of amazing insights and suggestions to help you sail through the vendor selection process We suggest requesting a separate meeting with the vendor’s Implementation Director or VP who can outline the implementation approach, internal resource requirements, and timelines. In addition, request they designate a named Implementation Project Manager and provide you their name and project resume. This clarifies expectations and accountability, allowing your team to work seamlessly with the vendor’s implementation team. Having direct contact with the Implementation Director or VP is essential for addressing issues. You will want to secure their direct contact information in case you need it later. While vendors will highlight their product strengths, it’s crucial to assess their responsiveness, how they discuss their weaknesses, and their understanding of your unique requirements. The HR Technology Buyer's Guide provides key strategies and tactics to cut through the HR vendor noise to CONFIDENTLY determine the vendor that is the best fit for your organization. This guide will change the way you buy HR technology, and many HR vendors are not going to be happy we shared these strategies with you. We guarantee the HR Technology Buyer's Guide isn't like any other guide and will help you in your vendor selection process. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - **Question Response**: Are they thorough in answering your questions? - **Understanding**: Do they grasp your concerns or downplay them? - **Timely Answers**: Are they quick to respond or do they promise answers but never provide them? --- ## URL: https://www.hrtechnologyadvice.com/thank-you-buyers-guide-download ### Title: Thank You Buyers Guide Download ### Page ID: 4202043 ### Content: # Thank You! ##### Proceed to download the HR Technology Buyer's Guide & Checklist ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/on-demand-pay-benefit ### Title: On-Demand Pay: The Next Big Employee Benefit ### Page ID: 4217045 ### Content: # The HR Tech Compass Blog #### **Helping You Navigate The World of HR Technology** #### **What is On-Demand Pay?** #### **The Rise of On-Demand Pay** #### Financial Stress and Economic Circumstances #### Why Offer On-Demand Pay to Your Employees? #### **The Opportunity to Be an Early Adopter** #### HR Technology Product Comparison #### **The Future of Payroll** #### **A Shift to the 21st Century** #### Conclusion ### Want to Learn More? #### **Are you like** **38% of CHROs** **who are unhappy with their existing HR Technology solutions?** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us **Imagine a world where your employees no longer have to count down the days until their next payday, a world where their hard-earned money is at their fingertips when they need it. Well, that day has arrived with On-Demand Pay, also known as Earned Wage Access. On-Demand Pay can be a game-changer for your employees’ financial wellness and your ability to attract and retain them.** On-Demand Pay (also known as Earned Wage Access) provides employees the ability to access their earned wages prior to their normally scheduled payday. This benefit has become increasingly popular with organizations and their employees. Ceridian was a trailblazer in the HR industry when it introduced Dayforce Wallet to provide On-Demand Pay in 2020, a move that resonated strongly with its customers during the economic uncertainty of the Covid-19 pandemic. Fast forward to June 2023, and Ceridian Dayforce proudly announced that over $2 billion had been paid early to employees across 1,640 Dayforce Wallet customers. Moreover, a staggering 50% of eligible employees embraced this newfound financial flexibility by signing up for On-Demand Pay. But Ceridian isn't the only player in the game. On-Demand Pay is now offered by leading HR vendors like ADP, UKG, isolved, and Paylocity. [**The HR Technology Product Comparison includes which vendors offer On-Demand Pay**](https://www.hrtechnologyadvice.com/hr-vendor-fit). If you haven't explored this option with your current HR vendor, it's time to ask them about providing this valuable feature to your employees. A Sept 2023 "CNBC Your Money Survey" revealed that **74% of working Americans are stressed about their personal finances and 61% consider themselves "living paycheck to paycheck".** For years, payday loan providers have taken advantage of financially strapped consumers, charging exorbitant interest rates. These predatory practices are a result of many employees not having enough money to cover expenses between paychecks. In fact, approximately 12 million Americans turn to payday loans at least once a year, and some rely on them almost every week. With inflation at recent highs and wages struggling to keep up, the need for early access to earnings has never been more critical. On-Demand Pay isn't just a leap forward for employees; it's a powerful employee benefit that enhances financial well-being and boosts engagement and retention. Recent research reveals that **63% of On-Demand Pay users reported it positively impacted their perception of their employers.** Organizations that offered On-Demand Pay demonstrated that they care about their employees' financial flexibility and well-being. What's even more astounding is the impact on younger employees aged 18-29. **A remarkable 45% of them said that access to On-Demand Pay influenced their decision to stay with their current employer.** It's a retention game-changer that few other benefits can match. Moreover, On-Demand Pay isn't exclusive to frontline and hourly staff. HR Leaders report they were surprised to find how popular On-Demand Pay has been with their professional employees. It isn't shocking to find unexpected bills, like car repairs or medical expenses, can affect anyone. Additionally, some employees simply appreciate the convenience of early access to their earnings, even without an immediate financial need. Surprisingly, On-Demand Pay as an employee benefit hasn't been widely adopted, yet, by many organization. In a recent LinkedIn poll, only 16% of respondents offered this benefit or planned to do so. As an employer, you have a unique opportunity to be an early adopter, setting your organization apart in the competitive talent market, and attracting and retaining talent at all levels. Compare the top mid-market HCM solutions on 20 different aspects of feature/functionality including On-Demand Pay. Imagine a scenario where a company not only embraces On-Demand Pay but takes it a step further, committing to paying their employees for ALL their earned wages within a mere 48 hours of being earned. Such a bold move would dramatically shift employee satisfaction and the company's ability to attract and retain top talent. The immediate access to earned wages would significantly enhance employee financial wellness and flexibility, fostering a sense of security and trust. This company would stand out as a trailblazer in the realm of employee benefits, not just meeting but exceeding employee expectations. The positive ripple effect would extend beyond the workplace, garnering substantial press coverage and recognition as a role model for employee-focused businesses. In a competitive talent market, this dramatic approach would make a company an irresistible choice, fostering unmatched loyalty and elevating your organization as a leader in the eyes of both employees and the public. For centuries, employees have endured the wait for payday, but times are changing. We're on the cusp of a revolution, where daily automatic pay deposits or pay card loads will become the norm. Working today and getting paid later will be viewed as an outdated concept. It's not that employees didn't deserve access to their earnings when they earned them; it's just that our systems couldn't keep pace with the demand for faster access. If On-Demand Payroll hasn't been on your radar, I hope this has provided you with a fresh perspective and compelling reasons to consider it as a powerful benefit for your employees in 2024 and beyond. To learn more about On-Demand Payroll, check out the recent [**HR on the Offensive Podcast: "Is Earned Wage Access the Future of Payroll and Financial Well-Being?"**](https://podcasts.apple.com/gb/podcast/is-earned-wage-access-shaping-the-future-of/id1500274856?i=1000633459718) **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/top-hris-solutions ### Title: Top HRIS Solutions ### Page ID: 4245956 ### Content: # Top HRIS Solutions ## Featured HRIS Solutions ### Simplify Your Vendor Selection ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us **Paycor’s** human capital management (HCM) platform is modernizing people management, from recruiting, onboarding and payroll to career development and retention. Paycor partnered with HR leaders to create a solution that is used by over 40,000 organizations. Paycor’s unified HR platform design delivers easy third-party integration, powerful analytics, talent development software, and highly configurable to support industry specific needs. **ADP** is the largest payroll and HR solution provider for SMBs. ADP offers a variety of solutions specific to different industries and size organizations. The Mid-Market offering (100-1,000 employees) is ADP Workforce Now (WFN) a full-suite HRIS system that has end-to-end capabilities, covering everything from payroll, benefits, and HR to recruiting, onboarding, performance, and learning. ADP WFN is used by over 50,000 organizations. **BambooHR** is a leading HCM suite provider focused on the SMB market. They provide a modern HRIS solution that covers a wide spectrum of functionality - performance, recruiting, onboarding. BambooHR acquired Trax payroll to expand its HCM suite offering. **Bob** is a leading solution for companies that want a HR Tech foundation built on performance, engagement, and culture. Its emphasis on employee engagement leads to high usage from employees. Additionally, Bob is a global company and their solution is a strong fit for multi-national companies. **Darwinbox** is a global HR tech leader that empowers enterprises to better manage their talent with new-age employee experiences and disruptive AI-powered technology. Its cloud-based Human Capital Management (HCM) software caters to an organization's HR needs across the entire employee lifecycle. Darwinbox is trusted by over 3 million employees from more than 1000 enterprises across 130 countries. **Dayforce** (Formerly Ceridian) is an all-in-one Human Capital Management (HCM) solution that caters to employee needs from onboarding to retirement. In 2012, they acquired Dayforce, a leading Workforce Management platform. Since then, Dayforce has evolved into its flagship offering and serves as a solution for businesses with complex requirements in payroll processing, time and attendance tracking, employee scheduling, and tax management. **Deel** is a leader in SMB payroll. Deel's modern user interface and ease of use have made it a popular choice for small organizations. In the last few years, Deel has added benefits admin, time tracking, and onboarding capabilities to the system to provide more value to clients. **Gusto** is a leader in SMB payroll. Gusto's modern user interface and ease of use have made it a popular choice for small organizations. In the last few years, Gusto has added benefits admin, time tracking, and onboarding capabilities to the system to provide more value to clients. Compare the top mid-market HCM solutions on 20 different aspects of feature/functionality **isolved** is a comprehensive HR solution provider that simplifies and streamlines human resources management for SMBs. isolved began as a COBRA administrator and merged with a prominent Time Management company. Ever since the merger its focus has been to build out a full HCM suite. isolved has made significant investments in its solutions and should be considered an emerging HR Tech vendor that continues to expand its offerings. **Paycom** offers an all-in-one solution for small-to-mid-sized organizations, including payroll, benefits, HR, recruiting, and onboarding. Established in 1998 as a regional payroll processor in Oklahoma, Paycom has since expanded its HR tech services nationwide. **Paycor’s** human capital management (HCM) platform is modernizing people management, from recruiting, onboarding and payroll to career development and retention. Paycor partnered with HR leaders to create a solution that is used by over 40,000 organizations. Paycor’s unified HR platform design delivers easy third-party integration, powerful analytics, talent development software, and highly configurable to support industry specific needs. **Paylocity** is a leading cloud-based provider of human capital management (HCM) and payroll software solutions for mid-size organizations. Founded in 1997, Paylocity began as a payroll provider and has built a comprehensive suite of software and services that encompasses payroll processing, time and attendance tracking, benefits administration, talent management, and employee self-service tools. **PDS** has been a leading provider of HCM systems for 50 years. PDS offers a core suite of recruiting, onboarding, human resource, benefits, payroll, and time and attendance software throughout the U.S., Canada, and the Caribbean. **Rippling** is a comprehensive HR solutions provider that simplifies and streamlines human resources management for SMBs. Founded in 2016, by Parker Conrad, it has grown quickly to become a leader in HRIS vendor rankings. Previously, Mr. Conrad founded HR/payroll vendor Zenefits. Rippling is unique among HR technology vendors is in addition to offering HR solutions, they offer IT solutions (used for Apps and device management). **UKG** was formed from the merger of Kronos and Ultimate Software in 2020. Kronos was the leader in Workforce Management (timekeeping, labor scheduling, labor forecasting, etc.) and Ultimate Software’s UltiPro was ranked as a top HCM solution. Their merger involved very few overlapping customers and products. UKG Pro is the flagship product offering a comprehensive HCM suite including HR, payroll, Talent Acquisition, Workforce Management, HR Service Delivery, Employee Engagement tools, etc. **Workday** is a full-suite HRIS system that can serve as a one-stop-shop for companies, covering everything from payroll, benefits, and HR to recruiting, onboarding, performance, and learning. Workday is primarily an enterprise solution but has expanded to include the upper end of the mid-market. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/how-to-avoid-a-troubled-hr-implementation ### Title: How to Avoid a Troubled HR Implementation ### Page ID: 4253544 ### Content: # The HR Tech Compass Blog #### **Helping You Navigate The World of HR Technology** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us **Your HR Tech solution decision can start to go wrong well before you ever go-live. The sad truth is that a bad technology implementation can be difficult or even impossible to recover from.** Have you ever had this happen to you? You sign the deal to buy a new HR solution, and you start discussing what the implementation will entail. Internal resources needed, timelines, data migration, etc. As you dive deeper, you begin to feel that sinking feeling in the pit of your stomach because it's clear that something's not right. Both your organization's expectations are misaligned. With herculean effort, you manage to work it out, muddle through, and eventually go live. But it was probably a lot harder than it needed to be. **How to Dramatically Increase Your Chances of a Successful Implementation** Almost 50% of HR technology projects fail to meet company objectives, with poor implementation being a major cause. Surprisingly, the foundation for a well-executed implementation begins during the sales process. In the HR Technology Buyer's Guide, we recommend being fanatical about understanding the HR vendor's implementation process and ensuring it aligns with your internal capabilities. The HR vendor sales reps may touch on the implementation process during the sales pitch, but it likely will be a short and overly simplified view of a smooth go-live process. However, this isn't enough information to determine if it aligns with your needs. Before buying from any vendor, insist on an "Implementation Process Meeting." In this meeting, invite your key internal resources and an Implementation Director or VP from the vendor to present in-depth on the implementation methodology and process. **You're requesting a Director/VP-level vendor representative for several important reasons:** **Implementation Expertise:** The Director/VP can provide a detailed process plan, outlining timelines, resource requirements, milestones, etc. This is your opportunity to understand the process deeply, ask questions about the methodology, and how it benefits the customer. **Alignment:** This meeting serves as a reality check for your team. It helps you assess whether your organization's capabilities align with the demands of the implementation. Knowing this upfront allows you to explore which vendors best match your internal capabilities. **Accountability:** As the Director/VP presents the vendor implementation process, you can hold them accountable for what they've outlined. Make sure to capture their contact information for future reference. Check out the HR Technology Buyer’s Guide to explore strategies and tactics to help you navigate the vendor selection process. Not all Project Managers (PMs) are created equal. Given the critical role of the implementation in your HR tech project's success, request the vendor provide you with the name of the project manager, if you choose them. Additionally, ask for the PM’s project resume. How many projects have they led? Are there any customers who can serve as references? Do you have agreement that you can reject their PM if they aren't acceptable to you? You want to know the PM's history, experience, and identify potential references. We only know of one independent source of technology implementation analysis and reviews, [Raven Intelligence](https://ravenintel.com/). They are an outstanding source of implementation insights for both the vendors and their implementation partners. Definitely worth checking out if you are considering HR vendors such as Cornerstone, Oracle, SAP SuccessFactors, UKG, Unit4, or Workday. While this process may seem excessive, it sets your implementation apart from 99% of other customer implementations. Why? While every vendor intends for their customer implementations to be successful, it isn't possible for every customer to get their best PMs. Many vendors are strapped for resources and they allocate their top resources to either their highest profile customers or those that are the "squeaky wheel". If you follow this process you have demonstrated your commitment and expectation for a high quality implementation. You have become the squeaky wheel which leads to being assigned a more effective project manager and increasing the likelihood of a trouble-free implementation. No director or VP wants to receive calls about implementation issues after assuring you of a smooth implementation. Every successful HR technology project hinge on a well-executed implementation. This approach, grounded in setting clear expectations, aligning capabilities, and holding vendors accountable, serves as a compass for HR leaders. By following these proactive steps, you're not just adopting technology; you're safeguarding your organization from implementation pitfalls. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/hcm-reviews-adp ### Title: ADP Workforce Now Customer Reviews and Insights ### Page ID: 4257819 ### Content: # ADP Workforce Now Reviews ## Overall Rating ### HRIS Vendor Turnover Comparison - ### ADP Workforce Now, Paycom, and Paylocity ### Related Research ## ADP Workforce Now Customer Reviews & Ratings ## Recent ADP Workforce Now Reviews ## ADP Workforce Now Pros & Cons ### ADP Workforce Now Pros ### ADP Workforce Now Cons ## Suggestions and Observations ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 2.9 out of 5 stars — Based on 84 verified HRIS customer reviews of ADP Workforce Now. Customer evaluation of the organizational complexity which is the best fit for this HRMS solution. Below is a list of research, analysis, and resources you will find relevant when consider this vendor and its direct competitors. Evaluating the HRMS solution's success in meeting the organization's feature/functionality expectations. Evaluating the organization's experience with the HRMS vendor's implementation. Evaluating the HRMS solution's ease of use and how widely accepted and adopted by end users. Evaluating the HRMS solutions reporting capabilities and the ability for customers to create their own custom reports. Evaluating the HRMS vendor's ability to meet support inquiries fully and in a timely manner. Evaluating the HRMS vendor's ability to integrate with all necessary systems and ease of maintaining integrations. Evaluating the HRMS vendor's employee-customer engagement and enthusiasm to support customer needs. **Like Most:** The only really good piece of ADP is the payroll. Payroll and Tax processing. **Like Least:** HRIS, Performance, Engagement. Really anything HR related except payroll. Customer support has been terrible. The system is outdated and cumbersome in comparison to other HRIS alternatives. **Like Most:** Simple for startup organizations and payroll. **Like Least:** Reporting inflexibility and lack of ability to customization. **Like Least:** When I call support for assistance and they respond that no one else has the same issues. With as many companies that use ADP, our problems with the system are not unique. **Note:** *We only publish a few recent customer reviews instead of the hundreds of reviews we receive. HR Technology Advice aggregates hundreds of customer reviews to calculate key vendor ratings and review Pros and Cons themes.* "ADP Software is user friendly, offering solutions without being overly complicated" "They provide a broad offering or products and services that can cover all your HR needs from TA to L&D to Performance management" "ADP Workforce Now is a great tool and once implemented, makes HR Life much easier." "Having to repeatedly call for assistance and sometimes it is WRONG - their own employee missed a step in our OE roll-out that delayed the launch 8 hours." "Implementation was a nightmare. They severely underestimated how much training our staff would need, even though we clearly emphasized how technologically challenged our workforce was. Once implementation was complete, our support was very frustrating." "Implementation- we ultimately had to cancel the agreement and went with UKG instead. I’ve used ADP in the past and the product works well but they were disastrous at executing and doing what they promised to deliver." "There are often multiple ways to do something, but only one of them is the correct way. This causes for issues within the system at times. When you call for assistance, it is very dependent on who you get as a representative if they will guide you to the true "Poor customer service, poor programming, did not keep its promises to solve issues." "Customer service for our HR side is AWFUL. Implementation of new benefits providers has been a mess. The payroll team has a decent reputation." **Understand Your Integration Needs Upfront.** ADP is notorious for taking forever to provide help on integrations whether you are trying to port in or out of it. Most collaborations have very limited APIs so you are very dependent on the ADP team to make changes - which can take time and be more costly. **Be Careful That ADP WFN May Be More Than You Need.** Our company size was small to mid-sized, and the system was much bigger than we needed. **Strong Payroll Solution.** Buy ADP for payroll and invest in a different HRIS. **Reference Calls to Vet Support Experience.** Utilize your reference calls to have a realistic understanding of ADP support experience. **Invest in an Implementation Project Manager.** If your HR team is going to be responsible for managing the implementation in addition to their day to day, a lot will end up on the back-burner. **\*Why are HR Technology Advice Review Ratings Lower Than Other Websites?** HR Technology Advice reviews exhibit a balanced representation of customer experiences, encompassing both positive and negative feedback from verified users. The organic growth of these reviews ensures a genuine reflection of customer sentiments. Unlike some platforms that might selectively solicit more positive feedback, HR Technology Advice's approach captures a broader spectrum of opinions. Consequently, the ratings on this platform are more likely to mirror the diverse experiences of the average customer, offering a more authentic and comprehensive snapshot of the overall customer satisfaction. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/lattice-hris ### Title: Lattice HRIS - First Look ### Page ID: 4352426 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us **I had the opportunity to view an early public webinar on the new Lattice** **HRIS. Presented by Jack Altman,** **Cheri Martin,** **Ryan Hinshaw,** **and Annette Cardwell** Lattice, a leader in the talent market, is entering the competitive HRIS space. There are several aspects of this new product that I find worth a look: Lattice HRIS boasts a clean and user-friendly design. It's setting a high bar for the HRIS competition. It's evident that they've prioritized simplicity in both usage and configuration. The process of setting up and using workflows appears remarkably straightforward. Lattice HRIS offers reporting features that facilitate easy access to historical data. Additionally, the Analytic Explorer, their visualization engine, enhances the impact of reporting, making it more valuable to the C-Suite. Lattice HRIS provides granular control over roles and permissions (down to the individual field level), ensuring the proper access to sensitive information. The integration functionality appears promising, allowing users to identify what's working and fix any issues with minimal hassle. Honestly, it almost looks too good to be true and would remove a major headache for a lot of HR departments. Lattice HRIS is the result of a strategic shift that places talent at the heart of the HCM suite. This approach appears long overdue and offers a fresh perspective in the industry. Lattice HRIS aims to eliminate the need for multiple point solutions, consolidating various HR functions into one comprehensive solution. However, it may take a while to reach that lofty goal as, at least initially, it does not include Benefits Administration, Payroll, ATS, or Timekeeping. No specific dates on when these will be available. public. It is designed for US-based mid-market organizations with 50-1,000 employees. to Lattice customers with 50-500 employees. Lattice HRIS is set to become generally available in the second half of 2024. **Why offer such an early public webinar for Lattice HRIS? My thoughts** Check out the HR Technology Buyer’s Guide to explore strategies and tactics to help you navigate the vendor selection process. Lattice aims to excite the public by announcing its strategic shift towards HRIS with talent as the core. Lattice has a strong reputation for user-friendly solutions, and this move is a compelling way to inform the world about their expansion plans. This pre-release promotion helps prevent Lattice enthusiasts from making hasty purchases of competitor solutions and becoming locked into long-term contracts. Waiting for Lattice HRIS to become available or budgeting for it in 2024 is a wise choice for those who hold Lattice in high regard. **Are you going to check out Lattice HRIS to see if it is a fit for your needs? Learn more** [here](https://vendors.selectsoftwarereviews.com/redirect/1749679381103x206877447769030660?p=1745512779596x882130799613706200)**.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/7-new-hr-careers-in-the-ai-future ### Title: 7 New HR Careers in the AI Future ### Page ID: 4352862 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us **Without a doubt, artificial intelligence (AI) is presenting** **us with a unique opportunity to reimagine roles and empower HR to play a pivotal role in shaping the success of the workforce and the organization.** This paradigm shift gives rise to a captivating array of new career opportunities, poised to redefine our understanding of how we manage and support the workforce. The convergence of AI and HR is not just a merging of technologies; it is a synergy that holds the potential to provide us with deeper and broader insights into our workforce than ever before. Envision having an abundance of data at your fingertips, meticulously generated by AI, offering a panoramic view of employee behavior, performance, and sentiments. The AI Data Specialist, a linchpin in this narrative, becomes the architect of a data-driven revolution, translating raw data into actionable insights that guide informed decision-making within HR strategies. This data deluge propels us into a future where AI becomes a talent scout, uncovering internal potential and shaping recruitment strategies. Simultaneously, it fosters a profound understanding of employee well-being. Access to employee behaviors provides deeper insights than traditional methods, offering an early view into burnout, engagement, and mental states. The AI Wellness Analyst, armed with AI-generated insights, assumes the responsibility of addressing nuanced aspects of employee sentiments and emotions, ushering in Today, company culture is challenging to influence. AI provides the opportunity to intentionally shape the organization's culture for optimized work environments and business success. Imagine deciding the core values and structuring company training, communication, and goals to support the mission, leading to an optimized company culture. The AI Cultural Ambassador becomes instrumental in orchestrating initiatives that not only align with but enhance the desired company culture. The potential of having this tremendous amount of data lies not just in its volume but in its ability to empower HR professionals with a depth of knowledge that transcends conventional limits. In the early days of AI, the risk of reinforcing existing biases is apparent. AI Ethicists or Bias Analysts become indispensable, tasked with auditing AI algorithms, identifying and mitigating biases, and ensuring fair and equitable HR practices. Creating user-friendly interfaces for AI-powered HR tools becomes crucial. AI Experience Designers take the lead in designing and optimizing the user experience with AI-driven HR platforms, ensuring they are intuitive, engaging, and effective. Check out the HR Technology Buyer’s Guide to explore strategies and tactics to help you navigate the vendor selection process. Just as AI identifies external talent, AI Internal Talent Scouts focus on uncovering internal potential. They analyze employee data, providing insights into upskilling, career development, and internal talent mobility opportunities. Given the sensitive nature of HR data, AI Security and Compliance Officers play a crucial role in ensuring that AI systems comply with data protection and privacy regulations. They are responsible for safeguarding HR data from security breaches and ensuring compliance with relevant laws. These seven AI HR roles are the tip of the iceberg for career opportunities; they symbolize a transformative shift in our understanding of the workforce. The integration of AI enables us to navigate complexities, anticipate needs, and chart a course toward a future where managing and supporting our workforces reach unprecedented levels of effectiveness and innovation. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/5-free-resources-for-hrci-and-shrm-hr-recertification-credits ### Title: 5 Free Resources for HRCI and SHRM HR Recertification Credits ### Page ID: 4406853 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 5 Free Resources for HRCI and SHRM HR Recertification Credits Earning professional HR certifications from the Human Resources Certification Institute (HRCI) and the Society for Human Resource Management (SHRM) can significantly benefit HR professionals by demonstrating their commitment to HR excellence and facilitating career growth. Both HRCI and SHRM require recertification credits, typically at a rate of 60 credits every three years. However, obtaining these credits can be costly. However, there are free credits to be found, but it can be time-consuming to find those free recertification credits. You're in luck, we have done the work for you to find 5 free resources to provide all the credits you will need. Whether you hold SHRM-SCP, SHRM-CP, aPHR, PHR, PHRca, SPHR,GPHR, PHRi, or SPHRi, these resources cater to your specific recertification needs. Our identified free resources fall into three categories: On-Demand Webinars, Podcasts, and Vendor Online Events. On-Demand webinars offer a flexible and convenient way to earn recertification credits. We've compiled a list of platforms with valuable content for HRCI, SHRM, and HCI recertification credits. HCI boasts a library of 100+ on-demand webinars covering diverse topics, each usually worth 1 credit for HRCI, SHRM, and HCI \- [**The Secret to Building Loyalty Among the Hourly Workforce**](https://www.hci.org/webcast/secret-building-loyalty-among-hourly-workforce) \- [**From Concept to Action: How to Embed and Operationalize DEI in Your Organization**](https://www.hci.org/webcast/concept-action-how-embed-and-operationalize-dei-your-organization) BizLibrary offers dozens of upcoming live and on-demand webinars, some approved for 0.5 to 1 HRCI and SHRM recertification credits. Ensure approval before watching. [**Explore webinars.**](https://www.bizlibrary.com/resources/upcoming-webinars/) [**\- How Core Values Drive Change in Toxic Workplaces (upcoming)**](https://www.bizlibrary.com/resources/webinar/how-core-values-drive-change-in-toxic-workplaces/) [**\- How to Set Healthy Boundaries and Prevent Burnout**](https://www.bizlibrary.com/resources/webinar/how-to-set-healthy-boundaries-and-prevent-burnout/) [Trupp provides upcoming live webinars (no on-demand archive) on various workplace topics, each typically granting 1 HRCI and 1 SHRM recertification credit.](https://www.trupphr.com/events/) [](https://www.bizlibrary.com/resources/webinar/new-workforce-realities/)[**Explore upcoming webinars.**](https://www.trupphr.com/events/?utm_campaign=GEN-2022&utm_source=HRCI) [**\- Best Practices for Conducting an HR Audit - October 9, 2024**](https://www.trupphr.com/event/best-practices-for-conducting-an-hr-audit-2024-10-09/) Podcasts offer a dynamic and insightful way to earn recertification credits, featuring key thought leaders addressing topical HR This bi-monthly podcast, recognized by HR Technology Advice as one of the 10 Best Podcasts for HR Professionals in a Hurry, offers episodes worth 0.5 credits for both HRCI and SHRM recertification. [Each episode is 30 minutes or less.](https://www.thegreatretention.com/podcasts) [**\- The Pillars of Flourishing in a Remote-First Workplace**](https://www.thegreatretention.com/podcasts/the-pillars-of-flourishing-in-a-remote-first-workplace) [**\- Trust and Transparency: The Building Blocks of Culture**](https://www.thegreatretention.com/podcasts/trust-and-transparency-the-building-blocks-of-culture-with-eric-ly) A 1-page comparison of the 16 top HR tech solutions for small and mid-market organizations across 20 different aspects of feature/functionality. HR Technology Advice is compiling HR vendor reviews to help the HR community select the solutions that are best for them. Please share a short review of your solution (it takes less than 5 minutes) and people can learn from your experience. Hosted by Mike Coffey, this weekly Podcast/Webshow features episodes worth 0.5 credits for SHRM and HRCI. [**Check out the list of episodes.**](https://goodmorninghr.com/episodes/) HR vendors periodically offer webinars and virtual conferences, often providing HRCI and SHRM credits. While we couldn't locate on-demand versions, here are examples of several upcoming events from UKG. [**\- Payroll 101: Back to Basics for Lean Teams - October 16, 2024**](https://www.hci.org/webcast/payroll-101-back-basics-lean-teams?hciaffiliate=yYizcls8) This list of free resources list should be valuable to any HR professionals seeking free recertification credits. We commit to periodic updates to ensure the information remains current and encourage you to share any new free HR credit resources with us for the benefit of the HR community. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/employee-retention-is-the-new-recruitment ### Title: Employee Retention is the New Recruitment ### Page ID: 4435702 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Can your organization break out of the leaky bucket cycle? The "leaky bucket cycle" symbolizes the constant need for hiring, not driven by business growth but to counter employee turnover. As soon as a new hire joins, news of another employee leaving surfaces, resulting in a one-in, one-out scenario. While the business may stay afloat, it isn't performing at its best. Breaking free from this cycle necessitates creating a work environment where employees feel valued, challenged, and inclined to stay. Although the economic slowdown temporarily slowed talent outflow, the imminent economic recovery is expected to bring about an increase in turnover. The persistently tight labor market demands a renewed focus on retention strategies. The [**2023 HR Technology Advice CHRO Insights & Trends Report**](/chro-insights) reveals a significant shift in priorities. In 2023, 53% of CHROs planned to hire primarily to replace employees lost to turnover, with only 38% anticipating net new hiring for business growth. This data underscores the urgent need for organizations to pivot toward robust retention strategies in the coming year. [Were you surprised by large tech firms laying off exceptional talent in 2022/2023? Not that the layoffs happened, that was](https://www.hci.org/resources?type=8136) [predictable, but that in many cases within 6 months these same companies were desperate for talented people with skills they had just shown the door. In contrast, many forward-thinking CHROs are rejecting the short-term benefits of layoffs and are recognizing the importance of upskilling, reskilling, internal](https://www.hci.org/resources?type=8136) [mobility, and career growth. Investments in internal mobility initiatives and Learning & Development (L&D) programs are becoming more prevalent.](https://www.hci.org/resources?type=8136) Consider that the best candidate for your open position likely already works for you. This is the powerful value of a comprehensive retention strategy. Outside candidates can bring years of expertise and specific skills, but they often lack industry or organizational-specific knowledge. This can lead to a steep learning curve and extend the amount of time it takes for them to have an impact in the new role. In contrast, organizations that invest in employees who have the aptitude to upskill and reskill can transfer to new internal roles, and you have the added bonus of having those organizational contacts, industry insights, and operational knowledge to have a faster business impact. Reskilling may seem counterintuitive initially when hiring for a specific skill, but the realization that the greatest value from that skill lies not just in the skill itself but in how to execute those skills in your industry and organization makes it evident that this strategy leads to faster value for your organization. What is the largest impact of employee turnover? Is it the lost skills? **64% of CHROs identified that their biggest risk associated with employee turnover was not the skills but the loss of industry and organizational knowledge.** Once that is lost, it is extremely difficult to replace. *The HR Technology Advice CHRO Insights & Trends Report captures HR Leader priorities for their people and organizations* As hybrid and remote work arrangements gain momentum, 56% of CHROs believe these options enable them to attract highly skilled individuals, while 36% observe increased productivity. Challenges arise, especially in industries with higher on-site requirements. Frontline managers play a pivotal role in managing hybrid and remote teams, yet only 29% of organizations have provided specialized training to address the unique challenges they face. A thought-provoking concept from global talent thought leader Josh Bersin suggests rethinking work/job design to align with employees' strengths and interests. This approach aims to increase productivity, reduce burnout, and enhance engagement. Thirty-six percent of CHROs express interest in exploring this innovative approach, recognizing its potential value in reducing turnover and burnout, aligning work with employee strengths, planning for future workforce needs, and ensuring equitable distribution of workloads. Acknowledging the prevalence of burnout, anxiety, and stress, 63% of CHROs have implemented mental health services and programs. These initiatives, including Employee Assistance Programs (EAP), wellness programs, mental health days, and fostering open communication, not only support employees' well-being but also contribute to higher engagement, productivity, and job satisfaction. Recognizing the significance of a happy and engaged workforce, CHROs are increasingly investing in teambuilding activities and formal mentorship programs. Forty-six percent of CHROs are prioritizing teambuilding to foster a sense of community, while 44% are expanding formal mentorship programs to provide guidance and support for career development. These initiatives contribute to creating a positive work environment, strengthening employee relationships, and ultimately enhancing job satisfaction. Of course, you will still need to hire external talent. CHROs are benchmarking compensation packages and enhancing benefits to ensure competitiveness in the market. However, the research highlights that 36% of CHROs consider employee referrals as their most successful recruitment method, reinforcing the importance of maintaining a strong company culture to encourage employee advocacy. In conclusion, as organizations navigate the challenges of a tight labor market, it is evident that employee retention is no longer merely an HR concern but a critical concern for business success. By investing in internal mobility, L&D, teambuilding, and mental health initiatives, organizations can build a resilient workforce that not only attracts top talent but also retains and nurtures existing employees, driving long-term success in a competitive landscape. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/2024-cool-hr-tech ### Title: 2024 Cool HR Tech Solutions ### Page ID: 4647606 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us The 2024 Cool HR Tech Solutions list is a compilation of seven cutting-edge solutions poised to reshape the HR landscape by addressing pressing business problems. As organizations grapple with the evolving nature of job definitions, the complexities of managing hybrid and remote teams, and the challenges presented by dynamic construction environments, these innovative technologies offer tailored solutions. Whether you're dealing with the impact of employee behavior on your brand, seeking to differentiate your employee benefits, or addressing talent scarcity and high turnover among frontline workers, the 2024 Cool HR Tech Solutions list has a solution for you. Each solution brings a unique perspective and approach to the forefront, promising to revolutionize the way businesses navigate their human capital challenges. **Explore how Beamible is revolutionizing job design to meet the demands of a rapidly changing business landscape at** **Business Problem:** Workforce Inefficiencies Caused by Outdated Job Design As the pace of business change accelerates, many organizations haven’t embraced updating traditional job responsibilities to meet evolving needs. The traditional approach is to continue to add responsibilities to existing jobs which leads to lower productivity, higher employee burnout, and turnover. In addition, when employees depart, companies frequently seek to fill positions based on current configurations rather than embracing a more adaptable approach to job design. **Solution: Dynamic** Job Redesign for Optimal Results and Job Satisfaction Beamible's new approach utilizes AI-enabled tools to break down each job into individual tasks, providing unparalleled visibility into employee responsibilities. With this granular understanding, organizations can strategically reconstruct job roles to enhance productivity and job satisfaction. Beamible enables you to deconstruct to rebuild better. The platform empowers businesses to identify productivity opportunities, create new roles, and allocate tasks more efficiently. For instance, by [analyzing the administrative workload of a sales team, Beamible can evaluate and justify the creation of specialized sales administrators, liberating valuable sales time for revenue-generating activities. Without Beamible, leadership might make assumptions that may not optimize the sales team's productivity.](https://www.hci.org/resources?type=8136) **Why It's Cool:** Energizing Employees and Boosting Productivity Beamible uniquely empowers employees to identify the tasks they find most energizing. By viewing a job as a portfolio of tasks, Beamible enables organizations to realign responsibilities based on each employee's strengths and preferences. This approach not only increases individual productivity, output, and impact on the business but also mitigates burnout and reduces turnover. Beamible recognizes that tasks deemed tedious by one employee might be energizing for another, allowing organizations to dynamically reshuffle job portfolios for the benefit of employees, overall team, and organizational productivity. **Discover how Fama is revolutionizing the hiring process by providing comprehensive insights into candidate behavior at** **Business Problem:** Employee Behavior Impacting Your Brand In today's digital age, employee behavior, both positive and negative, is more public and influential than ever before. While employees actively share their charitable and positive activities on social media, they may also engage in behaviors that could be concerning, each with the potential to significantly impact your brand. When hiring, it is crucial to be aware of any past behaviors and employee propensities that could potentially damage your organization's reputation. **Solution:** Social Media and Deeper Background Check Analysis Fama addresses this challenge by utilizing AI to conduct compliant checks across over 10,000 public online sources. The platform identifies nine different types of workplace misconduct, including Cannabis, Harassment, Illicit Drugs, Threats, Crime, Intolerance, Sex, Violence, or Fraud. By implementing Fama early in the hiring process, organizations can reduce the risk of bringing on individuals with a history of misconduct, such as violence, harassment, or fraud. Fama's approach goes beyond simple keyword and hashtag searches to include evaluating images, audio, as well as liked and shared content. **Why It's Cool:** Assessing Positive Fit for Your Organization What sets Fama apart is its ability to provide data to help hiring teams not only exclude candidates but also identify them for a positive fit within the organization. Fama leverages online signals to identify candidates with professional attributes such as creativity, empathy, and problem-solving skills. This not only safeguards your organization against potential risks but also ensures that you're not just filtering out candidates but actively identifying those who align with the positive behaviors and attributes your organization values. **Discover how Teamforce AI is revolutionizing frontline engagement and cultivating a workplace culture of continuous improvement at** **Business Problem:** High Turnover and Disengaged Frontline Workers Frontline workers, facing historically high turnover rates, often feel unheard and disengaged, leading to challenges for companies striving to retain their valuable workforce. The current tight labor market has accentuated the need for organizations to shift their focus toward retaining frontline workers, necessitating innovative approaches to enhance communication and engagement. **Solution:** Gamifying the Employee Engagement Experience Teamforce AI disrupts the conventional approach to employee engagement by introducing gamification into the daily work routine. In contrast to traditional annual or semi-annual surveys, Teamforce AI employs a daily trivia or content question format that transforms engagement into an enjoyable and communal experience. This approach fosters a sense of community as employees discuss daily trivia outcomes, and management strategically poses questions crucial for understanding employee engagement. The platform excels in anonymously collecting feedback while making the process interesting and enjoyable, covering topics such as DEI (Diversity, Equity, and Inclusion), workplace safety, business improvement suggestions, and ways to make the workplace more enjoyable. **Why It's Cool:** Harnessing the Power of Real-time Feedback Teamforce AI's standout feature lies in its superpower: the velocity of information. Unlike traditional semi-annual or annual surveys, the platform provides instant feedback from employees that organizations can respond to within days rather than months. This real-time interaction results in weekly engagement approaching 100% on average. Employees express that being asked for feedback is a game-changer, significantly impacting their sense of value and loyalty to their employer. **Explore how SmartBarrel is transforming construction site management with its rugged and adaptable timeclock technology at** **Business Problem:** Dynamic Construction Environments and Labor Time Tracking Challenges The construction industry, with its ever-changing work environment and multifaceted tasks handled by different subcontractors, poses significant challenges in tracking employee time, job costing, and meeting deadlines. The diverse nature of construction projects makes it difficult to maintain project timelines, budgets, and ensure accurate payroll for employees involved in various project phases. **Solution:** A Dynamic and Rugged Time Tracking Solution for Construction Sites SmartBarrel introduces a solution tailored to the dynamic nature of construction sites. Recognizing the complexities of the industry, SmartBarrel's timeclock offers unparalleled adaptability. Employees use their phone numbers to punch in, and the timeclock captures a picture, instantly getting accurate check in/check out data to the SmartBarrel dashboard. This streamlined process eliminates delays in the traditionally chaotic construction site environment, accommodating workers and labor structures seamlessly. Using dynamic AI, the system verifies the worker's identity and ensures the use of appropriate safety gear, such as a hard hat, contributing to project efficiency and safety. SmartBarrel tracks all workers on the jobsite, including employees, temporary labor, and subcontracted workers. What makes SmartBarrel stand out is its adaptability to diverse construction environments. Whether building a road, a pipeline, or a skyscraper, SmartBarrel's incredibly durable timeclocks are designed to withstand harsh conditions. These timeclocks can be magnetically attached anywhere on the jobsite, regardless of weather conditions—rain, snow, extreme temperatures. No Wi-Fi connection? No problem, as Smart Barrel can connect cellularly. Power constraints? Attach it to a solar panel. SmartBarrel can be seamlessly integrated in any environment, offering a versatile solution for the construction industry. **Discover how Untapped Solutions is reshaping talent acquisition and fostering inclusivity in the workplace at** The job market is currently facing unprecedented challenges, with companies struggling to fill positions across the spectrum, from entry-level to highly technical professional roles. This scarcity of talent represents a significant hurdle for organizations striving to maintain productivity and achieve sustained growth. Untapped Solutions has simplified the process for organizations to assess and hire from an extensive, often overlooked talent pool that includes previously incarcerated individuals, the homeless, and other underserved communities. With over 1 million Americans seeking to reintegrate into society and contribute to the workforce, Untapped Solutions has developed a groundbreaking marketplace. This platform serves as a bridge, connecting employers actively seeking talent with highly motivated individuals looking to rebuild their lives through meaningful employment. **Why It's Cool:** Revolutionizing Talent Acquisition with AI What sets Untapped Solutions apart is its AI-powered job board, which seamlessly matches open roles with candidates possessing the required skills or currently enrolled in relevant training programs. Research indicates that formerly incarcerated individuals exhibit significantly lower turnover rates and higher levels of loyalty to their employers. Untapped Solutions' LinkedIn-style professional network doesn't just connect people; it also paves a career path for individuals in underserved communities. Customers and partners of Untapped Solutions include industry giants like Google and Cox Enterprises, highlighting the broad impact and recognition of its transformative approach. **Discover how is Virtual Sapiens is revolutionizing leadership communication for hybrid and remote teams at** **Business Problem:** Challenges in Communicating and Managing Hybrid and Remote Teams The evolving workplace dynamics have thrust People Leaders into a new reality where a significant portion of their teams is now working in hybrid or fully remote setups. This shift demands a fresh approach to leadership, one that many leaders struggle to navigate due to a lack of effective communication tools. There is a pressing need for training and guidance to empower leaders and their teams in this transformed work environment. In response to this challenge, Virtual Sapiens introduces a groundbreaking solution - Virtual Presence Communication Coaching. Acknowledging that over 90% of communication is non-verbal and that virtual communication is a skill we are still refining, Virtual Sapiens leverages AI-driven real-time analysis to coach individuals on how they are perceived and their effectiveness in communicating with their audience. The Virtual Sapiens Presence Platform provides a suite of options for immediate and personalized feedback on verbal, non-verbal, and vocal communication skills. This provides each individual team member with their very own communication coach-in-their-corner, and gives managers the tools needed to communicate effectively with their hybrid and remote teams. **Why It's Cool:** Real-Time Nudging for Optimized Communication What sets Virtual Sapiens apart is its ability to deliver real-time feedback to enhance communication skills. Unlike traditional post-call suggestions and in addition to private, simulation-based training environments for skills building, Virtual Sapiens offers the option for instant nudges during calls, suggesting improvements such as using more hand gestures (or less!), making eye contact with the lens, centering the camera, and more. By transforming managers into hybrid/remote manager rockstars and elevating the presence of every individual on the team, the platform enhances communication abilities, fostering a sense of connection and value that is often especially challenging for managers in remote work scenarios. The benefits of Virtual Sapiens solutions transcend team communication to positively impact your ability to become a better presenter in every environment including customer calls, sales calls, senior leadership presentations on video, and off. **Explore how Wallit is transforming the landscape of employee benefits and enhancing workforce engagement at** **Business Problem:** Lack of Employer Differentiation in Employee Benefits The vast majority of companies adhere to the same, conventional approach, providing employees with standard core benefits like medical and dental insurance once a year during open enrollment. While benefits are intended to attract and retain talent, this oversight not only results in a missed opportunity for organizations to stand out in the competitive talent market but also almost entirely omits the contingent workforce, leading to missed opportunities for cost-effective benefit packages for everyone. **Solution:** Empowering Employees with Benefit Allocation Control Wallit has ushered in a new era of employee benefits by fundamentally changing how individuals engage with and control their benefits.  Improving the traditional approach where every employee receives the same benefits, Wallit provides brokers and employers with the tools to tailor their benefit packages while empowering individuals to take control of their benefits. Functioning as the 'Amazon for benefits,' Wallit's end-to-end benefits payment platform connects carriers, brokers, service providers, retailers, and consumers in a cross-brand global network. Also, Wallit makes it easy for employers by providing a fully integrated quote-to-enrollment solution for group health and ancillary insurance from major carriers. Their enterprise solution goes beyond embedded insurance featuring flexible benefit programs for lifestyle spending, wellness, rewards, expense reimbursement, personal finance tools, and more—all accessible from a unified platform. **Why It's Cool:** Personalized Benefits for a Diverse Workforce The biggest cool factor lies in Wallit’s innovative approach to the delivery and consumption of benefits. Unlike conventional one-size-fits-all models, Wallit introduces a personalized system that empowers employers to allocate allowances for each individual, W2 and 1099 employees, to use toward benefits. The employees then have the autonomy to choose the benefits that matter most to them from their hyper personalized benefits wallet. For instance, if an employer allocates $200 per employee per month, individuals can allocate that money to their preferences.  This may include purchases such as gym memberships, pet care, family care, or any consumer spending category, both in-store or online, worldwide. This powerful ability to choose empowers employees with the flexibility to tailor benefits to their unique needs, but also maintains the overall benefit spend of the organization. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/hcm-reviews-isolved ### Title: isolved Customer Reviews and Insights ### Page ID: 4816442 ### Content: # isolved Reviews ## Overall Rating ## 2025 isolved Awards ## isolved Overview ## isolved HR & Payroll Offering ## Why Choose isolved? ## Is isolved Right for Your Organization? ## Recent isolved Reviews ## isolved Pros & Cons ### isolved Customer Pros ### isolved Customer Pros ## isolved Customer Recommendations ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 4.4 out of 5 stars — Based on 88 verified HRIS customer reviews of isolved. Customer evaluation of the organizational complexity which is the best fit for this HRMS solution. isolved is an employee experience leader, providing intuitive, people-first HCM technology. isolved solutions are delivered directly or through a partner network to more than five million employees and 145,000 employers — who use them every day to boost performance, increase productivity, and accelerate results while reducing risk. Our HCM platform, isolved People Cloud, seamlessly connects and manages the employee journey across talent management, HR & payroll, workforce management and engagement management functions. isolved is the most-trusted HCM technology leader, providing the best combination of software and services to meet the needs of today’s People Heroes – HR, payroll, and benefits professionals. From talent acquisition to workforce management to talent management, our solutions are delivered directly or through our HRO partner network to more than 6 million employees and 168,000 employers across all 50 states – who use them every day to increase productivity, accelerate decision-making and ensure performance, while reducing risk. isolved People Cloud, our intelligently connected platform, automates the entire employee experience by design, so that organizations can engage, empower, and energize their talent while freeing their People Heroes to exceed their goals and grow their careers.  Evaluating the HRMS solution's success in meeting the organization's feature/functionality expectations. Evaluating the organization's experience with the HRMS vendor's implementation. Evaluating the HRMS solution's ease of use and how widely accepted and adopted by end users. Evaluating the HRMS solutions reporting capabilities and the ability for customers to create their own custom reports. Evaluating the HRMS vendor's ability to meet support inquiries fully and in a timely manner. Evaluating the HRMS vendor's ability to integrate with all necessary systems and ease of maintaining integrations. Evaluating the HRMS vendor's employee-customer engagement and enthusiasm to support customer needs. **Like Most:** isolved is really a good payroll service/ time and attendance tracking provider. The customer support has been responsive and they make it easy to add new entities. **Like Least:** I would like to see isolved improve the ease of integration to 3rd party systems and offer more AI functionality. **Like Most:** I enjoy that it is user friendly. We have a wide range of employees and all of our employees are able to use the system with minimal concern. The payroll platform has been great for us and works well for our weekly payrolls. **Like Least:** We have had a challenge with multiple pay rates in the system and hope they are working on a better solution. **Like Most:** Customer Support: the dedicated customer service support representatives who are prompt and helpful in addressing concerns. This level of support can make a significant difference in the overall experience.. **Like Least:** I would like to see more customization options. This could include more flexible reporting tools, personalized dashboards, and tailored workflows to better meet individual business needs. **Note:** We only publish a few recent customer reviews instead of the hundreds of reviews we receive. HR Technology Advice aggregates hundreds of customer reviews to calculate key vendor ratings and review Pros and Cons themes. "I feel customer service goes above and beyond expectations. The ease of payroll alone was worth the switch to isolved. Not to mention the benefits open enrollment and employee portal. I love that employees have access to their benefits information." "Customer support, they provide top tier support in a timely manner. Ease of payroll processing Benefit management including open enrollment, EDI feeds & integrations." "The customer service is outstanding and the products are VERY user-friendly." "Customer support goes above and beyond and have always resolved any questions or challenges we are having. It is very user friendly and very robust." "I really like that isolved is constantly changing and evolving with the requests and needs from their customers." "I like the hands-on approach I have with the system. I can use their isolved University for step-by-step guides to processes and figure out the best solution for my organization." "What I like most about my experience with isolved is the people. The people who work for isolved are always there to help you and answer your questions. They go out of their way to make sure you have everything that you need and that you are well informed." "System updates/releases don't seem to be tested thoroughly. Sometimes there is a release and something else stops working or they announce an update, we prepare for it, then the update is postponed." "There are some features that it seems the customer service reps are not knowledgeable on and there are times when we have to find the solution ourselves with the knowledge of the system we have." "It has taken time to master the custom report writer. I haven't found it to be intuitive." "Anything that is not a "quick fix" takes a very long time to resolve resulting in months of follow-up. Ex: I have been trying to resolve an issue I initially reported in July regarding a Supervisor not having access to a feature. This needed to be raised to Tier 2 and from there, it gets lost as I have no way of knowing who it was assigned to and can only follow up with my rep on Tier 1, who says she will follow up then does not respond until I ask for an update and the cycle begins again." **Encourage Managers to Reinforce Employee Adoption.** isolved is easy to use and is quickly adopted by employees. We reminded managers to encourage employees to use isolved for employee self-service and overnight we saw a dramatic drop in HR/payroll questions. **Know Your Business.** isolved does a very good job, but no one is going to know your business better than you do. Pay attention to details especially where payroll is concerned to capture errors that isolved may have missed. **Designate an isolved Expert.** We utilize isolved for multiple aspects of HR; payroll, benefits, ATS, onboarding, timekeeping, etc. We appointed one person to be our "product expert" and have them stay up-to-date with changes & updates. They are responsible for communicating to the rest of the HR team. **Get involved.** They encourage and listen to customer suggestions. Invest your time to engage with isolved, share you ideas and business needs. You will find them to be responsive and open to your input. **\*Why are HR Technology Advice Review Ratings Lower Than Other Websites?** HR Technology Advice reviews exhibit a balanced representation of customer experiences, encompassing both positive and negative feedback from verified users. The organic growth of these reviews ensures a genuine reflection of customer sentiments. Unlike some platforms that might selectively solicit more positive feedback, HR Technology Advice's approach captures a broader spectrum of opinions. Consequently, the ratings on this platform are more likely to mirror the diverse experiences of the average customer, offering a more authentic and comprehensive snapshot of the overall customer satisfaction. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - Job Description Management - Interview Scheduling - Applicant Tracking Systems (ATS) - Core HR - Onboarding - Time & Attendance - Training Management Systems - Employee Scheduling - Benefits Administration - Expense Management - Workforce Management - Compensation Management - Corporate Learning Management Systems - HR Analytics - Performance Management - Healthcare HR - Payroll --- ## URL: https://www.hrtechnologyadvice.com/hcm-reviews-ukg-pro ### Title: UKG Pro Customer Reviews and Insights ### Page ID: 4832787 ### Content: # UKG Pro Reviews ## Overall Rating ## UKG Pro Overview ## UKG Pro HR & Payroll Products ## Why Choose UKG Pro? ## Is UKG Pro Right for Your Organization? ## UKG Pro Videos ### HRIS Vendor Turnover Comparison - ### ADP Workforce Now, Paycom, and Paylocity ### Related Research ## UKG Pro Customer Reviews & Ratings ## Recent UKG Pro Reviews ## UKG Pro Pros & Cons ### UKG Pro Customer Pros ## UKG Pro Customer Cons ## Suggestions and Observations ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 3.3 out of 5 stars — Based on 79 verified HRIS customer reviews of UKG Pro. UKG is the workforce operating platform that puts workforce understanding to work. With the world's largest collection of workforce insights, our ability to reveal unseen ways to build trust, amplify productivity, and empower talent, is unmatched. It's this expertise, along with our people-first AI, that equips our customers with the intelligence to solve any challenge in any industry — because great organizations know their workforce is their competitive edge. With UKG Pro, you can confidently support your people with deeper visibility and integration across all people operations. Make timely, people-focused decisions across your entire people operations, elevated by AI- backed recommendations and insights. Build inspired and motivated work experiences that create a more open and inclusive culture your people can be proud of. Customer evaluation of the organizational complexity which is the best fit for this HRMS solution. Below is a list of research, analysis, and resources you will find relevant when consider this vendor and its direct competitors. Evaluating the HRMS solution's success in meeting the organization's feature/functionality expectations. Evaluating the organization's experience with the HRMS vendor's implementation. Evaluating the HRMS solution's ease of use and how widely accepted and adopted by end users. Evaluating the HRMS solutions reporting capabilities and the ability for customers to create their own custom reports. Evaluating the HRMS vendor's ability to meet support inquiries fully and in a timely manner. Evaluating the HRMS vendor's ability to integrate with all necessary systems and ease of maintaining integrations. Evaluating the HRMS vendor's employee-customer engagement and enthusiasm to support customer needs. **Like Most:** UKG Pro has transformed the way our HR team functions. They took us from an organization that gave a new employee 150 pieces of paper on their first day to a completely paperless environment. They have helped automate acknowledgements of our handbook and conflict of interest policies to remain in compliance with our board of directors. We have been impressed with their offerings, customer service, and level of knowledge that we may never move to another HRIS. **Like Least:** If we could wave a magic wand, we would improve the learning management software, but even that module works for our needs. **Like Most:** UKG Pro was very easy to learn and user friendly. **Like Least:** Customer support response times haven't met my expectations. **Like Most:** Their BI/reporting is very strong but custom reporting requires the ability to/understanding of writing expressions; even making updates to sample/system provided reports requires a lot of training. **Like Least:** The customer service is severely lacking, since they changed service models. The customer support reps are not specially trained; they're searching & using the same support database that customers use/have access to. **Note:** We only publish a few recent customer reviews instead of the hundreds of reviews we receive. HR Technology Advice aggregates hundreds of customer reviews to calculate key vendor ratings and review Pros and Cons themes. "For the most part, UKG Pro can be customized to fit a company's unique demands." "I Love the Pro system and find it to be the most user friendly in the market" "Suited well for manufacturing organizations, and able to accommodate the needs of diverse workforces." "One Stop Shop Platform - They offer a full suite of HCM solutions so we can get everything from one vendor." "The onboarding and implementation teams were fantastic and very helpful in setting up the system to our specifications." "Customer service and passion to ensure seamless transition." "The solution itself is pretty good. It is intuitive and easy to use." "UKG Pro is very easy to use from an employee standpoint and the employees at UKG love their job and try their best to help you." "I like the UKG Community of other users and some UKG resources." "We had a bumpy road during their merger, but those concerns were met head on by the UKG Pro sales team and our executive relationship manager." "The Talent and Performance modules were almost impossible to customize requiring service requests and delays. "Some of the modules are all separate and do not communicate. This makes it difficult to build a dashboard and run more complex reports." "If we could wave a magic wand, we would improve the learning management software." "Frustrating opening a support case to get resolution on simple requests." "The time it takes to resolve tickets is annoying and they charge you for simple items." "Different parts of the system should work together more cohesively." **Invest in an Implementation Project Manager.** The UKG Pro implementation can be complex and requires a lot of input from your team. Designate an internal project manager to manage your resources and who is responsible for keeping the project on-track. **Invest in Internal Expertise.** Consider investing in an amazing HRIS hire in addition to purchasing UKG. Otherwise, you'll be unlikely to realize the full product value of your investment. **Reference Calls to Vet Support Experience.** Utilize your reference calls to have a realistic understanding of UKG Pro support experience." **Company Culture.** If company culture and improving your culture is important, UKG is the only HR Tech vendor that can help your organization evaluate its culture needs. **Ask Merger Questions.** In 2020 UKG was formed in the merger of Kronos and Ultimate Software. Ask questions on how the products are integrated to make sure you can easily report on key performance indicators across their solutions. **Consider a 3rd Party Implementation**. Know that a partner resource can be a game changer in implementation. **\*Why are HR Technology Advice Review Ratings Lower Than Other Websites?** HR Technology Advice reviews exhibit a balanced representation of customer experiences, encompassing both positive and negative feedback from verified users. The organic growth of these reviews ensures a genuine reflection of customer sentiments. Unlike some platforms that might selectively solicit more positive feedback, HR Technology Advice's approach captures a broader spectrum of opinions. Consequently, the ratings on this platform are more likely to mirror the diverse experiences of the average customer, offering a more authentic and comprehensive snapshot of the overall customer satisfaction. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - **Recruiting** - **Onboarding** - **Performance Management** - **Employee Surveys** - **HR Compliance** - **Benefits Admin** - **Time Tracking** - **Absence Management** - **Employee Scheduling** - **HR Service Delivery** - **Learning Management** - **Reporting Analytics** - **Payroll** - **Multi-Country Payroll** - **AI in HR** - [Which Pay is Best - Comparing Paycom, Paycor, and Paylocity](https://www.hrtechnologyadvice.com/which-pay-is-best) - [Why Are Customers Leaving ADP, Paycom, and Paylocity?](https://www.hrtechnologyadvice.com/hris-evaluation-toolkit) - [2025 Culture Comparison: The Top HRIS Vendor Cultures](https://www.hrtechnologyadvice.com/hris-culture-comparison) - [2025 HR VendorFit Analysis](https://www.hrtechnologyadvice.com/2025-hr-vendorfit-analysis) - [7 Questions Your HRIS Sales Rep Doesn’t Want You to Ask](https://www.hrtechnologyadvice.com/7-questions-your-hris-sales-rep-doesnt-want-you-to-ask) --- ## URL: https://www.hrtechnologyadvice.com/hcm-reviews-bamboohr ### Title: BambooHR Customer Reviews and Insights ### Page ID: 4839837 ### Content: # BambooHR Reviews ## Overall Rating ## 2025 BambooHR Awards ### Culture Comparison: ### Top HRIS Vendor Cultures ### Related Research ## BambooHR Customer Reviews & Ratings ## Recent BambooHR Reviews ## BambooHR Pros & Cons ### BambooHR Customer Pros ### BambooHR Customer Cons ## Suggestions and Observations ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 3.5 out of 5 stars — Based on 64 verified HRIS customer reviews of BambooHR. Customer evaluation of the organizational complexity which is the best fit for this HRMS solution. [Click to Learn about HRIS Vendor Culture and How it Impacts Customer Experience](https://www.hrtechnologyadvice.com/hris-culture-comparison) Below is a list of research, analysis, and resources you will find relevant when consider this vendor and its direct competitors. Evaluating the HRMS solution's success in meeting the organization's feature/functionality expectations. Evaluating the organization's experience with the HRMS vendor's implementation. Evaluating the HRMS solution's ease of use and how widely accepted and adopted by end users. Evaluating the HRMS solutions reporting capabilities and the ability for customers to create their own custom reports. Evaluating the HRMS vendor's ability to meet support inquiries fully and in a timely manner. Evaluating the HRMS vendor's ability to integrate with all necessary systems and ease of maintaining integrations. Evaluating the HRMS vendor's employee-customer engagement and enthusiasm to support customer needs. **Like Most:** BambooHR is very easy to use for our employees, plus their commitment to customer service and support, that really makes this product a win for us. **Like Least:** I'd like to see more workflow flexibility. We were in another solution prior to Bamboo that had a number of issues, but one of the things I liked was how customizable the workflows were--you could create a workflow for nearly any process, which was nice. **Like Most:** It's a pretty easy solution for basic HRIS information to be held. We did not use the full-suite of the offerings as we didn't need them. For a smaller organization for 250 or less employees it works even if you have global employees. **Like Least:** The implementation was frustrating due to lack of support we needed as we were migrating information from another system and needed it to also talk to another system and they weren't able to fully help us. **Like Most:** Visually pleasing and easy to use for us and employees **Like Least:** Could not do "date in time" reporting for custom reports. This made manual reporting a challenge. **Note:** We only publish a few recent customer reviews instead of the hundreds of reviews we receive. HR Technology Advice aggregates hundreds of customer reviews to calculate key vendor ratings and review Pros and Cons themes. "Simple and easy to use system. Lots of functionality included. Excellent Price point. Has a lot of features. Easy to learn how to use for admins and users." "Onboarding is efficient and has a good user experience." "Love the eNPS feature. Simplifies the goal setting and assessment processes." "User Friendly, professional well trained vendor who resolved issues quickly." "The solution is intuitive and has a beautiful interface. Support is quick to respond! They take product feedback "API integrations are not customizable, custom field capabilities are limited, ability to customize reports is limited." "There are things that feel obvious that are missing. Support does not feel super knowledgeable and often proposes ways to troubleshoot that we have already tried. Takes multiple tries to get resolution." "Difficult to grant admin access and get standard reports - at the frequency and level needed." "No dedicated POC for issues/questions (but response time is good with Chat or email). Customizing reports can be a challenge." **How complex are your needs:** BambooHR is an excellent fit for organizations which have simple or average complexity needs and have less than 500 employees. **One the Best Values.** When you are looking at "Bang for Your Buck", they provide a lot of basic functionality that is perfect for small companies. They care about their customers and are a strong option for organizations with simple requirements. **One - Size Fits All Implementation.** The implementation is standard and doesn't allow for much customization or adjustment to the organizations needs. Realize that if you have a lot of unique requirements that the implementation may be frustrating and not work for you. **\*Why are HR Technology Advice Review Ratings Lower Than Other Websites?** HR Technology Advice reviews exhibit a balanced representation of customer experiences, encompassing both positive and negative feedback from verified users. The organic growth of these reviews ensures a genuine reflection of customer sentiments. Unlike some platforms that might selectively solicit more positive feedback, HR Technology Advice's approach captures a broader spectrum of opinions. Consequently, the ratings on this platform are more likely to mirror the diverse experiences of the average customer, offering a more authentic and comprehensive snapshot of the overall customer satisfaction. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Which Pay is Best - Comparing Paycom, Paycor, and Paylocity](https://www.hrtechnologyadvice.com/which-pay-is-best)[](https://www.hrtechnologyadvice.com/hris-culture-comparison) - [Why Are Customers Leaving ADP, Paycom, and Paylocity?](https://www.hrtechnologyadvice.com/hris-evaluation-toolkit) - [2025 Culture Comparison: The Top HRIS Vendor Cultures](https://www.hrtechnologyadvice.com/hris-culture-comparison) - [2025 HR VendorFit Analysis](https://www.hrtechnologyadvice.com/2025-hr-vendorfit-analysis) - [](https://www.hrtechnologyadvice.com/hris-culture-comparison)[7 Questions Your HRIS Sales Rep Doesn’t Want You to Ask](https://www.hrtechnologyadvice.com/7-questions-your-hris-sales-rep-doesnt-want-you-to-ask) --- ## URL: https://www.hrtechnologyadvice.com/hcm-reviews-paycom ### Title: Paycom Customer Reviews and Insights ### Page ID: 4839966 ### Content: # Paycom Reviews ## Overall Rating ### Paycor, Paycom, and Paylocity HRIS Comparison ## Paycom Customer Reviews & Ratings ## Recent Paycom Reviews ## Paycom Pros & Cons ### Paycom Customer Pros ### Paycom Customer Cons ## Suggestions and Observations ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 3.1 out of 5 stars — Based on 70 verified HRIS customer reviews of Paycom. Customer evaluation of the organizational complexity which is the best fit for this HRMS solution. [(Click for the HRIS Comparison of Paycom, Paycor, and Paylocity)](https://www.hrtechnologyadvice.com/which-pay-is-best) Paycom vs Paycor vs Paylocity: HRIS Comparison for Mid-Sized Businesses Evaluating the HRMS solution's success in meeting the organization's feature/functionality expectations. Evaluating the organization's experience with the HRMS vendor's implementation. Evaluating the HRMS solution's ease of use and how widely accepted and adopted by end users. Evaluating the HRMS solutions reporting capabilities and the ability for customers to create their own custom reports. Evaluating the HRMS vendor's ability to meet support inquiries fully and in a timely manner. Evaluating the HRMS vendor's ability to integrate with all necessary systems and ease of maintaining integrations. Evaluating the HRMS vendor's employee-customer engagement and enthusiasm to support customer needs. **Like Most:** Employee Self Service is widely accepted and used. **Like Least:** Constantly changing service reps, sold a module they knew by our setup we could not use, format makes no logical sense. They are constantly updating the system and the updates typically make processes take more steps and become more cumbersome. Any customizations reduce the functionality. Does not integrate with our finance software. **Like Most:** We find Paycom to be easy to use for our employees. Payroll is the most useful for our business. **Like Least:** The Leave of Management module does not support internal company leaves or state paid leaves. We had to stop using the module after they removed this capability. **Like Most:** I've had nothing but great experiences with the Paycom team. Our original implementation was rough, but that was mostly from the person on our team who handled that having no business doing it. Their team has been super helpful with getting multi-state payroll, as well as benefit administration going. **Like Least:** it's hard to get integrations if you don't have an in-house dev team "Once we got the right customer service team, it got easier but we’re always at risk of them reassigning us again." "Most of the Paycom team has been responsive and willing to help." "The implementation was completely botched & had to be 100% reimplemented." "Customer service has been frustrating and slow to get answers we require." "Experiencing a lot of support turnover. We went through 6 different specialist teams within 6 months." "Too many clicks to do simple things, not as organized and neat as other systems. System makes things more complicated than it needs to be." "Reports are challenging. Additionally, other vendors' systems don't integrate well." **Fully Understand the Implementation Process.** Dedicate a resource to the implementation and make sure you know what is expected of you or the implementation could get complex and overwhelm your team. **Replicate the Reports You Need.** During the sales process ask Paycom to show you their ability to create key reports you will need. Paycom's custom reports can be a challenge, so make sure it can provide you what you need. **\*Why are HR Technology Advice Review Ratings Lower Than Other Websites?** HR Technology Advice reviews exhibit a balanced representation of customer experiences, encompassing both positive and negative feedback from verified users. The organic growth of these reviews ensures a genuine reflection of customer sentiments. Unlike some platforms that might selectively solicit more positive feedback, HR Technology Advice's approach captures a broader spectrum of opinions. Consequently, the ratings on this platform are more likely to mirror the diverse experiences of the average customer, offering a more authentic and comprehensive snapshot of the overall customer satisfaction. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Which Pay is Best - Comparing Paycom, Paycor, and Paylocity](https://www.hrtechnologyadvice.com/which-pay-is-best) - [Why Are Customers Leaving ADP, Paycom, and Paylocity?](https://www.hrtechnologyadvice.com/hris-evaluation-toolkit) - [2025 Culture Comparison: The Top HRIS Vendor Cultures](https://www.hrtechnologyadvice.com/hris-culture-comparison) - [2025 HR VendorFit Analysis](https://www.hrtechnologyadvice.com/2025-hr-vendorfit-analysis) - [7 Questions Your HRIS Sales Rep Doesn’t Want You to Ask](https://www.hrtechnologyadvice.com/7-questions-your-hris-sales-rep-doesnt-want-you-to-ask) --- ## URL: https://www.hrtechnologyadvice.com/hcm-reviews-rippling ### Title: Rippling Customer Reviews and Insights ### Page ID: 4847552 ### Content: # Rippling Reviews ## Overall Rating ## 2025 Rippling Awards ## Rippling Customer Reviews & Ratings ## Recent Rippling Reviews ## Rippling Pros & Cons ### Rippling Customer Pros ### Rippling Customer Cons ## Suggestions and Observations ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 4.0 out of 5 stars — Based on 61 verified HRIS customer reviews of Rippling. Customer evaluation of the organizational complexity which is the best fit for this HRMS solution. Evaluating the HRMS solution's success in meeting the organization's feature/functionality expectations. Evaluating the organization's experience with the HRMS vendor's implementation. Evaluating the HRMS solution's ease of use and how widely accepted and adopted by end users. Evaluating the HRMS solutions reporting capabilities and the ability for customers to create their own custom reports. Evaluating the HRMS vendor's ability to meet support inquiries fully and in a timely manner. Evaluating the HRMS vendor's ability to integrate with all necessary systems and ease of maintaining integrations. Evaluating the HRMS vendor's employee-customer engagement and enthusiasm to support customer needs. **Like Most:** Customer support has been a highlight. They respond quickly. I find the device management to be something we use a lot and don't see from other HRIS system vendors. **Like Least:** We have international employees and we find their tax offering and EOR to be costly and overly complex. **Like Most:** Their ATS module and the ability to process the payroll within the HR System. **Like Least:** They sold us on their expertise in Canadian. We found they overpromised as they were not ready for the unique compliance issues with Canada and we found they made a lot of mistakes. **Like Most:** Rippling was easy to setup and maintain. While support can be a challenge, once you get a 1x1 support call they resolve issues quickly. **Like Least:** We have found they seem to be inconsistent with taxes and believe they could improve in their tax offering. "Their support chat is extremely helpful. A lot of the chat support employees will go the extra mile and send a zoom link immediately to help you troubleshoot." "Rippling has exceeded my expectations. They take their customer's feedback seriously and many times work it into their future roadmap. They are very transparent with what is coming in the future to keep their customers informed and allow for future planning. Their customer service FAR surpasses that of other tools." "Device Management was part of the offering I hadn't seen from other HRIS systems." "UX, ease of adoption, integration with other HR tech stack, and payroll as a part of platform (eliminating need to buy a separate payroll solution)." "Strong ability to connect tech and streamline other integrations (ex: Lever ATS)" "While a bit complex, I like the reports. I also like the custom profiles and document management." "Rippling exclusively uses a support ticketing system. Depending on how that ticket is routed can lead to a delayed response. They don't enable you to be able to call support." "The biggest issue we ran into was during implementation. They had promised the moon and the stars - that we would be totally hands-off and they would take care of everything. It turned out that we had to check everything and do a ton of data entry, re-checking items they did, etc. IT was very cumbersome work." "The support chat is an bot, and it takes a while to get connected to a real person. Some issues with payroll batches and checks. Everything is an additional cost." "There were some minor hiccups with some of the latest modules they rolled out." "Many products are “in testing” and may not be ready for customers, but were pitched during our HRIS evaluation process." "We were unable to customize employee profiles by removing fields." "The Integration with our medical/dental/vision benefits provider was a major challenge in 2023." "We found limitations when trying to make backdated changes and future dated entries." **Implementation Expectations.** Ask detailed implementation questions during the evaluation process to ensure that you understand the requirements on your team for a successful implementation. This will align your expectations and Rippling's implementation process. **Support Expectations.** Rippling does not provide live phone support for their customers. Their ticketing system and chat work well, but if you are expecting to call someone when you have an urgent issue you may be disappointed. **Think holistically About Your HR Tech.** Rippling can deliver much of your HR Tech needs. During the evaluation process consider which solutions you want to come from Rippling and which should continue to come from other HR Tech systems via integration. **Vendor Partnership.** Rippling values customer feedback in building its product roadmap. This can be an important consideration when selecting an HR Tech solution. **\*Why are HR Technology Advice Review Ratings Lower Than Other Websites?** HR Technology Advice reviews exhibit a balanced representation of customer experiences, encompassing both positive and negative feedback from verified users. The organic growth of these reviews ensures a genuine reflection of customer sentiments. Unlike some platforms that might selectively solicit more positive feedback, HR Technology Advice's approach captures a broader spectrum of opinions. Consequently, the ratings on this platform are more likely to mirror the diverse experiences of the average customer, offering a more authentic and comprehensive snapshot of the overall customer satisfaction. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/hcm-reviews-paylocity ### Title: Paylocity Customer Reviews and Insights ### Page ID: 4852136 ### Content: # Paylocity Reviews ## Overall Rating ### Paycom vs Paycor vs Paylocity Comparison ## Paylocity Customer Reviews & Ratings ## Recent Paylocity Reviews ## Paylocity Pros & Cons ### Paylocity Customer Pros ### Paylocity Customer Cons ## Suggestions and Observations ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 3.3 out of 5 stars — Based on 73 verified HRIS customer reviews of Paylocity. Customer evaluation of the organizational complexity which is the best fit for this HRMS solution. [(Click to for the HRIS Comparison of Paycom, Paycor, and Paylocity)](https://www.hrtechnologyadvice.com/which-pay-is-best) Below is a list of research, analysis, and resources you will find relevant when consider this vendor and its direct competitors. Evaluating the HRMS solution's success in meeting the organization's feature/functionality expectations. Evaluating the organization's experience with the HRMS vendor's implementation. Evaluating the HRMS solution's ease of use and how widely accepted and adopted by end users. Evaluating the HRMS solutions reporting capabilities and the ability for customers to create their own custom reports. Evaluating the HRMS vendor's ability to meet support inquiries fully and in a timely manner. Evaluating the HRMS vendor's ability to integrate with all necessary systems and ease of maintaining integrations. Evaluating the HRMS vendor's employee-customer engagement and enthusiasm to support customer needs. **Like Most:** They are receptive and responsive to feedback and keeping us apprised of product updates. We find the Talent Acquisition; onboarding; offboarding solutions most useful. **Like Least:** Overall happy with ADP. The performance management is less than we like; however, the performance & development opportunity plan is awesome. **Like Most:** Really good UI / UX for the price point. Flexible reporting. Integrations work well. They consistently invest in the solution to make it better. **Like Least:** Our implementation consultant didn’t have enough expertise to help us with the initial configuration and setup. It took 6-8 months and a few fixes to get the setup working correctly. There is a lot of change with our account management / primary customer success contact. I am not sure if people are leaving or just moving to different jobs internally. **Like Most:** Paylocity is relatively user friendly and affordable. Payroll provides us the most value. **Like Least:** Each module you purchase has a different implementation specialist and they do not communicate with one another nor do they have any knowledge about the other modules. Also, The implementation took over 6 months and there were a lot of challenges integrating new organizations. If you have subsidiary companies or you frequently acquire new businesses, I would not recommend it. **Note:** We only publish a few recent customer reviews instead of the hundreds of reviews we receive. HR Technology Advice aggregates hundreds of customer reviews to calculate key vendor ratings and review Pros and Cons themes. "Payroll functionality is strong and can meet the needs of a company with multi-state operations." "We appreciate the ease of the time import functionality. It has been great and a big timesaver." "User friendly. Data insights is a very useful feature and we are able to quickly generate needed leadership reports." "Platform is not beautiful but payroll and benefits run smoothly. They know how to support payroll reporting and taxes. So they do the most important function well." "The Paylocity system is very simple to use and navigate. From an ease of use standpoint, there is not any complaint." "If you have any tech skills, it's fairly easy to build out what you want." "They are receptive to feedback and keeping us apprised of product updates." "We found customer service to be frustrating and difficult to get our problems resolved." "There are some matrix reporting limitations we have experienced specifically between subsidiaries. We have manually manipulated reports when employees have dual reporting or servicing multiple group companies." "We have had compliance issues over taxes being paid on time." "Nothing works as expected. Everything is a bolt on." "Each module you purchase has a different implementation specialist and they do not communicate with one another nor do they have any knowledge about the other modules." "The system lacks some sophistication and functionality that you find with some of the more well established systems. This could be a great system for smaller organizations that do not need all the bells and whistles. It will get the job done, you just can't be too complex in what you require the system to do for you." "Would like to see more seamless integration between the various modules. At times, it can feel clunky (particularly if you grow beyond what is reasonable for their system to handle)." "Support model is awful. We couldn't get our questions answered in a timely manner." "We are using the Paylocity Applicant Tracking System (ATS). It is very basic. If we’re were hiring at a higher volume, we’d definitely look at integrating a different ATS." **Strong Payroll Solution.** Buy Paylocity for payroll, but be rigorous in evaluating whether the other modules meet your needs. **Reference Calls to Vet Support Experience.** Utilize your reference calls to have a realistic understanding of Paylocity support experience. **Implementation Planning.** Ask detailed questions regarding Paylocity's implementation process. **Reference Calls to Vet Tax Service Experience.** Utilize your reference calls to explore potential concerns regarding tax compliance and how to avoid any issues. **\*Why are HR Technology Advice Review Ratings Lower Than Other Websites?** HR Technology Advice reviews exhibit a balanced representation of customer experiences, encompassing both positive and negative feedback from verified users. The organic growth of these reviews ensures a genuine reflection of customer sentiments. Unlike some platforms that might selectively solicit more positive feedback, HR Technology Advice's approach captures a broader spectrum of opinions. Consequently, the ratings on this platform are more likely to mirror the diverse experiences of the average customer, offering a more authentic and comprehensive snapshot of the overall customer satisfaction. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[7 Questions Your HRIS Sales Rep Doesn’t Want You to Ask](https://www.hrtechnologyadvice.com/7-questions-your-hris-sales-rep-doesnt-want-you-to-ask) --- ## URL: https://www.hrtechnologyadvice.com/hr-vendorfit-matrix ### Title: HR VendorFit Matrix ### Page ID: 4903411 ### Content: # HR VendorFit Analysis ## Top HCM Solutions ### Simplify Your Vendor Selection ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Selecting the right HRIS solution is one of the most critical decisions HR leaders make. Yet, more than 40% of HR technology implementations fail to meet expectations – Let’s make sure that doesn’t happen to you. That’s why we created the **2025 HR VendorFit Analysis**—a research-backed, customer-driven report designed to cut through the noise and help HR buyers identify the best-fit HRIS solutions with confidence. Introducing this advanced HR VendorFit Analysis providing three unique analyses to help in your research process for **Enterprise** (1,000+ employees) and **SMB** (50-999 employees) Organizations : The 2025 HR VendorFit Analysis is an essential resource for any HR leader building a shortlist of vendors. By leveraging real customer insights, it ensures that HR teams make informed, data-driven decisions that lead to successful HRIS implementations. Compare the top mid-market HCM solutions on 20 different aspects of feature/functionality **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") 1. **VendorFit Matrix (Analyst Format):** A research-backed ranking of vendors based on Product Functionality and Vendor Flexibility, using real customer feedback as the foundation. Think of it as an alternative to Gartner or Forrester, but with insights grounded in HR buyer experiences. 2. **Vendor Review Analysis:** A deep dive into customer sentiment, where vendors are rated across eight key categories. The top performing solutions receive gold-star recognition, making it easy to see which platforms excel in specific areas. 3. **Complexity Continuum:** Not every HRIS is built for every organization. This analysis evaluates vendors based on how well they support organizations of varying complexity, helping buyers avoid mismatches before they happen. --- ## URL: https://www.hrtechnologyadvice.com/thank-you-vendorfit ### Title: Thank You VendorFit ### Page ID: 4904580 ### Content: # Thank You! ##### Proceed to download the HR VendorFit Analysis ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/hr-vendor-product-comparison ### Title: HR Vendor Product Comparison ### Page ID: 4993720 ### Content: # HR Product Comparison ### Contact Information # Top HCM Solutions ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Compare the top Mid-Market HCM solutions on 20 different aspects of feature/functionality. *Each HR vendor’s functionality is categorized as whether it Meets, is Proficient, or Robust in key product areas.* Please provide your contact information to access the **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/employee-referral-program ### Title: How Your Employee Referral Program is the Key to Improved Talent Sourcing ### Page ID: 5001246 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us How Your Employee Referral Program is the Key to Improved Talent Sourcing Not a day goes by without hearing from an HR leader about the challenges of hiring key talent. Some are inundated with resumes, yet finding the right candidate feels like searching for a needle in a haystack. Job seekers, on the other hand, feel compelled to apply to any vaguely suitable job to secure an interview. Both sides are dissatisfied, and the prospect of improvement seems There may be a solution (or at least part of one), and it’s your referral program. 88% of organizations rate referrals as the most reliable source for finding new talent. Which isn’t surprising. Those making referrals today are the ones already working in your company, possibly even performing the same job, and are well equipped to assess future employees who are likely to thrive at your organization. **I worked for an organization where over 70% of new hires came from referrals.** Our CHRO had a “Referral First” approach, considering it crucial to our culture that the best way to fill roles was through other satisfied employees. She used to say, “If you wouldn’t invite them to dinner at your house, don’t invite them to be a member of our family (business).” Also, the company was nationally recognized for its inclusive and diverse workforce. Our company was an outlier, but it doesn’t have to be. Today, most businesses fill less than 20% of their open positions via referrals. Possibly the easiest way to improve your talent sourcing is to optimize your Referral Program. **Start turning your employees into your best talent hunters.** Here are some of the results you can realize from optimizing your employee referral program: **·      Reduced Cost-to-Hire:** Organizations typically pay recruiters 10-30% of an employee's salary and reducing dependence on outside recruiters directly lowers the cost to hire. **·      Reduced Time-to-Hire:** The average time to hire for referred candidates is 29 days, compared to 39-to-59 days for non-referred candidates. **·      Increased Employee Longevity:** Less than 25% of workers recruited through job boards stay for more than two years, whereas 40% of employees obtained through employee referrals stay for more than four years. Here are some options to consider when optimizing your referral program:  **·      Accelerate Payments:** Over 70% of organizations pay employee referral payments once the employee has been hired and in that role for 6-9 months. However, some employers are front-loading or breaking up payments to address the disconnect that can lead to reluctance in making referrals. **·      Turn Employees into Brand Ambassadors:** Create a “Candidate Package” for the employee to share with their referrals, providing key information about the organization, such as benefits and PTO. **·      Visibility:** Have a process to keep referring employees aware of the referral status is in consideration process. Lack of visibility can be discouraging and create a disincentive for future referrals. Provide specifics on when they can expect referral payments and the amount of each payment. **·      Employee Accountability:** To optimize referrals, the candidate should be known to your employee talent hunters – either as a friend, former colleague, or known by reputation. Capture how employees know the referred candidate to reduce potential gaming of the system. Additionally, track who referred each employee and reconsider their inclusion in the program if there is a pattern of poor-performing employees. **·      Employee Praise:** It isn’t always all about the money. 58% of referring employees stated they did it to help their company and raise their profile at the organization. Recognizing employees publicly who believe in your organization enough to invest their social capital in helping it grow. Use team or company meetings to thank employees who referred successful candidates. **·      Employee Engagement:** Why aren’t more employees participating in referral programs? Happy and engaged employees are excited to make referrals and create a robust stream of talent for the company. Research indicates that employee participation is a proxy for employee satisfaction and may be telling you more than what they disclose on your annual employee engagement surveys.  **·      Referral Gaming:** While you want a robust referral process, there is a danger that employees may take advantage, possibly referring less desirable candidates solely motivated by financial incentives. Set clear guidelines with your employee and communicate the purpose of the program is to make the organization better for everyone. In addition, It is critical to have a process to evaluate the strength of connection with the candidate.  **·      Homogeneous Teams:** There is a danger that employees only refer those with similar life experiences or backgrounds. Consider extending your referral program to enable outside networks to source diverse candidates and expand past the network of your employees.  Is your program mostly manual now? To efficiently provide referring employees visibility into candidate status, payments, and keep them updated with "Candidate Packages," consider automating these processes. [**Bountiful**](https://www.bountiful.us/) has developed a straightforward solution to help you manage and leverage your referral program to reach your hiring goals for 2024 and beyond. **1.    Automation**: Bountiful automates the entire process and saves you from spreadsheets and nested referral links nobody uses. This will save you time and misery trying to manually track important details such as candidate progress updates and when to pay someone.  **2.    Extend the Program**: If you want to take advantage of going beyond your direct employee team, you can expand your reach by creating outside talent hunters (instead of external recruiters). We all have great people in our networks. Leveraging external resources expands your network reach and ability to drive a more diverse candidate pool.  **3.    Make it Easy for People to Participate:** Providing branded sharable snippets to make it simple and easy for your people to share open roles to their networks. Low friction equals more participation resulting in more qualified talent flow. **4.    Reward Behavior:** They give you the ability to “slice and dice” payments any way you want. For example you might want to pay 50% of a referral fee to the person who lands the hire. You can then take the remaining 50% to reward participants who are getting you quality candidates into the interview process (a proxy for quality). Earlier payments will improve engagement in your program (the “instant gratification effect”). To learn more about optimizing and enhance your referral program, check out [**Bountiful**](https://www.bountiful.us/). It’s all they do. \------------------------------------------------------------------------------------------ Editor’s Note: This newsletter is sponsored by [**Bountiful**](https://www.bountiful.us/), a company dedicated to assisting organizations in rethinking and optimizing their referral programs. We were genuinely impressed by their innovative approach and have collaborated with them to bring you today’s newsletter. If you are exploring ways to enhance your candidate sourcing strategies, we recommend you consider engaging with Bountiful to learn about their solution. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/hr-vendor-fit ### Title: HR Vendor Fit ### Page ID: 5032789 ### Content: # **42%** **of HR Technology projects fail to meet company objectives** # Avoid Choosing the Wrong HR Tech Solution ## HR Product Comparison #### **HRIS All in One View** ## Why Are Customers Leaving? #### **HRIS Turnover Analysis** ## HRIS Solution Customer Reviews ### **Simplify Your Vendor Selection** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Explore the HR Technology Advice resources to help you evaluate and select the HR technology that is the right fit for your organization. Before you consider a vendor, we make it easy for you to consider only the vendors that offer critical product features. This 'At a Glance' comparison features 18 top HR tech solutions for small and mid-market organizations. **This analysis delves into 20 different aspects of feature/functionality.** Each HR vendor’s functionality is categorized as Meets, Proficient, or Robust in various areas. **Why Are Customers Leaving ADP, Paycom, and Paylocity?** At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **6 key dissatisfaction drivers and identify areas for deeper due diligence.** A crucial resource for gathering information about vendors during your research is customer reviews. These reviews offer valuable insights that can help you determine whether a vendor is a good match for your organization. By examining these reviews, you can identify key areas of interest, revealing potential red flags to investigate during the evaluation process and pinpointing the strengths that make them excel in meeting your specific needs. **2025 HR VendorFit Analysis**—a research-backed, customer-driven report designed to cut through the noise and help HR buyers identify the best-fit HRIS solutions with confidence. Introducing this advanced HR VendorFit Analysis providing three unique analyses to help in your research process for **Enterprise** (1,000+ employees) and **SMB** (50-999 employees) Organizations : The 2025 HR VendorFit Analysis is an essential resource for any HR leader building a shortlist of vendors. By leveraging real customer insights, it ensures that HR teams make informed, data-driven decisions that lead to successful HRIS implementations. The HR Technology Buyer's Guide provides key strategies and tactics to cut through the HR vendor noise to CONFIDENTLY determine the vendor that is the best fit for your organization. This guide will change the way you buy HR technology, and many HR vendors are not going to be happy we shared these strategies with you. We guarantee the HR Technology Buyer's Guide isn't like any other guide and will help you in your vendor selection process. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - 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[Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") 1. **VendorFit Matrix (Analyst Format):** A research-backed ranking of vendors based on Product Functionality and Vendor Flexibility, using real customer feedback as the foundation. Think of it as an alternative to Gartner or Forrester, but with insights grounded in HR buyer experiences. 2. **Vendor Review Analysis:** A deep dive into customer sentiment, where vendors are rated across eight key categories. The top performing solutions receive gold-star recognition, making it easy to see which platforms excel in specific areas. 3. **Complexity Continuum:** Not every HRIS is built for every organization. This analysis evaluates vendors based on how well they support organizations of varying complexity, helping buyers avoid mismatches before they happen. --- ## URL: https://www.hrtechnologyadvice.com/successful-remote-work-strategies-require-training-coaching-and-technology ### Title: Successful Remote Work Strategies Require Training, Coaching, and Technology ### Page ID: 5092381 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Successful Remote Work Strategies Require Training, Coaching, and Technology Most organizations embraced remote work during the COVID pandemic. Employees loved the flexibility it provided and are reluctant to give up this new level of freedom. However, many company leaders are fighting the battle to encourage employees to increase coming back to the office full-time or more frequently. What some company leaders haven’t fully realized is that COVID didn’t create the remote work trend, it has just accelerated it. According to a report by FlexJobs, remote work saw a 159% increase between 2005 and 2017, and the number of remote workers in the U.S. workforce grew by 44% between 2015 and 2020. All before the first case of COVID. What was once considered a perk for a select few became a necessity for entire workforces practically overnight. Now, as we move forward, remote work is not merely a temporary solution but a fundamental aspect of the future of work. While remote work offers numerous benefits, managing distributed teams presents unique challenges. According to Buffer's State of Remote Work 2021 report, 20% of remote workers struggle with loneliness, while 21% struggle with collaboration and communication. Additionally, remote employees may face difficulties with work-life balance, as the boundaries between work and personal life blur in a remote setting. Moreover, ensuring productivity, tracking performance, and fostering employee engagement pose significant hurdles in a remote environment. One of the biggest challenges is making all employees feel connected and increasing trust in each other. In overcoming these challenges, HR technology emerges as a powerful ally for organizations embracing remote work. Leveraging innovative HR solutions can address the complexities of managing distributed teams and unlock numerous benefits for both employees and employers. **1\. Virtual Onboarding:** HR technology facilitates seamless onboarding processes for remote employees, ensuring they feel welcomed and integrated from day one. According to a survey by BambooHR, 90% of HR professionals believe that an efficient onboarding process is essential for retaining new hires. Platforms like BambooHR or GoCo offer electronic document signing capabilities and customizable onboarding workflows to streamline the onboarding experience. **2\. Performance Management Tools:** Monitoring and evaluating employee performance in a remote setting can be challenging without the right tools in place. According to a report by Gartner, 64% of managers are worried about the productivity of their remote employees. Performance management solutions such as 15Five or Lattice provide features like goal setting, progress tracking, and feedback mechanisms, enabling managers to assess performance objectively and provide support to remote team members. **3\. Collaboration Platforms:** Effective collaboration is essential for the success of distributed teams. HR technology provides collaborative platforms like Microsoft Teams or Slack, equipped with features such as video conferencing, instant messaging, and document sharing. According to a survey by Slack, 85% of remote workers feel more connected to their colleagues when using collaboration tools. In addition, finding ways to celebrate and learn together on Team Experience platforms like Teamraderie help build team identify, trust, and build relationships. **4\. Employee Engagement Solutions:** Maintaining high levels of employee engagement is critical in a remote work environment. According to Gallup, engaged employees are 59% less likely to look for a new job in the next 12 months. HR technology offers engagement solutions such as Culture Amp, which provide pulse surveys, virtual team-building activities, and recognition programs. These initiatives help keep remote employees motivated, connected, and aligned with the company's goals and values. **5\. Recognize and Celebrate Achievements**: Acknowledge and celebrate individual and team achievements openly, fostering a culture of appreciation and recognition. Utilize features such as "giving kudos" within HR technology platforms to enable employees to recognize their peers' contributions easily. Solutions like Kudos offer features to recognize peer achievement, share appreciation, and celebrate successes publicly. By incorporating such features into the HR tech stack, organizations can reinforce positive behaviors, boost morale, and strengthen team cohesion in remote environments. **6\. Workplace Wellness:** Remote work can take a toll on employees' mental health and well-being. According to a survey by SHRM, 67% of HR professionals reported an increase in employee requests for mental health resources since the start of the COVID-19 pandemic. HR technology offers access to virtual wellness programs and employee assistance platforms like Lyra Health or Modern Health. These resources provide support and assistance to remote employees, promoting their overall health and resilience. **Manager Coaching and Training for Remote and Hybrid Teams** The success or failure of your organization’s remote and hybrid team efforts come down to how well your managers enable employees. Often, frontline managers lack the tools and training to ensure success. Providing coaching and training programs specifically tailored to remote and hybrid leadership can help managers develop the skills and competencies necessary to effectively lead distributed teams. **\- Communication:** Effective communication is essential in remote and hybrid environments. Managers need training on leveraging various communication channels, such as video conferencing, instant messaging, and email, to keep remote team members informed and engaged. **\- Performance Management:** Remote and hybrid teams require a different approach to performance management. Managers should receive training on setting clear goals and expectations, providing regular feedback, and assessing performance based on outcomes rather than inputs. **\- Team Collaboration:** Building a cohesive team culture in remote and hybrid settings requires intentional effort. Managers need training on fostering collaboration, building trust, and promoting inclusivity among team members, regardless of their location or work arrangement. **\- Work-Life Balance:** Balancing work and personal life can be challenging for remote employees. Managers should receive training on supporting their team members' well-being, promoting work-life balance, and recognizing signs of burnout or fatigue. By investing in manager coaching and training programs focused on remote and hybrid leadership, organizations can empower their managers to effectively navigate the complexities of distributed teams and drive success in the digital age. As organizations embrace the future of remote work, leveraging HR technology is essential for effectively managing distributed teams. By addressing the challenges of remote work and providing manager coaching and training programs tailored to remote and hybrid leadership, companies can unlock the full potential of their remote workforce and thrive in the digital age. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/hcm-reviews-pds-vista ### Title: PDS Vista Customer Reviews and Insights ### Page ID: 5126217 ### Content: # PDS Vista Reviews ## Overall Rating ## 2025 PDS Vista Awards ## PDS Vista Overview ## PDS Vista HR & Payroll Products ## Why Choose PDS Vista? ## **Is PDS Vista Right for Your Organization?** ## PDS Vista Customer Reviews & Ratings ## Recent PDS Vista Reviews ## PDS Vista Pros & Cons ### PDS Vista Customer Pros ### **PDS Vista Customer Cons** ## PDS Vista Suggestions and Observations ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 4.4 out of 5 stars — Based on 68 verified HRIS customer reviews of PDS Vista. PDS is a leading provider of HCM systems offering a core suite of recruiting, onboarding, human resource, benefits, payroll, and time and attendance software throughout the U.S., Canada, and the Caribbean. **Longevity** – PDS has been developing leading HCM solutions for 50 years. Even before the terms "HCM" or "HRMS" were commonplace, PDS was pioneering HR technology solutions to aid organizations in managing HR and payroll. This extensive experience demonstrates their ability to adapt to the evolving needs of businesses, providing you with the confidence that they possess deep expertise, which newer vendors may lack. **One Database –** PDS Vista is entirely built on a single database. Unlike solutions stitched together from various acquisitions over the years, PDS Vista is homegrown, incorporating HR, payroll (including Canadian payroll), ATS, Performance, and more. This single approach mitigates the reporting and user experience issues often associated with solutions pieced together from disparate acquisitions. **Customer Experience/Support –** With an average employee tenure of approximately 10 years, PDS ensures a stable vendor relationship that can span years or even decades. Customers consistently praise PDS for their responsiveness to feedback and exemplary customer support, further solidifying their reputation for providing exceptional service. [**"PDS' Vista is a user-friendly, semi-custom HCM capability that is simplified and agile for any business need. "**](https://www.pdssoftware.com/jingoli/) Customer evaluation of the organizational complexity which is the best fit for this HRMS solution. Evaluating the HRMS solution's success in meeting the organization's feature/functionality expectations. Evaluating the organization's experience with the HRMS vendor's implementation. Evaluating the HRMS solution's ease of use and how widely accepted and adopted by end users. Evaluating the HRMS solutions reporting capabilities and the ability for customers to create their own custom reports. Evaluating the HRMS vendor's ability to meet support inquiries fully and in a timely manner. Evaluating the HRMS vendor's ability to integrate with all necessary systems and ease of maintaining integrations. Evaluating the HRMS vendor's employee-customer engagement and enthusiasm to support customer needs. **Like Most:** We have a very close-knit relationship with the vendor and work directly with them when we have needs. **Like Least:** Built-in MFA is not currently available. A third-party option is available, but expensive. As sensitive data is involved, this seems as if it should be built into the core product offering. **Like Most:** PDS offers both an On-Premise or a Cloud solution with recruiting, to onboarding, to a HRIS new hire all in one vendor. It can handle multi state and multi payroll companies. PDS Vista listens to customers for input on product enhancements. **Like Least:** Initially I found a challenge with the security configuration and security administration within PDS Vista, there was a learning curve with understanding the functionality on navigating through the security options as to what a user can see or have application access to. **Like Most:** We have experienced exceptional customer service with fast response from the support team. The payroll and benefits modules minimize manual input for the HR department. **Like Least:** I have found it difficult to implement new processes, this has steadily improved. I think they could use better guides for setting up the new page views. **Note:** We only publish a few recent customer reviews instead of the hundreds of reviews we receive. HR Technology Advice aggregates hundreds of customer reviews to calculate key vendor ratings and review Pros and Cons themes. "Relationships built with PDS through great communication and collaboration efforts. PDS Vista is a very easy and intuitive to use. PDS is very open to taking all feedback and suggestions to improve PDS Vista." "Great support and flexible technology. Timely updates and an easy-to-use utility tool to deploy the updates." "The support staff are very responsive to our requests." "The system is very configurable. Vendor hosts an excellent user group conference. Our Vista PDS Implementation resource has been outstanding. The system integrates seamlessly with our scheduling software. Generally speaking the solution is very well documented." "PDS is an user-friendly, semi-custom HCM capability that is simplified and agile for any business need." "The back and forth in ticketing. It would be much quicker to meet online and discuss the issue." "If you have limited experience with Crystal Reporting you are limited to creating reports and are dependent on the PDS team to create analytics for you. "Instances of being unable or its difficult to create custom reports." "Getting to the right support option to resolve a request." **Align Implementation Resources.** A well run implementation will be dependent on your having your expectations aligned to PDS implementation approach. **Vendor Partnership.** If you are looking for a vendor that values and acts on your feedback. PDS Vista is user-friendly, the company is responsive to issues, and they are constantly increasing the functionality of the product **Know Your Business Needs.** PDS does a very good job, but no one is going to know your business better than you do. Be sure to take time to really explore the components of the system and ensure that it will be a good fit, not just for the immediate but the future as well. **Flexibility.** Of all the HCM solutions we considered, none of them offered the same easy-to-use, semi-customizable platform like PDS. **\*Why are HR Technology Advice Review Ratings Lower Than Other Websites?** HR Technology Advice reviews exhibit a balanced representation of customer experiences, encompassing both positive and negative feedback from verified users. The organic growth of these reviews ensures a genuine reflection of customer sentiments. Unlike some platforms that might selectively solicit more positive feedback, HR Technology Advice's approach captures a broader spectrum of opinions. 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Customer evaluation of the organizational complexity which is the best fit for this HRMS solution. Evaluating the HRMS solution's success in meeting the organization's feature/functionality expectations. Evaluating the organization's experience with the HRMS vendor's implementation. Evaluating the HRMS solution's ease of use and how widely accepted and adopted by end users. Evaluating the HRMS solutions reporting capabilities and the ability for customers to create their own custom reports. Evaluating the HRMS vendor's ability to meet support inquiries fully and in a timely manner. Evaluating the HRMS vendor's ability to integrate with all necessary systems and ease of maintaining integrations. Evaluating the HRMS vendor's employee-customer engagement and enthusiasm to support customer needs. **Like Most:** Very user friendly system, great help desk. The most useful modules for us have been scheduling and payroll. **Like Least:** Our experience was the Dayforce mobile app didn't work with all mobile devices. We would love to see them improve the mobile app and mobile tech support. **Like Most:** I am most impressed with the strength of payroll. In addition, the company is very innovative and continuously introduces new functionality. **Like Least:** The support has been a weakness. We were told we were too small to have an account manager. At times we feel like we have no answers and struggle to find the right answers. **Like Most:** Dayforce is an solution that they constantly improving through consistent and frequent updates. **Like Least:** I found the reporting a bit frustrating and complex to manually create reports. **Note:** We only publish a few recent customer reviews instead of the hundreds of reviews we receive. HR Technology Advice aggregates hundreds of customer reviews to calculate key vendor ratings and review Pros and Cons themes. "Dayforce is competitively priced. It was a good value from the HRIS solutions we considered." "They are always updating the system to incorporate new features." "We found the Tax Department to be weak. They have made improvements, but still not meeting our expectations. We found tax employees were not very knowledgeable." "We were told we were too small to have an Account Manager. We felt like we had no one to turn to. " "Tech issues with the mobile app - it does not work with all mobile devices" "Dayforce is focused on providing new functionality….however, existing functionality is often not continuously improved." "My advice to any organization, make sure you take all the lessons in full, don't skip them or you will struggle at launch." "Our experience was that Dayforce support was understaffed and not very knowledgeable. Getting a resolution sometime took weeks." **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/hcm-reviews-workday ### Title: Workday Customer Reviews and Insights ### Page ID: 5200132 ### Content: # Workday Reviews ## Overall Rating ## 2025 Workday Awards ## Workday Customer Reviews & Ratings ## Workday Pros & Cons ### Workday Customer Pros ### Workday Customer Cons ## Suggestions and Observations ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 3.8 out of 5 stars — Based on 59 verified HRIS customer reviews of Workday. Evaluating the HRMS solution's success in meeting the organization's feature/functionality expectations. Evaluating the organization's experience with the HRMS vendor's implementation. Evaluating the HRMS solution's ease of use and how widely accepted and adopted by end users. Evaluating the HRMS solutions reporting capabilities and the ability for customers to create their own custom reports. Evaluating the HRMS vendor's ability to meet support inquiries fully and in a timely manner. Evaluating the HRMS vendor's ability to integrate with all necessary systems and ease of maintaining integrations. Evaluating the HRMS vendor's employee-customer engagement and enthusiasm to support customer needs. "Workday is improving the functionality very quickly and trying to connect all the pieces. Also, all the add-ons and bells and whistles are great in Workday." "I appreciated the solution’s seamless integration, customization options, and user-friendly interface. The vendor's responsive support and scalability were also standout features, making it easy to adopt and grow with our needs." "The most valuable functionality is its automation of key processes like payroll and reporting. This has significantly reduced manual work, increased accuracy, and saved time, allowing us to focus on strategic initiatives." "Love how much the solution offers and how customizable it is to suit the needs of our business; it can really be built specifically for us. Workday has been proactive in keeping in touch to check in on our experience." "The role of organizations, including setting up costing allocation companies and cost centers, has been essential to managing our employees and meeting our needs for our finance and accounting teams, integrations, headcount reporting, and other areas of need. The ability to create custom organizations that automatically update based on rules is critical and saves so much manual work. "The implementation (Launch Express methodology) was incredibly rushed and left little time for training us users on the system, little time for auditing our data for accuracy, and little time for diving into configuration to ensure it was set up the way our business needed. We ended having to reconfigure the entire benefits module post go-live because most of it was set up wrong, and implementation support ended quickly after go live." "User training during implementation should be greatly improved to ensure admins are more thoroughly prepared to take charge of the system at go live." "The solution could benefit from enhanced reporting capabilities, especially more customizable dashboards and real-time data analytics, which would provide deeper insights and streamline decision-making." "The over customization ability leaves you in a fog as to what to do to make it happen. There is a benefit to working with pre created modules that force the company to move forward… rather customization allowed departments to force us back into creating a system on how they wanted to do it rather than best practice because of the promise that “it’s completely customizable”. "Every functional area requires expensive training . It is difficult to find internal resources who would have configuration knowledge related to all modules so there will be always an expense associated with partner consultants. The system is not able to accommodate some common business scenarios in compensation administration. It is very difficult to change the "If considering this solution factor in additional expense and time needed for system adoption and maintenance. Make sure you have a dedicated implementation consultant and project manager familiar with the system and its modules. Research best practices before deciding on tenant set up because post implementation changes are very difficult and costly in this system." "Be wary is this is your first HCM implementation." "For HR tech buyers, I'd recommend ensuring the solution aligns with your specific needs and customization requirements upfront. Also, prepare for a learning curve—invest in training and support early on. I wish I had known to ask for more tailored onboarding to maximize the solution’s potential right from the start." "The Launch Express Methodology is FAST. Do not use this implementation timeline, especially if you are a 500+ employee company. There is not enough time to efficiently and accurately gather data and test and verify everything, leading to issues down the road that may take months to correct." **\*Why are HR Technology Advice Review Ratings Lower Than Other Websites?** HR Technology Advice reviews exhibit a balanced representation of customer experiences, encompassing both positive and negative feedback from verified users. The organic growth of these reviews ensures a genuine reflection of customer sentiments. Unlike some platforms that might selectively solicit more positive feedback, HR Technology Advice's approach captures a broader spectrum of opinions. Consequently, the ratings on this platform are more likely to mirror the diverse experiences of the average customer, offering a more authentic and comprehensive snapshot of the overall customer satisfaction. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. 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[Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/top-3-reasons-hrms-customers-are-dissatisfied ### Title: Top 3 Reasons HRMS Customers are Dissatisfied and How to Avoid it Happening to You ### Page ID: 5297984 ### Content: ### **Simplify Your Vendor Selection** ### Contact Information ### Contact Information ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Top 3 Reasons HRMS Customers are Dissatisfied and How to Avoid it Happening to You We analyzed over 100 customer reviews from the leading HRMS solutions to reveal the most significant causes of customer dissatisfaction. Our research reveals that while 68% of HRMS customers would recommend their solution, a significant 32% expressed considerable dissatisfaction. It's important to note that this analysis encompasses feedback for all the leading HRMS vendors, indicating that no vendor is immune to having unhappy customers. The HR Technology Buyer's Guide provides key strategies and tactics to cut through the HR vendor noise to CONFIDENTLY determine the vendor that is the best fit for your organization. Please provide your contact information to access the This guide will change the way you buy HR technology, and many HR vendors are not going to be happy we shared these strategies with you. We guarantee the HR Technology Buyer's Guide isn't like any other guide and will help you in your vendor selection process. Please provide your contact information to access the For more detail on these HRMS buying strategies review the HR Technology Buyer’s Guide to assist your selection of the best fit solution for your organization. By diligently evaluating these key areas during the HRMS selection process, organizations can mitigate the risk of product dissatisfaction and identify the solution that best aligns with their unique requirements. Prioritizing functionality, reporting capabilities, and implementation ensures a smoother transition and maximizes the value derived from the chosen HRMS solution. This approach not only enhances customer satisfaction but also fosters stronger relationships with HRMS vendors, leading to long-term success in leveraging HR technology to drive organizational effectiveness and employee engagement. **In the end, your goal shouldn’t be just to purchase your “next” HRMS, but potentially the last one your organization will ever need.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - 81% of unhappy customers rated their solution's product functionality as a poor fit for their needs. - Each customer has access to the same functionality, but dissatisfaction often arises due to a misalignment between customer expectations and the vendor's execution. - 68% of unhappy customers experienced unexpected challenges during implementation. - Misalignment of expectations and resources, along with inadequate communication, often contribute to implementation difficulties. - Conduct a needs assessment to establish specific requirements. - Research solutions with your industry-specific experience. - Request vendor demos tailored to your unique needs. - Be wary of vendors who overpromise and are reluctant to ever say "no." - Provide the vendor with specific reports critical to your business to build in front of you during demos. - Inquire if the HRMS uses multiple report writers as this can make reporting more complex. - Seek comprehensive report writing support and training to empower your team. - Schedule a separate meeting to discuss the vendor's implementation approach. Include key vendor resources such as VP or Directors of Client Implementation. - Ensure alignment of implementation expectations and resources before committing to a vendor. - Clarify responsibilities for data migration and accuracy to avoid post-implementation challenges. --- ## URL: https://www.hrtechnologyadvice.com/unlocking-influence-five-ways-hr-leaders-can-enhance-business-acumen ### Title: Unlocking Influence: Five Ways HR Leaders Can Enhance Business Acumen ### Page ID: 5297999 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Unlocking Influence: Five Ways HR Leaders Can Enhance Business Acumen **Only 28% of HR leaders claim they understand their company's strategy well enough to support it effectively** CHROs report that acquiring and being respected for their business acumen is a top attribute to successfully leading the organization's people function. By delving into their organization's business strategy, mastering financial fundamentals, honing data analysis skills, nurturing cross-functional relationships, and committing to continuous learning, HR leaders can significantly enhance their credibility and influence within the organization. This heightened business savvy enables HR leaders to align initiatives with overarching business objectives, make data-driven recommendations, and collaborate effectively with leaders across various functions. Consequently, HR leaders can expand their contribution to the organizational decision-making processes, solidifying their position as valuable contributors to the C-suite and the broader business operation. Let's delve into five strategies HR leaders can employ to enhance their business acumen and increase their influence. HR leaders play a pivotal role in translating business strategy into actionable HR initiatives. Surprisingly, only 28% of HR leaders claim they understand their company's strategy well enough to support it effectively (Harvard Business Review). Aligning HR initiatives with the broader strategy is crucial for organizational success. Companies with a strong alignment between HR and business strategies are 1.4 times more likely to outperform their competitors (Deloitte). **\- Actionable suggestion:** HR leaders can request regular meetings with executives or attend strategy sessions to gain insights into the organization's goals and objectives. Additionally, seeking mentorship from leaders in other departments can provide valuable perspectives on how HR can better support the overall strategy. A solid grasp of financial principles is imperative for HR leaders to make informed decisions impacting the bottom line. Research indicates that 72% of HR professionals believe understanding basic business and financial principles is critical for HR success (Society for Human Resource Management). Furthermore, companies with financially savvy HR leaders are more likely to achieve higher profitability, with reported 15% increases in profit margins (Corporate Executive Board). **\- Actionable suggestion:** HR leaders can enroll in finance courses or workshops to improve their understanding of financial principles. Collaborating with the finance department on projects or initiatives can provide practical experience and insights into financial decision-making processes. HR owns people analytics containing key metrics driving business success. HR analytics can lead to significant improvements, including 15% reductions in employee turnover and 5% increases in employee productivity (Bersin & Associates). Furthermore, organizations with HR leaders who leverage data analytics are 2.3 times more likely to achieve better performance compared to their peers (IBM). **\- Actionable suggestion:** HR leaders can start by familiarizing themselves with HR analytics tools and platforms. Leveraging key HR metrics, identifying relevance to their organization, and tracking and analyzing data can uncover insights. Attending training sessions or workshops on data analysis techniques and best practices can further enhance skills. HR is all about building relationships. A strong partnership between HR leaders and department heads is essential for HR leaders to gain insights into the broader business context. Employees who have strong cross-functional relationships are 29% more likely to say they can make a positive impact at work (Gallup). Moreover, organizations with high levels of cross-functional collaboration experience a 20% increase in innovation (Harvard Business Review). **\- Actionable suggestion:** HR leaders can initiate cross-functional projects or task forces involving collaboration with other departments. Organizing networking events or team-building activities can facilitate relationship-building with leaders from different areas of the organization. Additionally, participating in cross-departmental meetings or committees can help stay informed about initiatives and challenges across the organization. HR leaders can lead the organization by investing in learning paths for themselves and the entire organization, aligning learning goals with business objectives. A staggering 94% of employees would stay at a company longer if it invested in their career development (LinkedIn). Additionally, organizations prioritizing learning and development initiatives see 24% higher profit margins compared to those that don't (Association for Talent Development). By staying informed and continuously expanding their knowledge base, HR leaders can position themselves as trusted advisors within their organizations and drive meaningful change. **\- Actionable suggestion:** HR leaders can allocate time each week for learning and professional development activities such as reading industry publications, attending webinars, or listening to podcasts. Joining professional associations or networking groups related to HR or their industry can help stay connected with peers and access resources for continuous learning. Setting goals for skill development and tracking progress over time can ensure consistent expansion of knowledge and expertise. In conclusion, cultivating strong business acumen is essential for HR leaders to elevate their influence and drive organizational success. By understanding the business strategy, mastering financial fundamentals, developing data analysis skills, nurturing cross-functional relationships, and committing to continuous learning, HR leaders can position themselves as strategic partners within their organizations. These five recommendations provide actionable steps for HR leaders to enhance their credibility, influence decision-making processes, and ultimately contribute to achieving broader business objectives. With a proactive approach to developing business acumen, HR leaders can make significant strides in advancing their careers and making a tangible impact on the organizations they serve. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/thank-you-pds-comparison ### Title: Thank You PDS Comparison ### Page ID: 5384411 ### Content: # Thank You! ##### Proceed to download the HR Technology PDS Vista Competitor Product Comparison ##### Comparison of PDS Vista vs ADP, BambooHR, Paycom, and UKG Pro ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - 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[Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/hris-v-hrms-v-hcm ### Title: HRIS v HRMS v HCM ### Page ID: 5425949 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us HRIS, HRMS, and HCM all have slightly different meanings. We will define the terms below. However, more and more, the terms are used interchangeably to mean a core HR tech solution that may or may not include payroll, timekeeping, ATS, performance management, etc. To check the real-world usage of these terms, we conducted an informal survey of HR professionals on what terms they use most often and what they prefer: Among the myriad of HR tools available, three key systems configurations stand out: HRIS, HRMS, and HCM. While these acronyms have been used interchangeably, each represents a distinct solution with unique functionalities and value propositions. Let's delve into more formal definitions of what each term means and how they compare to each other. In the end, it appears you can choose the term that you are most comfortable with, and HR professionals will understand you are referring to HR technology that is fundamentally core HR at the center. HRIS stands for Human Resource Information System. It's a software solution designed to manage people, policies, and procedures. An HRIS primarily focuses on the core administrative tasks associated with HR. This includes: Essentially, an HRIS is a central repository for employee information, ensuring data accuracy and regulatory compliance. It automates routine tasks, reducing manual workload and minimizing errors. HRMS, or Human Resource Management System, builds upon the functionalities of an HRIS. It includes all the features of an HRIS but adds more advanced capabilities such as: HRMS solutions are more comprehensive, addressing both the administrative and strategic aspects of HR management. They facilitate better decision-making by providing insights into various HR metrics and trends. HCM, or Human Capital Management, represents the most holistic approach to managing an organization's workforce. It encompasses all the functionalities of both HRIS and HRMS but with a broader, more strategic focus. HCM aims to optimize the overall workforce strategy and includes: HCM solutions integrate HR processes with broader business strategies, emphasizing the alignment of human capital with organizational goals. In the end….does it matter what term you use? In practical use, probably not. However, it is always a good idea to know how the terms have been defined. Ultimately, understanding the nuances of HRIS, HRMS, and HCM can help you choose the solution that best fits your organization's needs and strategic goals. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - 68% prefer HRIS - 22% prefer HCM - 3% prefer HRMS - 7% prefer People Systems - Employee data management (personal details, employment history, etc.) - Payroll processing - Attendance tracking - Benefits administration - Compliance reporting - Talent management (recruitment, onboarding, performance appraisal) - Learning and development (training programs, skill assessments) - Workforce management (shift scheduling, labor forecasting) - Strategic workforce planning - Succession planning - Comprehensive analytics and reporting - Employee engagement initiatives - Advanced talent management features (leadership development, career pathing) - HRIS is primarily administrative. It focuses on managing employee data, payroll, and benefits. Its value lies in its ability to streamline and automate basic HR processes, ensuring compliance and reducing manual errors. - HRMS extends beyond the administrative scope of an HRIS to include talent management, learning, and development. It adds a layer of strategic functionality, helping HR departments not only manage data but also nurture and develop talent. Most HR Technology solutions available in the market would fall into HRMS category. - HCM takes the functionalities of both HRIS and HRMS and integrates them with comprehensive, strategic HR and business processes. It focuses on maximizing employee performance and aligning HR strategies with overall business objectives. --- ## URL: https://www.hrtechnologyadvice.com/hcm-reviews-paycor ### Title: Paycor Customer Reviews and Insights ### Page ID: 5477147 ### Content: # Paycor Reviews ## Overall Rating ## 2025 Paycor Awards ## Complexity Fit ## Paycor Overview ## Paycor HR & Payroll Offering ## Why Choose Paycor? ### **Paycor, Paycom, and Paylocity** ### **HRIS Comparison** ## Is Paycor Right for Your Organization? ## Paycor Customer Reviews & Ratings ## Recent Paycor Reviews ## Paycor Pros & Cons ### Paycor Customer Pros ### Paycor Customer Cons ## Suggestions and Observations ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 3.5 out of 5 stars — Based on 78 verified HRIS customer reviews of Paycor. Customer evaluation of the organizational complexity which is the best fit for this HRIS solution. Designed for organizations that prioritize diverse workforces and cultures of trust and belonging, UKG Pro® puts people at the center of your strategy. From HR and complex payroll to talent and industry-focused workforce management (WFM),our comprehensive human capital management solution (HCM) anticipates people’s needs beyond just work. We partner with you every step of the way to drive better business outcomes and create great workplaces for all. **Unified HCM Platform:** Paycor, a Paychex company, delivers a unified cloud platform that seamlessly integrates HR, payroll, and talent management. This single source of truth for employee data eliminates the need to switch between systems and re-key information, streamlining workflows and saving countless hours for HR **Intelligent HCM:** Paycor’s AI-powered tools work behind the scenes to automate routine tasks, create personalized experiences, and deliver clear, actionable insights when leaders need them most. Data-backed insights empower leaders to drive engagement, retention, and long-term business results. **Industry Expertise:** Now that Paycor is a Paychex company, they offer more expertise and industry knowledge than ever. Businesses can easily access a full spectrum of HR advisory solutions, employee-facing features, integrated apps, and more. [Click to see HRIS Comparison of Paycom vs Paycor vs Paylocity](https://www.hrtechnologyadvice.com/which-pay-is-best) Below is a list of research, analysis, and resources you will find relevant when consider this vendor and its direct competitors. [**Why (and How) to Switch to a New HR & Payroll Platform**](https://www.paycor.com/resource-center/guides-white-papers/why-and-how-to-switch-to-a-new-hr-payroll-platform/?utm_campaign=Web+-+HRTechnologyAdvice+-+Profile&utm_medium=online_directories&utm_source=hrtechnologyadvice&utm_term=switch_payroll_platforms) [**5 Questions to Ask Before You Choose an HR & Payroll Provider**](https://www.paycor.com/resource-center/guides-white-papers/5-questions-to-ask-before-you-choose-hr-payroll-provider/?utm_campaign=Web+-+HRTechnologyAdvice+-+Profile&utm_medium=online_directories&utm_source=hrtechnologyadvice&utm_term=5_questions_to_ask_hr_payroll_provider) Evaluating the HRIS solution's success in meeting the organization's feature/functionality expectations. Evaluating the organization's experience with the HRIS vendor's implementation. Evaluating the HRIS solution's ease of use and how widely accepted and adopted by end users. Evaluating the HRIS solutions reporting capabilities and the ability for customers to create their own custom reports. Evaluating the HRIS vendor's ability to meet support inquiries fully and in a timely manner. Evaluating the HRIS vendor's ability to integrate with all necessary systems and ease of maintaining integrations. Evaluating the HRIS vendor's employee-customer engagement and enthusiasm to support customer needs. **Like Most:** Paycor is a great system and very user friendly but their support needs more work. **Like Least:** Support is usually a very long wait and there have been times that a ticket was closed due to "not being active" on their end. **Like Most:** Having HR, Payroll, Recruiting all in one place. The digital assistant It works great! **Like Least:** Their Communication is not great. We are 11 months in and still find issues where they loaded our data in wrong. **Like Most:** We like the integration with our 401k provider. This helps with ease of use and less time at payroll. Paycor also helps with tax integration with each state that we go in. **Like Least:** If you use an outside benefit provider the data integration is more of a manual process when it should be a bi-directional interface. "Paycor's product is robust and there is a lot to offer in regards to the types of services from payroll to LMS "Paycor provides a simple-to-use platform with many customizable features. Paycor places a strong emphasis on client training, and dedicates many resources to building the knowledge of the clients." "The customer support is top-notch. I can quickly get through to support teams and be walked through any issues. Very simple with options to use Chat features, email, or call directly." "Paycor performs monthly updates to improve functions across many areas. Self-service functions are fantastic. They make great training available to learn how to use Paycor." "Paycor has allowed us to combine our recruiting, e-onboarding, benefits selection/management, time management, payroll, analytics, performance management, training certifications, and so much more all into one platform.  Previously, we had several that we had quite a few platforms that we had to use to get the job done... not anymore!" "They stay on top of the latest trends with HR and payroll technology. They provide easy tutorials and guides to help you transition into the latest developments." "Payroll is very straightforward and makes it easy to process." "Reporting is spread out in many areas such as recruiting, LMS, talent management, etc. No centralized reporting tool captures every area available and we have to combine excel files with v-lookup function." "Not having a dedicated account representative. Also, as Paycor is becoming more SAAS-focused, quite often the initial response of "we will take care of this for you," turns into providing me with directions on how to do tasks myself with inconsistent clarity." "I would prefer a dedicated support person, the wait time is never long and I usually get my questions answered quickly, but I prefer having one person to ask." "I would appreciate having a dedicated customer service team, but we are not paying for that level, so it is not a fault of Paycor! :)" "At times reporting can be a hassle, but Paycor continues to update and work to get the best product possible." **Paycor is the Best Fit for Simple to Moderately Complex Organizations.** Only 5% of customers thought Paycor was a strong fit for very complex work environments. **Customer Service Upgrade.** Paycor offers enhanced service options and is worth considering if having more personalized service is important to your organization. **Implementation Planning.** Ask detailed questions regarding Paycor's implementation process. **Invest time in Paycor Training.** Paycor has made robust training a focus. You have a lot of opportunities to become an expert in its solution by taking advantage of their training courses. **\*Why are HR Technology Advice Review Ratings Lower Than Other Websites?** HR Technology Advice reviews exhibit a balanced representation of customer experiences, encompassing both positive and negative feedback from verified users. The organic growth of these reviews ensures a genuine reflection of customer sentiments. Unlike some platforms that might selectively solicit more positive feedback, HR Technology Advice's approach captures a broader spectrum of opinions. Consequently, the ratings on this platform are more likely to mirror the diverse experiences of the average customer, offering a more authentic and comprehensive snapshot of the overall customer satisfaction. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - **HR** - **Payroll** - **Analytics** - **Expense Management** - **Recruiting** - **Time & Attendance** - **Scheduling** - **Benefits Advisor** - **ACA Reporting** - **Workers' Compensation** - **Recruiting** - **Automated Talent Sourcing** - **Onboarding** - **Talent Development** - **Career Management** - **Paycor Paths** - **Learning Management** - **Pulse Surveys** - **Compensation Management** - [Which Pay is Best - Comparing Paycom, Paycor, and Paylocity](https://www.hrtechnologyadvice.com/which-pay-is-best) - [Why Are Customers Leaving ADP, Paycom, and Paylocity?](https://www.hrtechnologyadvice.com/hris-evaluation-toolkit) - [2025 Culture Comparison: The Top HRIS Vendor Cultures](https://www.hrtechnologyadvice.com/hris-culture-comparison) - [2025 HR VendorFit Analysis](https://www.hrtechnologyadvice.com/2025-hr-vendorfit-analysis) - [7 Questions Your HRIS Sales Rep Doesn’t Want You to Ask](https://www.hrtechnologyadvice.com/7-questions-your-hris-sales-rep-doesnt-want-you-to-ask) --- ## URL: https://www.hrtechnologyadvice.com/hr-product-comparison ### Title: HR Product Comparison ### Page ID: 5477271 ### Content: ## Avoid Choosing the Wrong HR Tech Solution #### **All in One View** ## HR Solution Customer Reviews ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Explore the HR Technology Advice resources to help you evaluate and select the HR technology that is the right fit for your organization. Before you consider a vendor, we make it easy for you to consider only the vendors that offer critical product features. This 'At a Glance' comparison features 18 top HR tech solutions for small and mid-market organizations. **This analysis delves into 20 different aspects of feature/functionality.** Each HR vendor’s functionality is categorized as Meets, Proficient, or Robust in various areas. A crucial resource for gathering information about vendors during your research is customer reviews. These reviews offer valuable insights that can help you determine whether a vendor is a good match for your organization. By examining these reviews, you can identify key areas of interest, revealing potential red flags to investigate during the evaluation process and pinpointing the strengths that make them excel in meeting your specific needs. **2025 HR VendorFit Analysis**—a research-backed, customer-driven report designed to cut through the noise and help HR buyers identify the best-fit HRIS solutions with confidence. Introducing this advanced HR VendorFit Analysis providing three unique analyses to help in your research process for **Enterprise** (1,000+ employees) and **SMB** (50-999 employees) Organizations : The 2025 HR VendorFit Analysis is an essential resource for any HR leader building a shortlist of vendors. By leveraging real customer insights, it ensures that HR teams make informed, data-driven decisions that lead to successful HRIS implementations. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") 1. **VendorFit Matrix (Analyst Format):** A research-backed ranking of vendors based on Product Functionality and Vendor Flexibility, using real customer feedback as the foundation. Think of it as an alternative to Gartner or Forrester, but with insights grounded in HR buyer experiences. 2. **Vendor Review Analysis:** A deep dive into customer sentiment, where vendors are rated across eight key categories. The top performing solutions receive gold-star recognition, making it easy to see which platforms excel in specific areas. 3. **Complexity Continuum:** Not every HRIS is built for every organization. This analysis evaluates vendors based on how well they support organizations of varying complexity, helping buyers avoid mismatches before they happen. --- ## URL: https://www.hrtechnologyadvice.com/timekeeping-review-submission ### Title: Timekeeping Review Submission ### Page ID: 5509851 ### Content: # Timekeeping Solution Review ### *(Unfortunately, we cannot accept reviews from HR vendors sales or marketing representatives, but we encourage you to invite your customers to participate. )* ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us **HR Technology Advice is collecting anonymous Timekeeping vendor reviews to aggregate on our website, aiding Timekeeping buyers in refining their vendor shortlist.** **Your name and company name will not appear on the website.** **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/4-free-hr-ai-courses ### Title: 4 Free HR AI Courses to Help You Land Your Next Job ### Page ID: 5510806 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 4 Free HR AI Courses to Help You Land Your Next Job Human Resource professionals have been disproportionately affected by the rise in layoffs in 2023/2024. However, amidst this turbulence lies an opportunity for HR professionals to reinvent themselves and emerge stronger than ever by embracing the power of Artificial Intelligence (AI). Generative AI presents a remarkable tool for streamlining various tasks and enhancing employee experiences. By harnessing generative AI models, HR professionals can automate mundane processes such as drafting job descriptions, generating personalized training materials, and crafting engaging employee communications. Beyond automation, generative AI can assist in predicting future workforce trends, analyzing sentiment from employee feedback, and simulating scenarios for training purposes. This technology empowers HR professionals to focus on strategic initiatives and foster a more productive and positive workplace culture. Its value lies in alleviating administrative burdens while fostering innovation and efficiency within HR departments. **AI Adoption is Growing Rapidly. Early Adoption by HR Professionals is a Job Differentiator.** As Bob Dylan famously sang, The Times They Are A-Changin’ -- For HR professionals navigating the job market in these challenging times, investing time and effort in understanding AI applications in HR can be a game-changer. Not only does it demonstrate adaptability and forward-thinking, but it also equips them with invaluable skills that set them apart from their peers. Before you consider a vendor, we make it easy for you to consider only the vendors that offer critical product features. This 'At a Glance' comparison features 16 top HR tech solutions for small and mid-market organizations. **This analysis delves into 20 different aspects of feature/functionality.** Each HR vendor’s functionality is categorized as Meets, Proficient, or Robust in various areas. So, where should HR professionals begin their AI education journey? Fortunately, there are numerous free courses available online, offered by reputable institutions and organizations, to help them dive into the world of AI in HR: **For a fee, each course provides a Certificate of Completion.** **There is substantial overlap in each of these courses. Take a look and select the one or two that are right for you.** [**Generative AI in HR - Impact and Application of Gen AI**](https://www.coursera.org/learn/generative-ai-in-hr) Description: This comprehensive course explores the transformative role of generative AI in human resources. It covers the fundamentals of generative AI, its applications in HR, and broader implications for the future. Practical uses in recruitment, employee engagement, and training are discussed, along with critical issues of ethics, bias, and privacy. Emerging trends and predictive analytics are also explored, preparing HR professionals for the evolving landscape of AI in the workplace. This course is ideal for HR practitioners, managers, and anyone interested in the intersection of AI and human resource management. Description: Learn how to leverage ChatGPT for streamlined HR processes and improved employee experience. This course covers how to integrate ChatGPT in HRM to unlock AI's potential in HR. Description: This course covers AI and Machine Learning as they apply to HR management. It explores the role of data in machine learning, AI applications, the limitations of using data in HR decisions, and how bias can be mitigated using blockchain technology. Learn to use current and emerging technology to manage the entire employee lifecycle, identify patterns, and make data-driven predictions. [**Artificial Intelligence in Human Resource Management**](https://alison.com/course/artificial-intelligence-in-human-resource-management) Description: This course focuses on using AI to enhance rather than replace human skills in HR. It covers deploying useful tools for personnel management, predictive analytics, and personalized development prospects. Learn how AI is transforming recruiting, employee experiences, decision-making, and more, while safeguarding ethics. By enrolling in these free AI courses, HR professionals can arm themselves with the knowledge and skills needed to navigate the evolving landscape of HR. This investment in AI education not only enhances their employability and marketability but also empowers them to drive innovation and transformation within their organizations 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/hris-solutions-the-search-for-the-right-fit ### Title: HRIS Solutions: The Search for the Right Fit ### Page ID: 5756323 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us HR leaders report that a staggering 42% of HR Tech projects fail. This high rate of failure begs the question: are we choosing the wrong products, or are we overlooking key success criteria? It’s essential to understand that every HRIS solution boasts thousands of satisfied customers. The solution that has failed you and you are desperate to replace is the same solution other users love. It’s unlikely the solution is inherently flawed, but rather it may not align with your organization’s specific needs. Remember, the vendors you select don’t need to be “The best” in every aspect of product, service, reporting, etc. They need to be the right fit for your unique requirements. Avoid the common trap of seeking the "perfect" vendor and instead focus on finding the right fit. Our research indicates that there are 8 Dimensions of Vendor Fit. Consider how important each area is to your organization and use that as a guide to creating a shortlist of vendors for a deep analysis and due diligence. Based on customer reviews on HR Technology Advice, here are The complexity of your business impacts which solutions will suit your needs. Simple requirements mean you don’t need to overpay for solutions designed for highly complex organizations. ·      Simple Requirements: [GoCo](/hcm-reviews-goco), [isolved](/hcm-reviews-isolved), Paychex, [Paycom](/hcm-reviews-paycom), [Paylocity](/hcm-reviews-paylocity) ·    Average Complexity: [BambooHR](/hcm-reviews-bamboohr), [GoCo](/hcm-reviews-goco), [isolved,](/hcm-reviews-isolved) [Paycor](/hcm-reviews-paycor), [Paylocity](/hcm-reviews-paylocity), [PDS Vista](/hcm-reviews-pds-vista), [Rippling](/hcm-reviews-rippling), [Workday](/hcm-reviews-workday), [Workzoom](/hcm-reviews-workzoom) ·  Moderately Complex: [isolved](/hcm-reviews-isolved), [PDS Vista](/hcm-reviews-pds-vista), [Rippling](/hcm-reviews-rippling), [Workday](/hcm-reviews-workday), [Workzoom](/hcm-reviews-workzoom) Before you consider a vendor, we make it easy for you to consider only the vendors that offer critical product features. This 'At a Glance' comparison features 18 top HR tech solutions for small and mid-market organizations. **This analysis delves into 20 different aspects of feature/functionality.** Each HR vendor’s functionality is categorized as Meets, Proficient, or Robust in various areas. Ensure the vendor’s features and functionality meet your business’s unique needs. ·      Under 500 employee organizations: [GoCo](/hcm-reviews-goco), [isolved](/hcm-reviews-isolved), [Paycor](/hcm-reviews-paycor), [Rippling](/hcm-reviews-rippling) ·      Over 500 employee organizations: [PDS Vista](/hcm-reviews-pds-vista), [Workday](/hcm-reviews-workday), [Workzoom](/hcm-reviews-workzoom) Consider how quickly you want to go live, the internal resources involved, and the vendor’s process for a successful implementation. Nothing can ruin the success of your vendor relationship like a poorly executed HRIS implementation; it can be nearly impossible to recover from in many cases. ·      Under 500 employee organizations: [GoCo](/hcm-reviews-goco), [isolved](/hcm-reviews-isolved) An intuitive solution is easier to use and will see wider adoption across your organization. If employees aren’t comfortable using it, the HRIS won’t deliver value to your organization. ·      Under 500 employee organizations: [BambooHR](/hcm-reviews-bamboohr), [GoCo](/hcm-reviews-goco), [isolved](/hcm-reviews-isolved), [Paycor](/hcm-reviews-paycor), [Rippling](/hcm-reviews-rippling) ·      Over 500 employee organizations: [PDS Vista](/hcm-reviews-pds-vista), [Workday](/hcm-reviews-workday), [Workzoom](/hcm-reviews-workzoom) The vendor should provide extensive standard reports, custom report writers, and dashboards to uncover actionable workforce insights without relying on vendors for custom reports. In most cases, the greatest value you derive from your HRIS is being able to capture insights that lead to decision-making that benefits the business. ·      Under 500 employee organizations: [GoCo](/hcm-reviews-goco), [isolved](/hcm-reviews-isolved), [Rippling](/hcm-reviews-rippling) Understand the vendor’s support model and ensure it meets your critical needs. Lack of support is a key reason customers switch solutions. ·      Under 500 employee organizations: [GoCo](/hcm-reviews-goco), [isolved](/hcm-reviews-isolved) ·      Over 500 employee organizations: [PDS Vista](/hcm-reviews-pds-vista), [Workday](/hcm-reviews-workday), [Workzoom](/hcm-reviews-workzoom) Vendors should use Open APIs and simplify the integration process with third-party solutions. Reliable integrations are crucial to avoid frustration. ·      Under 500 employee organizations: [GoCo](/hcm-reviews-goco), [isolved](/hcm-reviews-isolved), [Paycor](/hcm-reviews-paycor), [Rippling](/hcm-reviews-rippling) ·      Over 500 employee organizations: [PDS Vista](/hcm-reviews-pds-vista), [Workzoom](/hcm-reviews-workzoom) Engaged and happy vendor employees tend to go the extra mile, creating great products and providing outstanding service. ·      Under 500 employee organizations: [BambooHR](/hcm-reviews-bamboohr), [GoCo](/hcm-reviews-goco), [isolved](/hcm-reviews-isolved), [Rippling](/hcm-reviews-rippling) ·      Over 500 employee organizations: [PDS Vista](/hcm-reviews-pds-vista), [Workday](/hcm-reviews-workday), [Workzoom](/hcm-reviews-workzoom) Your organization may have additional criteria that impact the success of selecting the right fit HRIS. However, by focusing on these dimensions, you can better navigate the HR Tech landscape and help avoid being one of the 42% of HR Tech projects that fail. You can learn more about the [top HRIS vendors](/top-hris-solutions) on HR Technology Advice and download the [HR VendorFit Matrix](/hr-vendorfit-matrix). 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/consider-how-vendor-culture-affects-your-satisfaction ### Title: Consider How Vendor Culture Affects Your Satisfaction ### Page ID: 5923244 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Consider How Vendor Culture Affects Your Satisfaction Consider that over 50% of companies unsatisfied with their HRIS solution cite disappointment with their support experience. A similar percentage feel that their vendor doesn't listen to their concerns or respond to their needs. If you feel this way, it’s likely that your vendor’s culture isn’t a great fit for your organization. When selecting an HRIS solution, many HR leaders focus on the tangible aspects of the software: functionality, ease of use, and reporting capabilities. While these are crucial, there’s another factor that’s often overlooked but can significantly influence your long-term satisfaction with your HR technology investment: the culture of the HRIS vendor. When evaluating an HRIS vendor, it’s essential to consider all aspects of the solution to ensure it aligns with your business needs. The 8 Dimensions of Vendor Fit— Your Organizational Complexity, Product Functionality, Ease of Implementation, Ease of Product Use/Employee Adoption, Flexible Reporting, Support Quality and Responsiveness, Ease of Integration to 3rd Party Systems, and Vendor Culture—provide a comprehensive framework for making this decision. Among these, vendor culture stands out as a critical but often underestimated factor. The culture of your HRIS vendor is more than just an internal matter; it directly affects the quality and longevity of the product you’ll be using. Here’s why evaluating vendor culture is essential: A company with a strong, positive culture empowers its employees to innovate and adapt. This is crucial in the fast-evolving HR tech landscape, where new challenges and opportunities arise regularly. A vendor with a culture that promotes creativity and responsiveness is more likely to continuously improve their product, ensuring it evolves with your business needs. Vendors with a culture that prioritizes customer success see their clients' achievements as tied to their own. This perspective drives them to go the extra mile in meeting your needs, whether through exceptional customer service, proactive problem-solving, or personalized support. They’re not just selling a product; they’re partnering in your success. Happy and engaged employees produce better work. If a vendor cultivates a culture where employees feel valued and motivated, this positive energy translates into the quality of the product and services you receive. Disengaged or unhappy employees, on the other hand, may lead to subpar support or a stagnant product that fails to meet your evolving needs. Selecting an HRIS vendor isn’t just a one-time decision. Ideally, you aren't selecting just your next HR Tech solution, but possibly the last one you will ever need to buy. A vendor with a healthy, forward-thinking culture is more likely to build long-term relationships with clients. Companies with great cultures often have higher employee retention rates, which means you’ll be working with the same people over time, building personal relationships that ensure your issues are heard and addressed. This stability contrasts with vendors where high turnover means you’re constantly working with new employees who lack that personal connection and deep understanding of your business. When the culture of your HRIS vendor aligns with your own company values, it creates a more harmonious partnership. Shared values around integrity, collaboration, and innovation can lead to smoother interactions, more effective problem-solving, and a stronger alignment of goals. A 1-page comparison of the 16 top HR tech solutions for small and mid-market organizations across 20 different aspects of feature/functionality. HR Technology Advice is compiling HR vendor reviews to help the HR community select the solutions that are best for them. Please share a short review of your solution (it takes less than 5 minutes) and people can learn from your experience. **The HR Technology Advice analyzes HR Tech vendors on company culture.** Top Vendor Culture Vendors based on customer reviews Lastly, think about how your own company culture contributes to your business success and customer satisfaction. A positive culture likely drives employee engagement, which in turn enhances the customer experience. Similarly, when you choose an HRIS vendor, their culture will influence your satisfaction as their customer. HRIS vendors with strong cultures can positively impact your overall experience, just as a strong internal culture benefits your own clients. Seek out HRIS vendors that align well with your company culture and treat their employees in a way that fosters an optimal long-term partnership. By incorporating vendor culture into the 8 Dimensions of Vendor Fit, you’re not just choosing the right HRIS solution for today, but potentially the last one you’ll ever need. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - **Ask the Right Questions:** During the selection process, inquire about the vendor’s values, how they treat their employees, and what their commitment to customer success looks like in practice. - **Assess Leadership:** Leadership sets the tone for culture. Research the backgrounds and public communications of the vendor’s leadership team to gauge their commitment to a positive, customer-focused culture. - **Look for Signs of Employee Engagement:** High employee retention rates, positive Glassdoor and Comparably reviews, and a visible commitment to diversity and inclusion can all be indicators of a strong company culture. Take note of employee feedback regarding layoffs, morale, CEO ratings, and future prospects. While these reviews shouldn’t be definitive guides to vendor culture, they can indicate if there are problems that should raise concerns. - ADP – Overall rating 3.9. 76% Would recommend. - isolved– Overall rating 4.1. 83% Would recommend. - Paycom– Overall rating 3.4. 56% Would recommend. - Rippling – Overall rating 4.1. 80% Would recommend. - UKG– Overall rating 3.5. 62% Would recommend. - Workday– Overall rating 4.1. 78% Would recommend. - [BambooHR](/hcm-reviews-bamboohr) - [GoCo](/hcm-reviews-goco) - [isolved](/hcm-reviews-isolved) - [Rippling](/hcm-reviews-rippling) - [PDS](/hcm-reviews-pds-vista) - [Workday](/hcm-reviews-workday) - [Workzoom](/hcm-reviews-workzoom) --- ## URL: https://www.hrtechnologyadvice.com/top-ats-solutions ### Title: Top ATS Solutions ### Page ID: 5926947 ### Content: # Top ATS Solutions ## Simplify Your ATS Selection ## Stand-Alone ATS Solutions ## Simplify Your ATS Selection ## HRIS Suite ATS Solutions ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Compare the top mid-market stand-alone and HRIS Suite ATS solutions on 15 different aspects of feature/functionality **Ashby** was founded in 2018 and is one of the fastest-growing applicant tracking systems for startups and growth-stage companies. Ashby empowers hiring teams with an all-in-one recruiting platform that combines ATS functionality, advanced analytics, sourcing automation, and scheduling tools—all designed for ambitious and operationally-minded talent teams. A few of their customers include Notion, Reddit, Deel, Modern Treasury, and Snowflake. **BreezyHR** was founded in 2014 and is one of the fastest-growing applicant tracking systems for small and mid-size businesses. Breezy HR empowers nearly 10,000 teams to organize their work and deliver quality hires quickly. A few of of their customer include: Booster Box, DP Logistics, Docebo, Dollar Flight Club, and Elevation Church. **ClearCompany** was founded in 2004 and its Talent Management platform enables thousands of companies to maximize talent by empowering people at every stage of the employee journey. A few of their customers include: Chick-Fil-A, DC United, American's Test Kitchen, Flexjet, and Eyemart Express. **Greenhouse** is the leading hiring platform to help companies get measurably better at hiring. Greenhouse helps over 7,500 companies across diverse industry verticals and turn talent into a strategic advantage, so they can be ready to hire for what's next. Greenhouse is used by companies like HubSpot, Duolingo, Lucid Motors, Gong, J.D. Power and Scout24. **Hireology** was founded in 2010 and its technology empowers businesses to build great teams. Over the last 13 years, we’ve grown from a startup to an award winning award-winning ATS with over 150 team members. A few of their customers include: Blue Compass RV, Dondelinger, ThriveMore Retirement Communities, and Stellar Senior Living. **iCIMS** was founded in 1999 and for more than 20 years has been at the forefront of talent acquisition for organizations worldwide. iCIMS empowers thousands of organizations with the right tools to meet their evolving needs across the talent journey and drive business success. A few of iCIMS 6,000 customers include: American Heart Association, Memorial Sloan Kettering Cancer Center, Mimecast, and Sysco. **JazzHR** was founded in 2009 and its recruiting software allows busy business leaders to centralize and modernize their hiring approach. A few of their customers include: WeVote, Rumble Boxing, Comfort Dental, Pure Barre, Aristotle Capital Management, and Massaro Construction Group. Jobvite was founded in 2006 and it provides a comprehensive, configurable talent acquisition suite with AI-assisted relationship-building features that streamlines the talent acquisition process. A few of their customers include: Logitech, Shutterfly, Sumitomo Electric, Sitecore, and Hearst. LEVER was founded in 2012 and it combines powerful applicant tracking system with interactive candidate relationship management, Lever recruiting software gives customers the tools to find and hire the talent they need quickly. A few of their customers include: Netflix, KPMG, Eventbrite, Coupa, and Kinsta. **SmartRecruiters** was founded in 2010 and its platform serves as the hiring operating system for 4,000 customers. Companies with business-critical hiring needs turn to SmartRecruiters for best-of-breed functionality, world-class support, and a robust ecosystem of third-party applications and service. A few of their customers include: Bosch, LinkedIn, Skechers, and Visa. Compare the top mid-market stand-alone and HRIS Suite ATS solutions on 15 different aspects of feature/functionality **BambooHR** is a leading HCM suite provider focused on the SMB market. They provide a modern HRIS solution that covers a wide spectrum of functionality - performance, recruiting, onboarding. BambooHR acquired Trax payroll to expand its HCM suite offering. **Dayforce** (Formerly Ceridian) is an all-in-one Human Capital Management (HCM) solution that caters to employee needs from onboarding to retirement. In 2012, they acquired Dayforce, a leading Workforce Management platform. Since then, Dayforce has evolved into its flagship offering and serves as a solution for businesses with complex requirements in payroll processing, time and attendance tracking, employee scheduling, and tax management. **isolved** is a comprehensive HR solution provider that simplifies and streamlines human resources management for SMBs. isolved began as a COBRA administrator and merged with a prominent Time Management company. Ever since the merger its focus has been to build out a full HCM suite. isolved has made significant investments in its solutions and should be considered an emerging HR Tech vendor that continues to expand its offerings. **Paycom** offers an all-in-one solution for small-to-mid-sized organizations, including payroll, benefits, HR, recruiting, and onboarding. Established in 1998 as a regional payroll processor in Oklahoma, Paycom has since expanded its HR tech services nationwide. **Paycor’s** human capital management (HCM) platform is modernizing people management, from recruiting, onboarding and payroll to career development and retention. Paycor partnered with HR leaders to create a solution that is used by over 40,000 organizations. Paycor’s unified HR platform design delivers easy third-party integration, powerful analytics, talent development software, and highly configurable to support industry specific needs. **Paylocity** is a leading cloud-based provider of human capital management (HCM) and payroll software solutions for mid-size organizations. Founded in 1997, Paylocity began as a payroll provider and has built a comprehensive suite of software and services that encompasses payroll processing, time and attendance tracking, benefits administration, talent management, and employee self-service tools. **UKG** was formed from the merger of Kronos and Ultimate Software in 2020. Kronos was the leader in Workforce Management (timekeeping, labor scheduling, labor forecasting, etc.) and Ultimate Software’s UltiPro was ranked as a top HCM solution. Their merger involved very few overlapping customers and products. UKG Pro is the flagship product offering a comprehensive HCM suite including HR, payroll, Talent Acquisition, Workforce Management, HR Service Delivery, Employee Engagement tools, etc. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/ats-vendor-comparison ### Title: ATS Vendor Comparison ### Page ID: 5957628 ### Content: # **The Ultimate ATS Product Comparison** #### **All in One View** ## The Ultimate HRIS Product Comparison ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Which ATS solution is the best fit for you organization? This 'At a Glance' comparison of iCIMS vs Greenhouse vs JazzHR and 17 other top ATS stand-alone AND HRIS suite ATS solutions. **This analysis delves into 15 different aspects of feature/functionality.** Each ATS vendor’s functionality is categorized as Meets, Proficient, or Robust in various areas. Before you consider a vendor, we make it easy for you to consider only the vendors that offer critical product features. \- Assesses the suitability of the ATS solution based on the size of the organization, considering scalability, features, and cost-effectiveness for small, mid-sized, or large enterprises. \- Evaluates features that allow organizations to create customized career pages, showcase company culture, and provide a consistent brand experience throughout the hiring process. \- Includes tools for creating, approving, and tracking job openings, ensuring that the recruitment process aligns with organizational needs and policies. \- Includes ease of application, communication throughout the process, and user-friendly interfaces that enhance the candidate journey. \- Minimizes manual data entry by automatically extracting and categorizing information from resumes, ensuring accurate and efficient processing of candidate information. \- Includes features that allow recruiters to rate candidates based on predefined criteria, enabling a more data-driven selection process. \- Includes automated scheduling tools, calendar integrations, and communication features that streamline the process for both recruiters and candidates. \- Includes tools for creating job listings, managing application forms, and ensuring the site aligns with the company’s branding. \- Includes features that allow recruiters to post jobs to multiple job boards simultaneously, track applications, and manage postings from within the ATS. \- Includes features that allow candidates to track their progress, receive updates, and manage their application within a user-friendly interface. \- Includes tools for tracking referrals, incentivizing employees, and integrating referrals into the overall recruitment workflow. \- Includes tools that measure the effectiveness of different sourcing channels, time-to-fill, and other key performance indicators related to candidate sourcing. \- Includes mobile apps or mobile-optimized interfaces that allow recruiters and candidates to access the system on the go, enhancing flexibility and responsiveness. \- Includes automation of tasks like candidate follow-ups, interview scheduling, and approval processes, helping reduce manual workload and increase efficiency. \- Includes features that help track diversity metrics, generate necessary reports, and ensure adherence to legal standards. If you are ready to explore a new HRIS suite you need the Ultimate HR Product Comparison. A 2-page comparison of the 18 top HR tech solutions for small and mid-market organizations across 20 different aspects of feature/functionality. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/7-questions-your-hris-sales-rep-doesnt-want-you-to-ask ### Title: 7 Questions Your HRIS Sales Rep Doesn’t Want You to Ask ### Page ID: 5967964 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 7 Questions Your HRIS Sales Rep Doesn’t Want You to Ask When evaluating an HRIS system, digging deeper than the standard sales pitch is crucial. Some questions can make your HRIS sales rep uncomfortable, but asking the right ones will reveal hidden limitations or weaknesses they might prefer not to discuss. These seven questions are designed to uncover truths that could significantly impact whether the system is the right fit for your organization: **1\. "What internal resources will we need to dedicate to implement your solution?"**     **\- Why ask:** Sales reps often downplay the internal effort required for implementation. Understanding the full scope of the process can reveal whether you’ll need additional staff, external consultants, or even extra training for your team. If the system requires extensive internal resources and expertise that your organization cannot spare, it may signal that the system is too complex for your current operations. **2\. "In what ways do customers outgrow your system?"**     **- Why ask:** This question forces the sales rep to confront the scalability limits of their system. Knowing how and why customers eventually outgrow the solution helps you determine whether the platform can support your long-term growth. Identifying these limitations early can save you from costly and time-consuming transitions in the future. **3\. "What parts of your solution are acquired or white-labeled?"**     **- Why ask:** Vendors may not want to admit that parts of their system are acquired or white-labeled, as this could raise concerns about integration, support, and consistency across different modules. Acquired solutions may offer faster innovation, but they often come with drawbacks like a disjointed user experience, reporting limitations, or integration challenges. Understanding this isn’t necessarily a dealbreaker but provides transparency about the overall user experience and long-term product stability. **4\. "What is involved in migrating data from our existing systems, and who is responsible for ensuring data accuracy?"**     **\- Why ask:** Data migration is a critical step in any HRIS transition, and sales reps may be reluctant to admit that issues could arise or that much of the responsibility for data accuracy falls on your team. While vendors often assist with the migration process, ensuring data integrity is usually your responsibility. Knowing this upfront helps you prepare for potential risks and ensures you allocate the necessary resources for a smooth migration. **5\. "What is your annual customer turnover (what percentage of customers leave each year), and why do they leave?"**     **\- Why ask:** High customer turnover is often a red flag. Sales reps may hesitate to share these numbers, but knowing how many customers leave—and why—can reveal underlying issues with the product, support, or unexpected costs. Ideally, you want to see an annual turnover rate below 5-10%. A high turnover rate could indicate customer dissatisfaction and might prompt you to explore other solutions that have a more loyal customer base. **6\. "What is the process for requesting new functionality, and how often do customer requests shape product updates?"**     **- Why ask:** If a vendor’s product roadmap doesn’t reflect customer feedback, this could signal slow innovation and a lack of customer-centricity. You want a vendor who listens to its clients and incorporates their needs into future updates. This shows that the solution will evolve in ways that align with your organization's needs, keeping the system relevant and adaptable as you grow. A 1-page comparison of the 16 top HR tech solutions for small and mid-market organizations across 20 different aspects of feature/functionality. HR Technology Advice is compiling HR vendor reviews to help the HR community select the solutions that are best for them. Please share a short review of your solution (it takes less than 5 minutes) and people can learn from your experience. **7\. "What are the top 5 functionality or product updates on your release roadmap for the next 12 months?"**     **- Why ask:** Learning about upcoming features gives you insights into potential functionality gaps and helps you determine if the vendor is responsive to industry changes. If a clear roadmap is lacking, it could raise concerns about the vendor's ability to innovate and keep up with your organization’s evolving needs. A well-defined roadmap indicates that the vendor is forward-thinking and invested in continuous improvement. These are the tough questions your sales rep may hope you don’t ask, but doing so can reveal crucial information. By asking these, you’ll get a clearer picture of the system's limitations, the vendor's long-term commitment to innovation, and whether the solution truly fits your 2025 HR Technology Advice LLC. All Rights Reserved. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/ats-reviews-greenhouse ### Title: Greenhouse Customer Reviews and Insights ### Page ID: 6045394 ### Content: # Greenhouse Reviews ## Overall Rating ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 4.3 out of 5 stars — Based on 57 verified HRIS customer reviews of Greenhouse. Customer evaluation of the organizational complexity which is the best fit for this HRIS solution. Evaluating the ATS solution's success in meeting the organization's feature/functionality expectations. Evaluating the organization's experience with the ATS vendor's implementation. Evaluating the ATS solution's ease of use and how widely accepted and adopted by Recruiters and Candidates Evaluating the ATS solutions reporting capabilities and the ability for customers to create their own custom reports. Evaluating the ATS vendor's ability to meet support inquiries fully and in a timely manner. Evaluating the ATS vendor's ability to integrate with all necessary systems and ease of maintaining integrations. Evaluating the ATS vendor's employee-customer engagement and enthusiasm to support customer needs. "It is easily customizable to adjust for process changes." "Easy and intuitive to configure and update configurations, documentation & support is extremely detailed and easy to follow, release notes cadence support documentation and training are by far the best I’ve experienced, support is quick and extremely knowledgeable"  "Greenhouse has been an excellent partner for our Hiring Needs, we are able to build customized hiring processes based on location, have integrations with our HR tech stack, and it is easy to use. Greenhouse support has been able to quickly help with any issues that may arise."  "Core workflows are easy to setup and expand. Notifications are straightforward which helps candidates and hiring managers track progress." "The ability to customize it to fit our needs, and its easy of integration with other systems. This provides us the tools we need, and the source of truth we require from an ATS." "The ability to build out templates for the different job types we hire for and to build out a specific and consistent interview plan for each of those job types. This provided for consistency in our hiring process across multiple regions. It also provided hiring teams with guidelines on what to interview for in terms of experience and skills within each role." "Permission management is currently hard to maintain." "Certain data fields (contract vs perm vs temp) can get tricky. Reports aren't sophisticated - you have to stick with what they want to pull out for you and advanced capability." "Cost and some frustrations with linkage to LinkedIn." "It does require someone with a strong tech knowledge to be able to make custom changes in the backend." "Consider how ready your ATS team and organization is for automation and process efficiency. If they are not mature enough this product can feel too advanced" "If your looking for a fairly simple implementation experience and ATS simple to maintain then Greenhouse is worth considering." **\*Why are HR Technology Advice Review Ratings Lower Than Other Websites?** HR Technology Advice reviews exhibit a balanced representation of customer experiences, encompassing both positive and negative feedback from verified users. The organic growth of these reviews ensures a genuine reflection of customer sentiments. Unlike some platforms that might selectively solicit more positive feedback, HR Technology Advice's approach captures a broader spectrum of opinions. Consequently, the ratings on this platform are more likely to mirror the diverse experiences of the average customer, offering a more authentic and comprehensive snapshot of the overall customer satisfaction. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/stop-guessing-new-ai-tool ### Title: Stop Guessing: New AI Tool That Reveals the Truth About Your New Hires ### Page ID: 6078756 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Stop Guessing: New AI Tool That Reveals the Truth About Your New Hires After a rigorous hiring process and multiple rounds of interviews, over 33% of new hires still leave within their first six months. As recruiters and hiring managers, you try to do everything right to screen candidates and ensure they'll be a great fit for the business and excel in their role, but sometimes, despite your best efforts, an employee just doesn’t work out. Have you experienced this? You’ve evaluated job candidates, asking for writing samples, conducting role plays, maybe even having them give a short presentation. One candidate absolutely nails it—they stand out from all the rest. Excitedly, you hire them, convinced you've found your next top performer. But a few months later, they’re underperforming, and in some cases, you might even have to let them go within 3–6 months. You’re left wondering how things went so wrong when you did everything “right.” This exact scenario has happened to me. I hired someone who interviewed exceptionally well, showing all the right skills during the process. Looking back, I wonder if it was less a function of the new hire’s skills, but rather the onboarding process. Maybe I failed to give him the support he needed to start on the right foot. I found myself wishing for more insight into where he was struggling—insights that might have allowed me to intervene and provide the right feedback at the right time. Even though I met with him regularly and trained him on the key skills and strategies necessary for success, I kept asking, "How’s it going?" "Do you have any questions?" "How can I help?" And every time, I’d get the same reassuring answers: "Things are going great!" "I’ve got this!" "No worries." I trusted his responses, but later realized I needed more visibility into his real challenges. This is why I was intrigued when I heard about Rippling’s newest solution: Talent Signal. It aims to do what I once thought impossible—accurately and objectively evaluate the strengths and weaknesses of your new hires in their first 90 days. Frankly, I’d be thrilled if it only identified underperformers at risk of failing in their new role, but it does much more than that. It also highlights future top performers and those meeting expectations who will become key contributors to your team. **How does it work?** Rippling uses AI to review tangible work outputs during an employee's first 90 days—like code written or customer support calls logged—and offers an unbiased comparison of the employee’s performance against their peers. For the first time, managers can get real, data-driven insights into how their new hires are truly performing. But here’s the kicker: Talent Signal isn’t just another arbitrary employee score generated by a mysterious algorithm. It gives you concrete, actionable information on where your employees excel or where they may be struggling. It compares their work output to that of your top performers, providing real examples from tools you currently use like GitHub, Salesforce, or Zendesk. This not only allows you to see how they’re doing but gives you the exact examples you can use to coach them more effectively. A 1-page comparison of the 18 top HR tech solutions for small and mid-market organizations across 20 different aspects of feature/functionality. HR Technology Advice is compiling HR vendor reviews to help the HR community select the solutions that are best for them. Please share a short review of your solution (it takes less than 5 minutes) and people can learn from your experience. For managers, it’s a productivity booster. It shortens the time it takes for new hires to become fully productive. For recruiters and talent acquisition professionals, it provides invaluable metrics on the quality of hire and time to productivity. While many HR tech vendors are incorporating AI into their products, it’s often limited to features like enhanced search or chatbot capabilities—surface-level stuff. Rippling Talent Signal, on the other hand, taps into the full potential of AI for HR, offering a truly game-changing use case. As managers, we often have limited time and visibility. If AI can help us focus our efforts on supporting struggling new hires and recognizing high performers, we’re looking at a major leap forward in employee management. Talent Signal doesn’t replace managerial intuition—it enhances it by pointing us toward the areas where our attention will have the greatest impact. Too often, we rely on gut feelings, backed by too little data. Rippling Talent Signal eliminates that need, offering clear, unbiased insights based on actual performance data. Of course, data isn’t perfect. But with Talent Signal, you don’t have to spend hours searching for the right examples. I had an employee who once told me I always found the "one time" they made a mistake. With Talent Signal, the guessing game is gone. It surfaces the examples that best represent how an employee is truly performing, good or bad. This Rippling Talent Signal screenshot demonstrates the simplicity and comprehensive view to how your new hire is performing. **What’s the downside?** Well, Rippling Talent Signal is not available for all new hire employee populations. Right now, Rippling Talent Signal is only available to Early Access customers, so it’s not broadly available yet. It’s also designed to evaluate roles with measurable work products, so it currently focuses on software development, customer support, and sales positions. I’d love to see this expanded to other roles, and I suspect Rippling is already considering how to make that happen. While the first 90 days are crucial, it is easy to see this tool evolving to evaluate all employees in relevant roles and being incorporated into 1:1s and annual performance reviews. Today many employers feel the labor market is a “buyers’ market” and they have their pick of great talent. However, interest rates are coming down, and the economy is poised for accelerating growth. This will likely return us quickly to tight labor markets where every successful hiring decision is even more critically important to the business. Tools like Rippling Talent Signal offer a transformative way to maximize your efforts in employee management and hiring. By providing clear, actionable insights into new hires' performance during those critical early months, it helps you not only identify potential underperformers but also nurture future top performers. The result? More informed decisions, better coaching opportunities, and ultimately, a stronger, more productive team. As AI continues to evolve, solutions like Talent Signal are showing us just how much potential there is to reshape the way we manage and develop talent in today’s competitive workforce. To learn more about Rippling Talent Signal, check out [**Rippling’s website**](https://www.rippling.com/talent-signal?utm_source=linkedin&utm_medium=social&utm_term=chris_harvey_analyst&utm_campaign=ai_campaign_talent_signal. ) and stay tuned for updates. This might just be the AI tool that takes employee evaluation to the next level. Editor’s Note: This newsletter is sponsored by [**Rippling**](https://www.rippling.com/talent-signal?utm_source=linkedin&utm_medium=social&utm_term=chris_harvey_analyst&utm_campaign=ai_campaign_talent_signal. ). We are thankful to get early access to review their impressive new product offering and the opportunity to collaborate with them to bring you today’s newsletter. If you are exploring ways to enhance the success of your hiring and new hire onboarding, we recommend you consider engaging with Rippling to learn more about their solution. 2025 HR Technology Advice LLC. All Rights Reserved. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/hris-vendor-comparison ### Title: HRIS Vendor Comparison ### Page ID: 6157751 ### Content: #### **All in One View** ## HR Solution Customer Reviews ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Before you consider a vendor, we make it easy for you to consider only the vendors that offer critical product features. This 'At a Glance' comparison features 18 top HR tech solutions for small and mid-market organizations. **This analysis delves into 20 different aspects of feature/functionality.** Each HR vendor’s functionality is categorized as Meets, Proficient, or Robust in various areas. A crucial resource for gathering information about vendors during your research is customer reviews. These reviews offer valuable insights that can help you determine whether a vendor is a good match for your organization. By examining these reviews, you can identify key areas of interest, revealing potential red flags to investigate during the evaluation process and pinpointing the strengths that make them excel in meeting your specific needs. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/3-hris-demo-red-flags-and-what-to-know ### Title: 3 HRIS Demo Red Flags and What to Know ### Page ID: 6226473 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Wow! You just had the best HRIS product demo and let’s be honest you sort of fell in love with what you saw. Why even bother seeing any other HRIS solution. This is the one. However, you may not be able to totally trust your eye when it comes to HRIS vendor demos. A powerful, polished demo doesn’t necessarily translate into how the HRIS will perform in your real-world environment. Let’s help you figure out the reality from product showmanship. The truth is, many HRIS demos are misleading, not because vendors are intentionally deceptive, but because the demo format often hides crucial details. **1\. Pre-Configured Data Creates a False Sense of Usability** HRIS demos often run on pristine, pre-configured data sets that make the system seem intuitive and user-friendly. What you’re not seeing is the heavy lifting that goes into setting up and maintaining these workflows in a real-world scenario. For example, pre-configured data might make generating reports or running payroll look seamless, but that doesn’t necessarily reflect the complexity of handling your organization’s data. In the real world, employee data might be messy, payroll structures might vary by department or location, and custom reports might need to pull from multiple data sources. Demos often highlight cutting-edge features that look impressive on the surface, such as AI-driven analytics, intuitive dashboards, or mobile apps. While these are nice to have, they don’t necessarily represent the features you’ll use every day. In some cases, a flashy demo can distract from deeper, more critical areas like ease of reporting, flexibility in workflow design, and integration capabilities. **3\. Critical Features Like Custom Reporting Are Often Glossed Over** Reporting is one of the most vital features of any HRIS, but many demos gloss over this, showing pre-built reports that fit perfectly within the demo environment. The real challenge, however, lies in building custom reports that reflect your organization’s specific needs. If a system can’t easily support custom report-building, it could create bottlenecks in decision-making and force you to rely on external resources or manual processes. **Key Considerations and Questions to Ask During an HRIS Demo** A slick demo doesn't do you much good. Ask these questions to force the HRIS vendor to pull back the covers and demonstrate how you would use the systems in your environment. No HRIS delivers every report you will need out of the box. The ability to build your own custom reports is critical for you to realize full value from your HRIS investment. **\- Ask:** “Can you walk us through the process of building a custom report from scratch?” **\- Why:** You need to see exactly how flexible and intuitive the system is. Ask to create a complex report that involves pulling data from multiple modules, such as timekeeping and payroll. A 1-page comparison of the 18 top HR tech solutions for small and mid-market organizations across 20 different aspects of feature/functionality. HR Technology Advice is compiling HR vendor reviews to help the HR community select the solutions that are best for them. Please share a short review of your solution (it takes less than 5 minutes) and people can learn from your experience. **\- Ask:** “How much support do non-technical users need when building custom reports?” **\- Why:** This question will reveal whether your HR team can handle report generation on their own or if they’ll need heavy reliance on IT, special training, or the vendor’s support team. HRIS systems rarely function in isolation. They need to integrate seamlessly with other tools, like payroll systems, time and attendance tracking, and third-party benefits providers. Many demos highlight integration capabilities, but don’t go into detail about how easy—or difficult—these integrations are to set up and maintain. **\- Ask:** “Can you show us how your system integrates with \[specific software you use\]?” **\- Why:** A vague answer about "robust integrations" isn’t enough. You need to see real examples of how well the system integrates with your existing technology stack, particularly your payroll or applicant tracking systems. **\- Ask:** “What are the common challenges you’ve faced with integrations, and how have you addressed them?” **\- Why:** This will give you insight into potential obstacles and how proactive the vendor is in handling integration challenges. Every business has unique HR workflows, from onboarding to performance management. While most demos focus on out-of-the-box processes, it’s essential to know whether the HRIS can adapt to your specific needs. **\- Ask:** “Can we customize workflows to reflect different approval hierarchies and department structures?” **\- Why:** Many systems offer basic customization, but the level of detail matters. Ensure that the platform allows for adjustments that align with the complexity of your organization’s structure. **\- Ask:** “How easy is it to modify workflows once the system is live?” **\- Why:** After implementation, your needs might change, so it’s critical to understand how adaptable the system will be in the long run without requiring vendor support for every change. Demos usually focus on the features available today, but what happens when the system requires updates or when you need support post-implementation? Many HRIS vendors charge extra for ongoing support or new feature rollouts, and some systems lag in their ability to keep up with regulatory changes. **\- Ask:** “What does ongoing support look like after implementation?” **\- Why:** You need to know what kind of support is included in the contract and what might come at an extra cost. This is especially important for smaller teams that may need more hand-holding post-launch. **\- Ask:** “How often are new features rolled out, and how does your system keep up with regulatory changes?” **\- Why:** HR is a rapidly changing field, especially with new laws and compliance requirements. Make sure the system is equipped to keep pace with these changes without requiring costly upgrades. **Final Thoughts: Ask the Right Questions, Get the Right System** HRIS demos are essential to the decision-making process, but they can be deceptive if you don’t ask the right questions. By focusing on critical areas such as custom reporting, integration capabilities, workflow configuration, and the update process, you’ll gain a much clearer understanding of how well the system will truly work for your organization. Always push vendors to demonstrate real-world applications of the system’s capabilities and ensure that you’re not just seeing a polished version designed to impress. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/ats-reviews-icims ### Title: iCIMS Customer Reviews and Insights ### Page ID: 6370021 ### Content: # iCIMS Reviews ## Overall Rating ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 3.6 out of 5 stars — Based on 59 verified HRIS customer reviews of iCIMS. Customer evaluation of the organizational complexity which is the best fit for this HRIS solution. iCIMS empowers organizations to attract, engage, and hire the right talent that builds a diverse, winning workforce. iCIMS provides innovations that meet employer's new and emerging strategic Evaluating the ATS solution's success in meeting the organization's feature/functionality expectations. Evaluating the organization's experience with the ATS vendor's implementation. Evaluating the ATS solution's ease of use and how widely accepted and adopted by Recruiters and Candidates Evaluating the ATS solutions reporting capabilities and the ability for customers to create their own custom reports. Evaluating the ATS vendor's ability to meet support inquiries fully and in a timely manner. Evaluating the ATS vendor's ability to integrate with all necessary systems and ease of maintaining integrations. Evaluating the ATS vendor's employee-customer engagement and enthusiasm to support customer needs. "It’s so customizable, much more so than other ATS systems I’ve used in the past." "Exceptionally easy to use by external candidates." "As a recruiter the ATS was easy to learn and use. There was short ramp-up time." "iCIMs team is dedicated to the ATS experience for both their employer base and the best-in-class technology they offer." "The backend configurations can get a little complicated, and that part of the user interface is not super intuitive." "If you are not a large enough employer, you do not receive a dedicated Account Manager." "I think this is a great solution for mid to large size companies. It’s a platform that you can literally customize to align with all of your Company’s TA needs." "If you are tech savvy and don't need support - this is a great system for the price." "The custom dashboards take some time getting used to. It benefits the team to have some training, but once learned, it can drive daily recruitment functions which is ideal to a high volume recruitment operation and follow up." **\*Why are HR Technology Advice Review Ratings Lower Than Other Websites?** HR Technology Advice reviews exhibit a balanced representation of customer experiences, encompassing both positive and negative feedback from verified users. The organic growth of these reviews ensures a genuine reflection of customer sentiments. Unlike some platforms that might selectively solicit more positive feedback, HR Technology Advice's approach captures a broader spectrum of opinions. Consequently, the ratings on this platform are more likely to mirror the diverse experiences of the average customer, offering a more authentic and comprehensive snapshot of the overall customer satisfaction. **We will create you a FREE shortlist of HR Tech solutions to better meet your needs.** 2025 HR Technology Advice LLC. All Rights Reserved. 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - **iCIMS Hire** - Applicant tracking - Offer management - Onboarding management - Text recruiting - i**CIMS Employer Branding** - Career sites - AI chatbot - Employee video testimonials - **iCIMS Engage** - Candidate experience and relationship management - Text-based sourcing and engagement - **iCIMS AI** - **Pre-Built API connectors and custom integrations** 1. **One unified, modern platform for enterprise talent acquisition:** everything recruiting teams needs to find and hire quality talent in a single solution. 2. Build your employer brand and attract quality talent with a modern career site equipped with AI-powered chat and employee video testimonials. 3. Engage and nurture candidates with an advanced CRM powered by behavior-based marketing automation and AI Hire talent seamlessly with the industry-leading ATS, plus text recruiting, offer management, and onboarding built in. 4. Extensible platform powered by an ecosystem of over 800+ partner HR tech solutions. 5. **Uniquely built to handle complex enterprise hiring needs: a unified, modern talent acquisition platform that streamlines and simplifies hiring.** 6. Industry-leading Applicant Tracking System designed to manage high-volume and specialized recruitment processes. 7. Purpose-built to support recruitment across multiple regions, industries, and organizational structures, providing unparalleled flexibility and configurability. 8. Streamline sourcing and hiring across multiple brands with highly configurable ATS, career sites, and more. 9. **The most robust analytics and reporting for talent acquisition:**  Gain visibility into the data and hiring metrics most relevant to your organization with configurable, real-time analytics available for virtually any data point and user. 10. Track and report on metrics across critical points of the hiring journey – from recruitment marketing campaign performance out of your CRM to hiring efficiency and time-to-fill in your ATS. 11. Fully configurable dashboards by user role provide relevant hiring metrics for everyone from the CHROs to recruiters. 12. **Comprehensive Artificial Intelligence:** AI where and when you need it, across every step of the recruiting lifecycle. 13. AI embedded into over a dozen pivotal points in the hiring process – from email writing assistance for sourcers to candidate ranking for recruiters. 14. iCIMS Copilot — a GenAI recruiting assistant — helps you create interview questions, job descriptions, and recruitment marketing emails in real time - **Real-time analytics/dashboard** - **mass actioning candidates** - **Customizable templates** - **Text engagement** - **Automation workflows Customizable reports.** - **Ability to integrate internal job postings** --- ## URL: https://www.hrtechnologyadvice.com/why-is-it-so-challenging-to-find-remote-work ### Title: Why Is It So Challenging To Find Remote Work ### Page ID: 6529239 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us After hearing from dozens of highly qualified jobseekers looking for fully remote roles, it got me thinking – is seeking a fully remote role a double-edged sword? Do you set yourself up for a much more difficult job search? **The short answer is -- Yes!** Let's explore why securing a fully remote role may be more challenging and why a hybrid role might work A remote job posting isn’t just visible to candidates in a specific city—it attracts applicants from across the nation or even the world. The sheer volume of resumes can be overwhelming. For example, a recent job opening for a remote marketing role at Airbnb received over 10,000 applications. By contrast, hybrid roles often limit the applicant pool to candidates who live within commuting distance of the office, reducing competition and improving your chances of getting noticed. Because companies hiring for remote roles have access to an expansive talent pool, they can afford to be highly selective. Quite literally, they can choose from the best applicants from across the country. In addition, to be seriously considered, applicants may need extensive remote work experience. Entry-level professionals or those transitioning to remote work for the first time may find it challenging to meet these elevated standards. While fully remote roles remove physical barriers, they often introduce an unseen one: *presenteeism bias*. Research indicates that employees who regularly interact with managers in person are more likely to be considered for promotions and new opportunities. According to the 2024 *Work Remastered* study, 27% of remote workers reported being overlooked for promotions, with younger workers feeling this even more acutely. Unfortunately, fully remote workers may also be at greater risk during layoffs. LeanIn.org and McKinsey’s *Women in the Workplace 2022* report revealed that fully remote employees were 50% more likely to face layoffs than their in-office counterparts. Employers often prioritize in-person teams when making cuts, potentially perceiving them as more central to company culture or operations. A 1-page comparison of the 18 top HR tech solutions for small and mid-market organizations across 20 different aspects of feature/functionality. HR Technology Advice is compiling HR vendor reviews to help the HR community select the solutions that are best for them. Please share a short review of your solution (it takes less than 5 minutes) and people can learn from your experience. **The Hybrid Advantage: A Middle Ground with Long-Term Benefits** Hybrid work environments can offer the flexibility of remote work while addressing its limitations. Here’s why hybrid roles might be better Unlike fully remote roles, hybrid jobs naturally limit the applicant pool to candidates within a specific geographic area. You may have competition from 100-200 candidates vs thousands. This localized approach reduces competition, increasing your chances of standing out. Hybrid roles facilitate in-person interactions with colleagues and management, enabling you to build stronger relationships. These connections can translate into mentorship opportunities, better performance evaluations, and access to internal growth paths. For those aiming to work fully remotely eventually, hybrid roles offer a stepping stone. By gaining remote experience part-time, you can develop skills like time management, virtual communication, and independent problem-solving, which are crucial for excelling in fully remote positions. In addition, once you have proven to the organization you are invaluable to their success they can be more open to you working remotely. Hybrid workers often enjoy greater job security and access to internal opportunities. Being present in the office—even occasionally—keeps you top of mind for promotions, project assignments, and organizational decisions. Hybrid setups allow you to enjoy remote work’s flexibility while benefiting from in-office perks like team-building activities, gym memberships, store discounts, networking events, and office amenities. While fully remote roles may seem like the ultimate goal for many post-pandemic job seekers, they aren’t always the best option—especially for candidates navigating a competitive market. Hybrid roles strike a balance between flexibility and visibility, providing a platform for growth, ***If your heart is set for a remote role, consider a hybrid role as a potential interim step toward that goal.*** Starting in a hybrid role not only increases your chances of securing a position but also helps you build a foundation for success. And who knows? Once you’ve proven your value, you might have the leverage to transition into a fully remote role if it’s the best fit for your needs. When considering your next career move, weigh the challenges of remote work against the opportunities in hybrid settings. Shifting this expectation could lead to a much shorter job search. 2025 HR Technology Advice LLC. All Rights Reserved. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/2025-cool-hr-tech ### Title: 2025 Cool HR Tech List ### Page ID: 6692927 ### Content: ## 6 Emerging Tech Solutions ## 2025 Cool HR Tech Solutions ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us The **2025 Cool HR Tech List** is a compilation of six cutting-edge solutions poised to reshape the HR landscape by addressing some of the most pressing challenges organizations face today. These solutions tackle critical business problems such as enhancing the candidate and employee experience, driving engagement, and improving workplace culture—all are vital in 2025's expected economic recovery and a tightening labor market. As the power dynamic shifts back toward employees, businesses must adopt forward-thinking strategies to attract and retain top talent while maximizing organizational success. Each solution on this list exemplifies innovation and early-to-market approaches that empower organizations to meet the evolving expectations of their workforce. By leveraging advanced analytics, actionable insights, and transformative technologies, these tools enable businesses to create more meaningful connections with their employees, foster resilience, and gain a competitive edge. In 2025, aligning with these innovative solutions will be key to building a workplace culture that drives engagement, satisfaction, and long-term performance. **Explore how Teamraderie is elevating learning and engagement to unlock teams potential at** **Problem:** AI is Necessitating a Human Skills Revolution AI is dramatically changing the way we work. In many ways making it easier and nearly eliminating a lot of repetitive and low-value-added tasks. This provides a remarkable opportunity for upskilling to drive improvement in uniquely human skills such as creativity, innovation, and human connection. Not only improvement of individual skills but upskilling teams to emphasize soft “human skills” like critical thinking, big-picture strategy, communication, emotional intelligence, leadership, and teamwork. **Solution:** Upskill the Team Through Transformative, Interactive Team Experiences Traditional training methods have mixed results, rarely successful in upskilling and supporting the needs of high performing teams. There's a need for a new approach to team-based learning that addresses these challenges and empowers teams to excel in the AI era. Teamraderie reimagines this approach by offering curated, live on-line and in-person events designed to bring teams together to upskill and connect in meaningful and impactful ways. These experiences include interactive discussions and activities led by renowned figures such as Pulitzer Prize winners like Marcia Chatelain, Olympic gold medalists like Nadia Comaneci, Stanford professors like Kathryn Velcich, and former world chess champions like Garry Kasparov. Your team gains access to some of the most thought-provoking and impactful experiences—designed for any budget and packed with meaningful engagement. Imagine upskilling your team from unique trainings to learn about teamwork from a legendary NASCAR coach, mastering adaptability with a real Top Gun instructor (yes, like the movie), or improving communication through the creative simplicity of a LEGO brick-building challenge, and so many more. And the best part? These sessions are designed to fit seamlessly into the workday, requiring less than an hour—perfect for overcommitted teams. With minimal disruption to schedules, Teamraderie offers customizable programs tailored to your organization’s specific needs, helping teams build critical skills, trust, enhance communication, and elevate accountability. How do we know it works? Teamraderie boasts a stellar Net Promoter Score (NPS) of 80+, reflecting the love teams have for these programs. Participants consistently praise the sessions as meaningful and memorable, highlighting their effectiveness in boosting team skills, cohesion, and productivity. Its proven outcomes, exceptional customer satisfaction, and innovative approach make it one of the coolest HR solutions available today **Problem:** Coordinating and Scheduling Job Candidates Interviews Coordinating and managing candidate interviews is one of the most time-consuming and frustrating aspects of recruiting. Recruiting teams spend hours juggling schedules, chasing down availability, and manually updating systems—all while trying to deliver a seamless experience for candidates. This leads to delays in hiring, frustrated recruiting teams, and candidates left with a lackluster impression of the company. For organizations planning to scale or experiencing hiring surges, the inefficiencies in their current process are unsustainable, directly impacting time-to-hire and offer acceptance rates. **Solution:** Scheduling that Prioritizes the Candidate Experience candidate.fyi eliminates the complexity of interview scheduling and empowers recruiting teams with a suite of tools designed to enhance the candidate experience. Their platform integrates seamlessly with your ATS and recruiting workflows, automating scheduling, providing candidates with a personalized portal for real-time updates, and collecting actionable feedback through their Pulse Engine. Unlike traditional scheduling tools, candidate.fyi doesn’t just streamline logistics—it also prioritizes the candidate's experience, turning every interaction into an opportunity to build your employer brand. **1\. Advanced Scheduling:** Automates complex interview coordination, reducing manual work and eliminating scheduling conflicts. **2\. Pulse Engine:** Delivers real-time insights on candidate experience, enabling recruiting teams to make data-driven improvements. **3\. Candidate Portal:** Offers a sleek, branded hub where candidates can view interview details, access helpful resources, and stay connected with your team. candidate.fyi creates a candidate interview scheduling experience that becomes a competitive advantage. The type of experience candidates rave about and contributes to a positive employer brand. **HRIS + People Ops Platform single source of truth at** **Problem:** Lack of a Single Source of Accurate People Data Organizations often lack a single, accurate source of people data. Key information is scattered across various systems—HRIS, ATS, payroll, performance management, you name it. Worse, these systems rarely play nice with one another. This makes accessing strategic insights feel like pulling teeth, often relying on clunky spreadsheets for executive reports. Sound familiar? The result is time-consuming, error-prone processes and that nagging suspicion: Is this data even accurate? ChartHop HRIS creates a global, single source of truth by consolidating all employee data into one accessible profile. Build your dream HR tech stack with ChartHop as the command center. Its open APIs and seamless integrations allow you to sync payroll, ATS, and other people or business data—with a lot less effort! Visualization, Visualization, Visualization! ChartHop makes your data pop, literally. Imagine moving from boring spreadsheets to dynamic org charts, map views, and data overlays that actually help you strategize. It’s intuitive, interactive, and instantly understandable—for HR pros, C-suite, and wide employee adoption. Every HRIS platforms has a legacy – most began as payroll systems and built functionality that grew from there. ChartHop has flipped the script, placing reporting and analytics at its core. The result? A game-changing tool that puts your people data into focus. *"Using ChartHop to facilitate collaboration is a really huge win for us. Not only are we able to make sure the Recruiting and People teams have the visibility they need, but Financial Planning & Analysis also has the ability to work directly with senior leadership and managers in a shared platform, where everyone can see all current employee information."* \- Jaime Moskowitz, Senior People Operations Associate at Yipitdata **Problem:** Leave Management Keeps Getting More Complex Managing employee leave has become a critical but increasingly complex challenge for businesses, fraught with inefficiencies, compliance risks, and employee dissatisfaction. HR administrators must navigate a labyrinth of over 200 federal, state, and local leave laws, compounded by a constant stream of new regulations that create additional compliance headaches. In addition, leave requests are surging. The 2024 Littler Employer Survey uncovers the volume of leave requests is surging, with mental health-related requests up 74% and those tied to pregnancy and childbirth-related medical conditions up 53%. Who knows leave laws best? The big HR outsourcing firms that dedicate resources to stay ahead of the ever-changing regulatory landscape. Stiira was born within one such HR outsourcing firm to power a nationally scaled leave management service. It’s the first solution specifically designed to enhance the third-party administrator (TPA) model while also equipping employers with a powerful tool for in-house leave management. Stiira’s unique architecture, pricing, and integration capabilities offer HR teams greater flexibility, affordability, and scalability. It redefines compliance by putting configuration front and center, enabling administrators to quickly adapt to evolving leave laws with dynamic templates and automation tools. Leave management may never be cool, but Stiira makes it far easier—and that’s pretty cool. Stiira alleviates the complexity and reduces the stress of leave management. Customers praise its unmatched adaptability and functionality, which empower them to: Administrators save valuable time, employees enjoy a seamless leave experience, and compliance becomes a manageable process rather than an uphill battle. With Stiira, leave management becomes a task you can finally move off your "headaches" list. **Problem:** AI is Everywhere, But Which AI Solution Will Have The Greatest HR Impact? The AI revolution has arrived, but its potential in HR often feels tantalizingly unclear. HR leaders struggle to understand how AI can truly align with workforce needs and organizational goals. Many teams remain stuck with siloed processes and disconnected platforms, resulting in inefficiencies, redundant efforts, and missed opportunities for meaningful employee engagement. While many AI solutions offer “smart search” capabilities that works for one HR system, few provide the comprehensive, strategic integration needed to improve productivity, foster creativity, and drive employee satisfaction. **Solution:** AI That Bridges Silos to Deliver Deep Organizational Value ArieWorks is an AI assistant designed to unify HR operations by seamlessly integrating across HRIS, ATS, performance management, payroll, and more. Its robust API connections consolidate fragmented systems, transforming scattered data into actionable insights. Think of it as having a world-class data analyst and strategist embedded within your HR team. ArieWorks stands out with real-time sentiment analysis, continuously capturing and aggregating employee sentiment from everyday interactions rather than relying on infrequent surveys. This proactive approach allows HR teams to identify and address employee needs early, improving engagement and retention before issues escalate. Built-in compliance safeguards further set ArieWorks apart. It doesn't just automate tasks; it ensures they align with company diversity, inclusion, and legal standards. For instance, if prompted to generate a biased job description, ArieWorks won’t comply. Instead, it explains why the request is problematic and guides users toward compliant alternatives. ArieWorks doesn’t just offer powerful capabilities—it teaches you how to unlock them. For many, AI is still new territory, and ArieWorks bridges this gap with its expertly crafted Prompt Playbook. This resource includes hundreds of ready-to-use prompts, empowering HR professionals to ask the right questions and unlock deeper insights. For example, you can ask ArieWorks to “generate an employee handbook tailored for onboarding” or “identify top-performing employees in Product Development, categorized by tenure.” For employees, ArieWorks takes self-service to the next level, reducing administrative questions by 90%. Its fast, accurate responses eliminate delays and empower teams to resolve issues independently, boosting both productivity and the overall employee experience ArieWorks isn’t just a tool—it’s a game-changer. By delivering transformative results that customers consistently praise, ArieWorks helps HR teams and businesses harness the true power of AI to achieve more. **Explore how OrgAcuity is driving deep organizational** A 2024 Gallup report revealed that only 31% of employees feel engaged—the lowest level since 2014. This disengagement poses a significant risk: a potential wave of employees leaving their jobs if the economy and hiring landscape improve in 2025. Many workplaces have low morale, and often organizations struggle to pinpoint the root causes. To improve morale, leaders must uncover the hidden dynamics within their workforce: identifying unseen influencers, understanding employee concerns, resolving workplace friction, and addressing individual motivations. These insights are critical to boosting productivity, engagement, and retention. **Solution:** Integrated People Analytics for Deep Employee Insights OrgAcuity offers a unique integrated employee listening platform that makes advanced people analytics accessible and actionable for organizations. It uniquely integrates relational analytics (Organizational Network Analysis), employee listening and sensing, and advanced analytics such as predictive attrition, business driver impact, and text sentiment analysis. Co-founded by Craig Starbuck, who previously led people analytics at Roku, Robinhood, and Mastercard, OrgAcuity bridges the gap between raw data and actionable insights. The platform translates complex analytics into clear, narrative-driven recommendations, empowering both technical and non-technical users to make data-informed decisions. It also provides prescriptive actions and coaching guidance for managers, enabling them to address challenges, improve team dynamics, and drive measurable business outcomes. OrgAcuity doesn’t just collect and aggregate data—it provides insightful recommended actions and next steps to take. Data is fine, but what do you do with it to improve engagement? OrgAcuity provides those recommendations. In addition, it helps answer critical questions that traditional employee listening platforms can’t, such as: • How do manager experiences influence their teams’ engagement? • Who are the best-positioned individuals to improve unfavorable experiences or sentiments? • What is the optimal span of control for teams based on manager effectiveness? • Which employee experiences have the largest impact on business performance? With its unique integration of analytics and actionable insights, OrgAcuity empowers organizations to go beyond traditional HR metrics and demonstrate the bottom-line impact of their people. Few HR tech solutions worldwide offer this level of integration, insight, and business value. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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**Employer branding boost**: By prioritizing candidate experience, our customers see a marked improvement in offer acceptance rates and post-interview NPS scores - **Customization Made Easy:** ChartHop HRIS doesn’t ask your organization to conform to it; it bends to your quirks, processes, and preferences. With a visual playground for configuring workflows and reports, it’s perfect for businesses with unique needs. - **Integration Hub Extraordinaire:** ChartHop seamlessly syncs all your critical systems, putting actionable people data right at your fingertips. 1. Navigate multi-state challenges with ease. 2. Adjust to evolving leave policies effortlessly. 3. Leverage dynamic self-service configurations for tailored solutions. --- ## URL: https://www.hrtechnologyadvice.com/ats-reviews-jazzhr ### Title: JazzHR Customer Reviews and Insights ### Page ID: 6782519 ### Content: # JazzHR Reviews ## Overall Rating ### Are you like 38% of CHROs who are unhappy with their existing HR Technology solutions? ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Customer evaluation of the organizational complexity which is the best fit for this HRIS solution. Evaluating the ATS solution's success in meeting the organization's feature/functionality expectations. 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/2025-hr-vendorfit-analysis ### Title: 2025 HR VendorFit Analysis ### Page ID: 6793679 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Selecting the right HRIS solution is one of the most critical decisions HR leaders make—yet more than 40% of HR technology implementations fail to meet expectations. Why? Often, it’s because organizations are unsure where to start in their research and evaluation process. Our *2025 HR VendorFit Analysis* is designed to change that. This report, broken into two editions: Enterprise and SMB, offers a comprehensive, research-backed approach to help HR buyers confidently identify the best-fit HRIS solutions for their unique organizational needs. Every insight in this analysis is grounded in real customer reviews and feedback—not analyst opinions. By leveraging the lived experiences of HR professionals, we provide actionable, unbiased insights that cut through marketing noise and reveal which vendors are truly excelling. ***2025 HR VendorFit Matrix - Small & Medium Business (50-999 Employee Organizations)*** A research-backed ranking of vendors based on *Product Functionality* and *Vendor Flexibility*. Think of it as an alternative to traditional analyst reports, but rooted entirely in HR customer feedback. This matrix helps highlight solutions that may not be on your radar yet but are worth exploring. A deep dive into the 8 Dimensions of Vendor Fit, such as ease of implementation and product usability. The top-performing vendors earn gold-star recognition, making it easier to identify which solutions excel in the areas that matter most to your organization. Every organization has its own level of complexity, and not all HRIS solutions are designed to meet the same level of need. This analysis identifies which vendors are best suited for you not based on size, but the business complexity you face, helping you avoid costly mismatches before they happen. ***2025 HR VendorFit Matrix - Enterprise (1,000+ Employee Organizations)*** Many of the largest HCM vendors have significant marketing budgets that make them household names. While they may offer great solutions, they’re often the most visible because of their substantial marketing resources. Smaller vendors, however, often lack the same marketing resources and prioritize developing exceptional products and investing heavily in customer experience—and they’ve demonstrated some of the happiest customers in our analysis. This report highlights those hidden gems. However, It’s not just about introducing lesser-known vendors—it’s about expanding your options to ensure your shortlist addresses your organization’s critical needs. **Whether you’re evaluating your next HRIS or interested in better understanding the HRIS marketing, the** *2025 HR VendorFit Analysis* serves as a powerful research starting point. It’s designed to empower HR leaders with data-driven insights to help ensure successful HRIS implementations. Download the full report here: [**Download the 2025 HR VendorFit Analysis**](/hr-vendorfit-matrix)  We are always looking to incorporate more customer feedback and want to continue to expand our research to include even more vendors. You can share a review of HRIS customer experience here. [https://www.hrtechnologyadvice.com/hcm-review](https://www.hrtechnologyadvice.com/hcm-review) It will help us to continue to refine and update our report for the next version which will be released in July/August 2025. A 1-page comparison of the 18 top HR tech solutions for small and mid-market organizations across 20 different aspects of feature/functionality. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [**ADP Workforce Now**](/hcm-reviews-adp) - [**Dayforce**](/hcm-reviews-dayforce) - [**PDS Vista**](/hcm-reviews-pds-vista) - [**UKG Pro**](/hcm-reviews-ukg-pro) - [**Workday**](/hcm-reviews-workday) - [**Workzoom**](/hcm-reviews-workzoom) - [**ADP Workforce Now**](/hcm-reviews-adp) - [**BambooHR**](/hcm-reviews-bamboohr) - [**GoCo**](/hcm-reviews-goco) - [**isolved**](/hcm-reviews-isolved) - **Paychex** - [**Paycom**](/hcm-reviews-paycom) - **Paycor** - [**Paylocity**](/hcm-reviews-paylocity) - [**Rippling**](/hcm-reviews-rippling) - **UKG Ready** --- ## URL: https://www.hrtechnologyadvice.com/hr-leader-research-hcm-long-term-success ### Title: HR Leader Research Finding: Selecting an HCM for Long-Term Success ### Page ID: 6907975 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us HR Leader Research Finding: Selecting an HCM for Long-Term Success **Key Finding from *isolved’s Fifth-Annual HR Leaders Report: Elevating HR in the Age of AI*** Most organizations don’t get to celebrate their 5th anniversary with their HCM provider. The reason? **Their system simply doesn’t keep up with their evolving needs and eventually has to be replaced.** One of the most common mistakes HR leaders make when selecting an HCM solution is focusing too much on features and functionality. Of course, functionality is critical—if a system lacks the capabilities your organization needs, it won’t provide much value. However, the vast majority of today’s HCM solutions perform adequately to exceptionally well in meeting business requirements. **But what about the future?** How do you ensure your chosen solution will support your organization’s long-term needs? You need an HCM platform that can adapt to the unexpected—such as the rapid workforce shifts triggered by the COVID-19 pandemic. Many HR leaders I’ve spoken with express frustration over having to replace their HCM system just 18, 24, or 36 months after implementation because they’ve outgrown it. No one wants to go through the selection process again just a few years down the road. Recent research from [***isolved’s Fifth-Annual HR Leaders Report: Elevating HR in the Age of AI***](https://isolved.co/4i3g7st) highlights HR leaders' concerns about forming strong, long-term partnerships with their HCM providers. Let’s explore key findings that can directly impact your decision when HCM adoption has surged in recent years, with **93% of organizations** now using some form of human capital management technology. However, many companies struggle with fragmented systems. In fact, **58% of HR leaders report using four** or more HCM solutions, and **17% use ten or more**. This creates inefficiencies, increases compliance risks, and reduces data visibility. One of the primary drivers for switching HCM platforms is the need for consolidation. **21% of HR decision-makers** cite having too many systems as a reason for seeking a new solution. An integrated platform that connects all HR functions**—payroll, time tracking, benefits, compliance, performance management, and analytics**—can streamline operations, improve efficiency, and eliminate costly data silos. **Scalability and User Experience: Top Priorities for HR Leaders** When evaluating new HCM solutions, HR leaders prioritize more than just functionality. [*isolved's Fifth-Annual HR Leaders Report: Elevating HR in the Age of A*](https://isolved.co/4i3g7st)*I* contains additional insights on embracing AI, the talent crisis, prioritizing employee total wellness, long-term HCM partnership, and more. **According to the *isolved’s HR Leaders Report*, the top reasons HR teams switch providers include:** Other key motivators **include security concerns (21%), service issues (20%), and digital transformation initiatives (20%)**. The message is clear: Organizations aren’t just looking for an HCM solution that works today—they need one that can evolve with their business. Selecting an HCM provider is about more than just software—it’s about choosing a strategic partner. HR leaders expect their vendors to be proactive, responsive, and invested in their success. According to the ***isolved’s HR Leaders Report***, the top expectations from an HCM vendor include: Beyond these priorities, organizations are also looking for vendors that **continuously innovate (34%)** and offer **best-practice guidance (31%).** The right HCM provider doesn’t just sell software—it partners with HR leaders to manage workforce complexity and drive business success. With so many HR leaders considering a switch in HCM technology, the focus must shift from short-term fixes to **long-term partnerships.** The right HCM solution will **consolidate software, scale with your organization, and provide the security and insights necessary to drive business success.** **Ultimately, you shouldn’t be looking for just your next HCM solution—you should be looking for your last HCM solution. One that will support your business for 5, 10, or even 15 years.** By prioritizing strategic fit, adaptability, and vendor commitment, HR leaders can select a platform that stands the test of time. The ***isolved’s HR Leaders Report*** contains additional insights on embracing AI, the talent crisis, prioritizing employee total wellness, and more. You can access the full report at [***isolved’s Fifth-Annual HR Leaders Report: Elevating HR in the Age of AI.***](https://isolved.co/4i3g7st) I’d like to thank isolved for providing me with an early look at the [***isolved’s Fifth-Annual HR Leaders Report: Elevating HR in the Age of AI***](https://isolved.co/4i3g7st) [](https://isolved.co/4i3g7st)and for sponsoring today’s edition of the **HR Tech Compass Newsletter.** A 1-page comparison of the 18 top HR tech solutions for small and mid-market organizations across 20 different aspects of feature/functionality. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - **A better user experience (37%)** – Systems should be intuitive and easy for HR teams and employees to navigate. - **Scalability (35%)** – Organizations need an HCM platform that grows with them, whether that means expanding into new locations, adding headcount, or adapting to evolving compliance requirements. - **Better reporting and data visibility (32%)** – Real-time workforce insights empower organizations to make informed decisions and proactively address challenges. - **Supporting organizational growth (42%)** – A vendor should provide solutions that scale seamlessly as the business expands. - **Responsive customer support (39%)** – Fast, knowledgeable support helps HR teams resolve issues quickly and maintain smooth operations. - **Ongoing security investments (37%)** – With 53% of HR leaders concerned about potential data breaches, security must be a top priority. --- ## URL: https://www.hrtechnologyadvice.com/state-of-hris-ai-the-three-stages-of-ai-strategy ### Title: State of HRIS AI: The Three Stages of AI Strategy ### Page ID: 7011141 ### Content: ### Stage 1: Smart Search & Chatbots – The Initial AI Strategy ### Stage 2: Expanding AI to Talent Acquisition ### **Stage 3: Generative AI & AI Agents** ### Stage 0: No Announced AI Strategy ## HRIS AI Strategy in 2025 and Beyond ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Artificial Intelligence (AI) is transforming the Human Resource Information System (HRIS) landscape, introducing new efficiencies and strategic capabilities for HR teams. Today, HRIS vendors are deploying AI in three primary stages, each representing a progressive enhancement in AI functionality. This report outlines these stages, demonstrating the evolution of AI from basic automation to advanced decision-making and task execution. Additionally, we identify where ten leading HRIS solutions stand in their 2025 AI strategy execution and how their AI adoption compares The first and most common AI approach deployed by HRIS is Smart Search and Chatbots, designed to serve as an employee self-service tool. These AI-powered features reduce administrative burdens on HR teams by enabling employees to quickly find answers to common policy-related questions—such as PTO policies, leave policies, and corporate holidays—without having to navigate complex corporate handbooks. While valuable, this is the introductory level of AI deployment, functioning primarily as an enhanced FAQ system. It improves efficiency by reducing HR inquiries but does not yet impact broader HR functions such as recruitment or workforce planning. Stage 1 indicates the solution is utilizing AI at a fundamental level but has not yet expanded into more comprehensive AI usage The second stage builds upon Smart Search & Chatbots by incorporating AI-driven automation in Talent Acquisition. This approach allows HR teams to leverage AI for more complex and strategic functions, such as: Stage 2 extends AI beyond employee self-service, impacting both current and future employees. Solutions deploying this approach offer HR teams a more strategic AI-driven experience, improving hiring efficiency, optimizing job postings, and reducing time-to-fill. **HRIS Solutions in Beta or with Announced AI Enhancements in this Stage:** The third and most advanced stage of AI deployment in HRIS leverages Generative AI, similar to ChatGPT, to provide sophisticated decision-support capabilities. Unlike earlier AI implementations that primarily retrieve information or automate tasks, this stage enables HR leaders and managers to ask complex, data-driven questions and receive actionable insights. For example, a manager might ask: *"How much overtime did the XYZ department incur in March, and what are three ways to reduce overtime in April?"* AI at this stage analyzes workforce data, identifies trends, and generates strategic recommendations—allowing HR and business leaders to make informed decisions faster and more effectively. Additionally, AI Agents are emerging as the next evolution in HRIS AI strategy. These agents can: This stage is a game-changer, significantly enhancing HR's ability to drive business impact. As AI continues to evolve, we anticipate further expansions in AI agents, task execution, and cross-platform AI communication—making AI an indispensable component of HRIS solutions. While many HRIS vendors have been leveraging Machine Learning (ML) and Natural Language Processing (NLP) for years, the rapid evolution of AI has necessitated a major shift in HRIS product development. However, some vendors have yet to articulate a clear AI strategy or implementation timeline. As AI becomes a fundamental expectation in HR technology, vendors that fail to adopt AI quickly risk falling behind their competition and HR buyers’ expectations. This report categorizes which HRIS vendors are currently at each AI stage and provides insight into their publicly announced AI roadmaps for 2025. Notably, some vendors have yet to announce an AI strategy, which may impact their long-term competitiveness as AI becomes a key selection criterion for HRIS buyers. AI is a transformative technology, and as HR teams evaluate HRIS solutions, AI functionality and strategy will increasingly influence purchasing decisions. Vendors that fail to evolve their AI capabilities risk losing ground in an industry that is rapidly embracing AI-driven efficiencies and decision-making tools. In 2025 and beyond, HR buyers will no longer ask, "Does this HRIS incorporate AI?"—instead, they will demand, "What can this AI do for impact the success of my workforce and benefit the organization?" A 1-page comparison of the 18 top HR tech solutions for small and mid-market organizations across 20 different aspects of feature/functionality. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - Job Requisition Creation – AI assists Talent Acquisition professionals in drafting job postings efficiently. - Job Description Enhancement – AI refines and optimizes job descriptions for better candidate attraction. - Candidate Matching – AI analyzes resumes and job descriptions to suggest the best-fit candidates. - Execute HR tasks autonomously (e.g., approving PTO requests based on predefined rules). - Communicate with other AI-driven systems (e.g., syncing HR data with other systems to have broader impact). --- ## URL: https://www.hrtechnologyadvice.com/seasonal-hiring ### Title: Seasonal Hiring Doesn’t Have to Be a Headache ### Page ID: 7055026 ### Content: ### **The Pain Points of Seasonal Hiring** ### **Start Early to Attract the Best Talent** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us **How to streamline the process, empower your teams, and get ahead of peak season chaos** Summer will be here before you know it. For some, it can’t come soon enough — bringing visions of warm breezes, beach days, and family vacations. But for many businesses, it signals something else entirely: **the need to staff up fast** for seasonal demand spikes. The good news? With the right approach, seasonal hiring doesn’t have to be a scramble. In fact, when done right, it can do more than just fill gaps — it can strengthen your brand, delight your customers, and build a bench of trained, loyal talent who return year after year. The key? **Start early. Use the right tools. And ditch the spreadsheet chaos.** Let’s be honest. If the thought of seasonal hiring is already stressing you out, you’re not alone. And when these issues hit in the middle of your busiest season? It can mean lost revenue, negative customer reviews, and burned-out teams. The old saying is true: **the early bird gets the worm — especially in seasonal hiring.** Organizations that excel at seasonal hiring don’t wing it. They plan ahead and know: Proactive planning sets the stage for a smooth, successful season. The right workforce tools can eliminate much of the heavy lifting. Look for solutions that support seasonal hiring with features like: Download the UKG resource: ***Seasonal Staffing for Growing Businesses: 7 Tips for Recruitment, Hiring, and Retention*** The result? **Less stress for HR. More engaged teams. Better outcomes across the board.** Seasonal hiring doesn’t have to be an emergency. With the right plan — and the right tools — it becomes a strategic advantage that saves money, boosts service, and supports growth. Download the UKG resource: [***Seasonal Staffing for Growing Businesses: 7 Tips for Recruitment, Hiring, and Retention***](https://www.ukg.com/resources/white-paper/seasonal-staffing-growing-businesses-7-tips-recruitment-hiring-and-retention?utm_source=hrtechnologyadvice&utm_medium=organicsocial&utm_campaign=whitepaper)[](https://www.ukg.com/resources/white-paper/seasonal-staffing-growing-businesses-7-tips-recruitment-hiring-and-retention) I’d like to thank UKG for sponsoring this important topic and their leadership on helping organizations manage their seasonal workforces. A 1-page comparison of the 18 top HR tech solutions for small and mid-market organizations across 20 different aspects of feature/functionality. 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - Scrambling to fill open roles at the last minute - High turnover - Manual scheduling nightmares that frustrate employees and managers - Compliance risks from missed wage/hour or benefit eligibility rules - No plan to re-engage high-performing seasonal hires - **How many workers they need**, and where to find them - **Plan and execute their recruitment strategy** — and that it's mobile-friendly - **How to scale onboarding and training** across roles and locations - **How managers will build and adjust schedules** without headaches - **Which past seasonal employees to invite back** — and how to reach them - **Streamlined onboarding** to help you fill staffing gaps fast by easily integrating new seasonal employees into your workforce ― especially helpful during peak seasons when rapid hiring is essential. - **Flexible scheduling** that lets you create schedules based on operational demand, employee availability, and required skills, ensuring that the right number of employees are available when needed ― reducing labor costs and improving service delivery. - **Real-time labor insights** into labor trends, such as overtime and absenteeism, to help you make more informed decisions about staffing levels and manage labor costs effectively during busy periods. - **Automated compliance management** to help you navigate complex pay rules and compliance requirements, which can be especially challenging when hiring seasonal staff. Automating these processes minimizes the risk of compliance issues and ensures that employees are paid accurately. - **Employee engagement tools** such as self-service options for managing schedules and time-off requests that enhance employee engagement. Engaged employees are more likely to perform well and remain with the company during peak seasons. --- ## URL: https://www.hrtechnologyadvice.com/5-reasons-to-talk-to-hris-vendors ### Title: 5 Reasons to Talk to HRIS Vendors Early and 3 Pitfalls to Avoid ### Page ID: 7096675 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us 5 Reasons to Talk to HRIS Vendors Early and 3 Pitfalls to Avoid ***The pros, the cons—and how to stay in control of your*** If you’re planning to replace your current HRIS system, your instinct may be to delay conversations with vendors until you’ve “figured out what you need.” It’s understandable. The last thing you want is a pushy salesperson rushing your timeline or trying to sell you a system that might not be the right fit. But it may surprise you to learn that engaging HR technology vendors early in your process—on your terms—can actually give you a huge strategic advantage. Done right, these early conversations don’t just save you time; they can help you make a much better decision. Talented HRIS salespeople will walk you through a discovery process to understand your current state and how your organization uses HR tech to support your workforce. You may already know your current system is falling short—but a new vendor can help you pinpoint what’s broken and identify the specific functionality and process gaps. A strong vendor partner will help you envision new capabilities that address today’s problems while preparing for future business growth. **2\. HRIS Vendors Help You Build a Business Case for Change** You might be painfully aware that your current HRIS solution isn’t cutting it—but your executive team may not share your sense of urgency. HRIS vendors can help you build a compelling business case showing how a new system will drive ROI and improve operational efficiency. Quantifying the impact of better technology can be the key to securing buy-in from leadership and accelerating your timeline.teams. Yes, vendors want you to choose their solution—but many provide genuinely helpful resources to support your evaluation. Think free RFP templates, business case slides, comparison checklists, and more. These tools are often built with input from real customers to help buyers like you ask smarter questions and avoid common pitfalls. **4\. Get Introduced to HR Leaders with Similar Challenges** Most top vendors have customer reference programs and peer networking opportunities. They can connect you with other HR leaders—not just for reference calls, but from similar industries and company sizes who’ve faced the same challenges. You’ll learn what worked, what didn’t, and what they wish they had known before selecting their HRIS. **5\. Understand Pricing, Integration, and Implementation** Even if you’re not buying today, you need to understand what your budget and resource plan will look like. Implementation and integration are two areas that often don’t get enough attention early in the process. The earlier you engage, the more time you’ll have to get clear on integration needs, implementation timelines, and hidden costs that don’t show up in the demo. **Be Careful: 3 Pitfalls to Avoid When Engaging Vendors Early** How Does ADP Compare to Paycom to Paycor and Paylocity and UKG - and more? Some sales reps are more focused on their pipeline than your priorities. If you feel pressure to schedule a demo before you're ready, it's okay to push back or pause. A true partner will respect your process and your pace. Be wary of conversations where the rep talks endlessly about their product—but never asks about your goals or requirements. If you leave a call knowing all about the product but nothing about how it fits your needs, that’s a red flag. If a vendor says “yes” to everything—without explaining how their system actually does it—be skeptical. Great vendors are honest about limitations and trade-offs. A trustworthy partner will admit when they’re not the best fit or when a workaround is required. You don’t need to book five demos in your first week. Instead, start with short intro calls or product overview videos. Come prepared with your biggest challenges and be clear that you’re in discovery mode. Use those conversations to refine your shortlist—and build trust with the vendors who listen well and provide insight, not pressure. Talking to vendors early isn’t about buying sooner. It’s about buying smarter. The best HRIS vendors want to be a resource—not just a sales pitch. If you know what to look for—and what to avoid—those early conversations can give you the clarity, confidence, and momentum you need to choose the right solution for your team. **HR VendorFit Analysis** research-backed, customer-driven report designed to cut through the noise and help HR buyers identify the best-fit HRIS solutions with confidence. Introducing this advanced HR VendorFit Analysis providing three unique analyses to help in your research process for **Enterprise** (1,000+ employees) and **SMB** (50-999 employees) Organizations : 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") 1. **VendorFit Matrix (Analyst Format)** 2. **Vendor Review Analysis** 3. **Complexity Continuum** --- ## URL: https://www.hrtechnologyadvice.com/ai-in-hr-the-reality-check ### Title: AI in HR: The Reality Check HR Leaders Need in 2025 ### Page ID: 7135887 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us AI in HR: The Reality Check HR Leaders Need in 2025 ***What today’s adoption trends, concerns, and opportunities reveal about the future of HR leadership*** There’s no shortage of buzz about AI in HR. But behind the headlines and tech hype, HR leaders are confronting a more practical question: *What’s the real impact of AI on the workforce—and what should I be doing about it now?* *Recent research from* [***isolved’s Fifth-Annual HR Leaders Report: Elevating HR in the Age of AI***](https://www.isolvedhcm.com/resource-center/collateral/hr-leaders-elevating-hr-in-the-age-of-ai?utm_campaign=4482859-25%20-%20Brand%20-%202025%20HR%20Trends&utm_source=HR%20Technology%20Advice%20Newsletters) *reveals a compelling and nuanced picture—one in which AI adoption is accelerating rapidly, yet key challenges remain unresolved. At the center of it all are HR professionals tasked with leading change, driving efficiency, and protecting the employee experience—all while navigating their own concerns about what AI means for their roles.* Let’s break this down into the top opportunities, biggest concerns, and what actions HR leaders should take now to turn AI into a strategic advantage. Despite ongoing fears, HR leaders are not standing still. A full 69% report they’re already leveraging AI—especially in areas like payroll and recruitment, which they also see as having the most future potential. Despite ongoing fears, HR leaders are not standing still. A full 69% report they’re already leveraging AI—especially in areas like payroll and recruitment, which they also see as having the most future potential. HR leaders identified the following key areas where AI can have the greatest impact: Interestingly, **only 24% of HR leaders believe AI will be** **significantly impactful in personalizing the employee experience**. But this may be a missed opportunity. Consider onboarding or performance reviews: today, it’s hard to scale personalization due to the sheer volume and complexity of individual differences. AI offers the ability to scale personalization by tailoring experiences to individual employees’ personalities, strengths, weaknesses, and development needs. While we’re still early in that journey, this could become one of AI’s most meaningful contributions to the employee experience. AI is no longer just about efficiency—it’s about intelligence. **The *isolved’s HR Leaders Report*** contains additional insights on embracing AI, the talent crisis, prioritizing employee total wellness, and more. **With 64% of HR leaders viewing AI as a net positive** for their department, it’s clear that the shift to data-driven, forward-looking HR is gaining momentum. Of course, not everything is smooth sailing. Even as adoption grows, barriers and anxieties persist—especially around job displacement, implementation, and digital readiness. **The top fear? That AI will replace jobs.** More than half (52%) of HR leaders are very concerned about this. While most still view AI as a support tool rather than a replacement, the fear is real. It highlights the need for transparent communication and proactive upskilling—not just for employees, but for HR teams themselves. Even with AI in play, 48% of HR leaders still spend 4+ hours per day answering repetitive employee questions—a figure barely improved from 2024. That’s a massive opportunity cost. When asked how they'd use that time instead: Clearly, many HR teams aren’t yet realizing the self-service efficiency gains that AI makes possible. How to roll out AI to the HR department and to the entire workforce? Most report this is a key concern and there are multiple views of how to adopt AI organization-wide. These concerns make clear that implementing AI is as much a change management issue as it is a technology decision. Here are three key takeaways every HR leader should be thinking about: **1\. AI Is a Strategic Advantage—With the Right Foundation** The most effective HR teams don’t just deploy AI—they pair it with scalable, service-rich HCM platforms. When asked how best to prepare for continuous workplace change, HR leaders pointed to one top strategy: “Having strong software and service partners to support HR functions.” That means prioritizing vendors that offer both flexible technology and value-added services—especially if your internal team is HR teams have worked for years to improve employee self-service, often with mixed results. Employees would still rather call or email HR than use clunky portals. But AI-powered tools—especially intuitive chatbots—are finally shifting that dynamic. With smarter, more conversational interfaces, AI is unlocking long-promised productivity gains in HR HR leaders feel pressure to implement AI—**especially from executive teams (36%)** and **industry peers (28%)**. But successful AI integration depends less on technical capability and more on people readiness. Encouragingly, 66% of HR teams have received some form of AI training. That should become the rule, not the exception. **Final Thoughts: The Time for Passive Curiosity Is Over** The impact of AI on HR jobs is real—and nuanced. But the data makes one thing clear: HR leaders are not waiting to see how it all plays out. They’re building, testing, and integrating AI now. If you haven’t begun exploring AI—especially in payroll, recruitment, communication, and self-service—you risk falling behind. And if you have begun leveraging AI, it’s time to ask: *Are we truly maximizing its potential?* Because in the era of AI-powered HR, the true differentiator won’t be the technology itself. It will be the leaders who know how to use it. **The *isolved’s HR Leaders Report*** contains additional insights on embracing AI, the talent crisis, prioritizing employee total wellness, and more. You can access the full report at [***isolved’s Fifth-Annual HR Leaders Report: Elevating HR in the Age of AI***](https://www.isolvedhcm.com/resource-center/collateral/hr-leaders-elevating-hr-in-the-age-of-ai?utm_campaign=4482859-25%20-%20Brand%20-%202025%20HR%20Trends&utm_source=HR%20Technology%20Advice%20Newsletters)***.*** I’d like to **thank isolved for providing me with an opportunity to dig into the** [***isolved’s Fifth-Annual HR Leaders Report: Elevating HR in the Age of A***](https://www.isolvedhcm.com/resource-center/collateral/hr-leaders-elevating-hr-in-the-age-of-ai?utm_campaign=4482859-25%20-%20Brand%20-%202025%20HR%20Trends&utm_source=HR%20Technology%20Advice%20Newsletters)[***I***](https://www.isolvedhcm.com/resource-center/collateral/hr-leaders-elevating-hr-in-the-age-of-ai?utm_campaign=4482859-25%20-%20Brand%20-%202025%20HR%20Trends&utm_source=HR%20Technology%20Advice%20Newsletters) [](https://www.isolvedhcm.com/resource-center/collateral/hr-leaders-elevating-hr-in-the-age-of-ai?utm_campaign=4482859-25%20-%20Brand%20-%202025%20HR%20Trends&utm_source=HR%20Technology%20Advice%20Newsletters)and for sponsoring today’s edition of the **HR Tech Compass Newsletter.** **HR VendorFit Analysis** research-backed, customer-driven report designed to cut through the noise and help HR buyers identify the best-fit HRIS solutions with confidence. Introducing this advanced HR VendorFit Analysis providing three unique analyses to help in your research process for **Enterprise** (1,000+ employees) and **SMB** (50-999 employees) Organizations : 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - 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[Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") 1. **VendorFit Matrix (Analyst Format)** 2. **Vendor Review Analysis** 3. **Complexity Continuum** --- ## URL: https://www.hrtechnologyadvice.com/hris-evaluation-toolkit ### Title: HRIS Evaluation Toolkit ### Page ID: 7260376 ### Content: # HRIS Evaluation Toolkit ## Why Are Customers Leaving ADP, Paycom, and Paylocity? ### HRIS Turnover Analysis ## HRIS Articles ###### 5 Reasons to Talk to HRIS Vendors Early and 3 Pitfalls to Avoid ###### 7 Questions Your HRIS Sales Rep Doesn’t Want You to Ask ###### 3 HRIS Demo Red Flags and What to Know ## HRIS Resources ###### HR Tech Buyer's Guide ###### HR Tech Buyer's Guide Checklist ###### HR Buyer's Scoring Template ## HRIS Research Reports ###### HR Product Comparison ###### HR VendorFit Analysis ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Articles and Resources to Help You Choose the Right HRIS Solutions to Meet Your Unique Needs At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **6 key dissatisfaction drivers and identify areas for deeper due diligence.** The pros, the cons—and how to stay in control of your buying process. Asking the right questions will reveal hidden limitations or weaknesses your HRIS rep would prefer not to discuss. Let’s help you figure out the reality from product showmanship.  Before you consider a vendor, we make it easy for you to consider only the vendors that offer critical product features. This 'At a Glance' comparison features 18 top HR tech solutions for small and mid-market organizations. **This analysis delves into 20 different aspects of feature/functionality.** Each HR vendor’s functionality is categorized as Meets, Proficient, or Robust in various areas. A customer-driven research report designed to cut through the noise and help HR buyers identify the best-fit HRIS solutions with confidence. Introducing this advanced HR VendorFit Analysis providing three unique analyses to help in your research process for **Enterprise** (1,000+ employees) and **SMB** (50-999 employees) Organizations : 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") --- ## URL: https://www.hrtechnologyadvice.com/2025-hr-technology-advice-awards ### Title: 2025 HR Technology Advice Awards ### Page ID: 7317568 ### Content: # 2025 HR Technology Advice Awards ## 2025 Most Loved HRIS Solutions ## 2025 Category Award Winners ## **HRIS** Product Functionality Leaders ## HRIS Implementation Leaders ## **HRIS** Ease of Use Leaders ## HRIS Reporting Leaders ## HRIS Support Leaders ## HRIS Integration Leaders ## HRIS Culture Leaders ### Top Overall SMB HRIS Solution ### Top Overall Enterprise HRIS Solution ## **Why Are Customers Leaving** #### **HRIS Turnover Analysis** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us **The Top HRIS Solutions Based on Customer Experience and Reviews** Each year, HR Technology Advice collects hundreds of verified customer reviews from HR professionals evaluating the top HRIS solutions. Authentic, real-world customer feedback provides a trusted lens into how well vendors are serving their clients—and where they fall short. To structure our analysis, we evaluate solutions across the *8 Dimensions of Vendor Fit*: **Complexity, Product Functionality, Implementation, Ease of Use, Reporting, Support, Integration, and Culture.** These dimensions represent the key areas where HRIS solutions either exceed expectations or become a source of frustration. Understanding performance across these criteria is essential for HR professionals who want to make confident, well-informed technology decisions. These solutions received the highest overall customer satisfaction scores—based on review averages and the percentage of customers who would recommend the solution to a colleague. These are the vendors that consistently delight their customers and build long-term trust. [**BambooHR,**](https://www.hrtechnologyadvice.com/hcm-reviews-bamboohr) [**Dayforce**](https://www.hrtechnologyadvice.com/hcm-reviews-dayforce)**,** [**isolved**](https://www.hrtechnologyadvice.com/hcm-reviews-isolved)**,** [**Paycor**](https://www.hrtechnologyadvice.com/hcm-reviews-paycor)**,** [**PDS Vista,**](https://www.hrtechnologyadvice.com/hcm-reviews-pds-vista) [**Rippling**](https://www.hrtechnologyadvice.com/hcm-reviews-rippling)**,** [**Workday**](https://www.hrtechnologyadvice.com/hcm-reviews-workzoom) Below are the solutions that excel in the 8 Dimensions of Vendor Fit. Each category highlights why the dimension matters, the risks of underperformance, and what the best vendors are doing to succeed. Your HRIS must meet your functional needs—no matter how elegant the user interface or implementation plan. That said, the vast majority of top vendors check most of the core functional boxes today. **The risk:** Vendors demonstrate adequate functionality based on the needs of the average organization, but may lack key capabilities that are critical for the unique business challenges you face. **What great vendors do well:** They go beyond baseline functionality and deliver depth, flexibility, and regular innovation that keeps up with changing workplace needs. Implementation is the foundation of the customer-vendor relationship—and a common point of failure. **The risk:** A poor implementation may doom you from ever reaching full potential and realizing the expected ROI. It is very hard to rebound from a poor implementation. **What great vendors do well:** They communicate clearly, set realistic timelines, provide dedicated resources, partner with your internal resources, and proactively manage change to ensure success. A powerful system is useless if people can’t—or won’t—use it. Adoption drives ROI, and simplicity drives adoption. **The risk:** HRIS platforms with steep learning curves often become “HR-only” tools, sidelining manager and employee self-service and increasing admin burden. **What great vendors do well:** They prioritize intuitive design, clean interfaces, and seamless workflows that encourage widespread adoption across the organization. Insightful, customizable reporting is where organizational leadership receives the most value from your HRIS investment which includes workforce planning, leadership decision-making, and compliance. **The risk:** Many HR teams struggle with rigid, outdated reporting tools that don’t allow them to surface meaningful data or create reports quickly. In addition, data is often incomplete or suspect leading to hours of manual manipulation to get the data correct in formatted in the desired format. **What great vendors do well:** They offer robust, user-friendly reporting capabilities—often with intuitive interfaces and easily customizable —that empower HR to deliver strategic value. When issues arise (and they always do), the quality of your support experience defines how quickly you can get back on track. **The risk:** Long wait times, unresolved tickets, or support teams without product expertise quickly turn frustration into vendor dissatisfaction—and are one of the top reasons customers switch HRIS providers. **What great vendors do well:** They provide fast, knowledgeable, and proactive support that feels like a true partnership—not a help desk ticket mill. Your HRIS doesn’t operate in a vacuum. It needs to integrate with benefit providers, payroll, accounting, recruiting tools, and other internal and external business systems. **The risk:** Poor integrations create data silos, manual workarounds, and reconciliation headaches that waste HR’s time and create compliance risk. **What great vendors do well:** They offer strong APIs, pre-built connectors, and reliable syncing across a variety of third-party tools. Company culture influences everything—from how vendors build their products to how they treat their customers. **The risk:** Vendors that prioritize cost-cutting over people often create toxic internal environments that bleed into poor customer experiences, weak support, and stagnant product development. **What great vendors do well:** They invest in employee engagement, live their values, and build teams that are passionate about delivering real value to customers. *"What I like most about my experience with isolved is the people. The people who work for isolved are always there to help you and answer your questions. They go out of their way to make sure you have everything that you need and that you are well informed."* *"**"PDS has built a strong relationship through great communication and collaboration efforts. PDS Vista is very easy and intuitive to use. PDS is very open and asks for feedback and suggestions to improve the system."* The “Most Loved” category reflects overall customer satisfaction and willingness to recommend. However, individual category awards use stricter criteria, which is why fewer vendors are recognized in these specific areas. These distinctions help highlight where each solution truly excels. Even if a vendor wasn’t recognized this year, they may still be an excellent fit for your organization. We encourage all buyers to explore detailed reviews and see how each solution performs across the 8 Dimensions of Vendor Fit. Some vendors didn’t meet the review threshold for inclusion in this year’s awards due to insufficient total reviews or lack of recent reviews. **Why Are Customers Leaving ADP, Paycom, and Paylocity?** At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **6 key dissatisfaction drivers and identify areas for deeper due diligence.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - **Most Loved** - **HRIS Functionality** - **Implementation** - **Ease of Use** - **Support** - **Integration** - **Culture** - **Most Loved** - **HRIS Functionality** - **Support** - **Culture** --- ## URL: https://www.hrtechnologyadvice.com/the-job-market-where-no-one-is-happy ### Title: The Job Market Where No One Is Happy—And a Path Forward ### Page ID: 7511827 ### Content: ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us The Job Market Where No One Is Happy—And a Path Forward ***Recent research from isolved’s Fifth-Annual HR Leaders*** The 2025 job market finds both job seekers and employers in a challenging and frustrating position. Despite headlines pointing to a white-collar recession—marked by widespread layoffs and jobseeker anxiety—over 7 million positions remain open nationwide. More than 60% of HR leaders say hiring is harder than ever, while only 17% report ease in filling positions, challenging the long-held notion that labor market dynamics are just a matter of supply and demand. Instead, we’re seeing a market that isn’t clearly in the hands of either employers or employees, but one where both sides feel anxious and confused. *Recent research from* [***isolved’s Fifth-Annual HR Leaders Report: Elevating HR in the Age of AI***](https://www.isolvedhcm.com/resource-center/collateral/hr-leaders-elevating-hr-in-the-age-of-ai?utm_campaign=4482859-25%20-%20Brand%20-%202025%20HR%20Trends&utm_source=HR%20Technology%20Advice%20Newsletters) *draws a vivid picture:* The data uncovers a common thread: the core dysfunction isn’t a lack of people—it’s a lack of adaptation to a rapidly changing labor market and the need for new approaches in sourcing, evaluating, and engaging talent. Notably: The youngest segment of the workforce, Gen Z, expects seamless, digital-first experiences. Yet only 34% of HR leaders believe they’re meeting those expectations, and 20% admit they aren’t focused on this group, risking relevance and missing out on a vital talent pipeline. **The *isolved’s HR Leaders Report*** contains additional insights on embracing AI, the talent crisis, prioritizing employee total wellness, and more. However, the so-called "shortage of candidates" often masks deeper issues—skills gaps, ineffective technology, and too-rigid hiring frameworks. **Final Thought: Self-Inflicted or Structural Crisis?** Is there a talent crisis? Most HR leaders say yes, but over a third point to outdated strategies and missed innovation as the source. Only one in four believe the problem is purely a lack of skilled workers. Ultimately, both job seekers and employers are dissatisfied—not because of an absolute lack of opportunity, but because the system that matches talent with meaningful work is overdue for change. To reveal additional research and insights, download the full [**isolved’s Fifth-Annual HR Leaders Report: Elevating HR in the Age of AI**](https://www.isolvedhcm.com/resource-center/collateral/hr-leaders-elevating-hr-in-the-age-of-ai?utm_campaign=4482859-25%20-%20Brand%20-%202025%20HR%20Trends&utm_source=HR%20Technology%20Advice%20Newsletters)**.** I’d like to **thank isolved for providing me with an opportunity to dig into the** [***isolved’s Fifth-Annual HR Leaders Report: Elevating HR in the Age of A***](https://www.isolvedhcm.com/resource-center/collateral/hr-leaders-elevating-hr-in-the-age-of-ai?utm_campaign=4482859-25%20-%20Brand%20-%202025%20HR%20Trends&utm_source=HR%20Technology%20Advice%20Newsletters)[***I***](https://www.isolvedhcm.com/resource-center/collateral/hr-leaders-elevating-hr-in-the-age-of-ai?utm_campaign=4482859-25%20-%20Brand%20-%202025%20HR%20Trends&utm_source=HR%20Technology%20Advice%20Newsletters) [](https://www.isolvedhcm.com/resource-center/collateral/hr-leaders-elevating-hr-in-the-age-of-ai?utm_campaign=4482859-25%20-%20Brand%20-%202025%20HR%20Trends&utm_source=HR%20Technology%20Advice%20Newsletters)and for sponsoring today’s edition of the **HR Tech Compass Newsletter.** **HR VendorFit Analysis** research-backed, customer-driven report designed to cut through the noise and help HR buyers identify the best-fit HRIS solutions with confidence. Introducing this advanced HR VendorFit Analysis providing three unique analyses to help in your research process for **Enterprise** (1,000+ employees) and **SMB** (50-999 employees) Organizations : 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - Shortage of quality candidates - Remote work expectations - Limited bandwidth to process applications - Insufficient professional development opportunities - Weak referral networks and inability to offer competitive pay 1. **VendorFit Matrix (Analyst Format)** 2. **Vendor Review Analysis** 3. **Complexity Continuum** --- ## URL: https://www.hrtechnologyadvice.com/hris-culture-comparison ### Title: HRIS Culture Comparison ### Page ID: 7668345 ### Content: # 2025 Culture Comparison: The Top HRIS Vendor # Cultures ## **83% of HR leaders indicated a vendor’s company culture was critical to satisfaction with their HRIS solution**. ### Why Vendor Culture Matters ### Current HRIS Vendor Culture Trends ### How to Assess Vendor Culture ### Our Culture Benchmarking Approach ## **Culture Leaders** ## **Standard Culture** ## **Lagging Culture** ### Final Thoughts ## **Why Are Customers Leaving** #### **HRIS Turnover Analysis** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us How important is vendor culture to success with an HRIS solution? In a recent LinkedIn survey, **83% of HR leaders indicated a vendor’s company culture was critical to satisfaction with their HRIS solution**. Yet, in most evaluations, culture still isn’t formally considered. Healthy, vibrant company cultures support employees who are invested in both business growth and customer success. ***Put simply: when vendor employees thrive, customers benefit.*** Over the past three years, we’ve seen many HRIS vendors shift toward greater financial discipline and profit focus, often at the expense of customer experience and retention. This isn’t unusual in business, but it’s notable in HR technology, where solutions are marketed to HR leaders—professionals who deeply value culture within their own organizations. A recurring theme we hear from HR leaders is that many vendors seem to be moving away from an ‘employee- first’ culture. This creates a gap in the market—and an opportunity for culture-centric vendors to differentiate themselves by demonstrating the link between culture, employee satisfaction, and customer success. There’s no perfect metric, but several public sources provide meaningful signals: When vendors offer similar functionality, support, and pricing, culture often becomes the deciding factor for long-term success. ***What if you don’t have time to sift through vendor culture data?*** ***No problem. We’ve done it for you.*** We analyzed 18 leading HRIS vendors using publicly available employee-experience data. \*Deel, despite the highest current Glassdoor rating, scored much lower on Indeed. Without additional data and such a wide delta between the data sources, we opted to list Deel under Standard Culture.  Oh, how the mighty have fallen. One thing that always set the HR Tech industry apart was its embrace of positive workplace culture. However, that’s simply not as true today. **Have vendors abandoned culture as a primary focus?** From 2020 to 2023, many companies refocused on culture to engage employees, retain talent, and reduce turnover in a competitive market. Now, with a shift toward employer leverage and tighter labor markets, culture seems to be deprioritized—with every vendor (except Dayforce, which remained unchanged) seeing employee ratings decline between 2022–2025. The biggest drop: **Paylocity, down 0.7 points.** There’s always a strong temptation to focus on shareholder value and bottom-line results. However, leaders at HRIS firms are beginning to feel the reality that customers have choices—and will quickly move away from vendors that fail to meet expectations. Investing in company culture pays dividends —those vendors that nurture positive, dynamic environments will rise to the top, excelling not only in attracting and retaining talent but also in winning and keeping clients. The vendor culture analysis was conducted in August 2025. Glassdoor and other ratings change continuously. We encourage you to do your own due diligence on your final vendors to double-check that these ratings remain valid. Read more HRIS solution research on HR Technology Advice. [https://www.hrtechnologyadvice.com/](https://www.hrtechnologyadvice.com/ ) **Why Are Customers Leaving ADP, Paycom, and Paylocity?** At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **6 key dissatisfaction drivers and identify areas for deeper due diligence.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - **Stronger HRIS Implementations —** Engaged employees focus on making your deployment on-time, on-budget, and exceeding your expectations. - **Better Customer Support —** Motivated teams ensure challenges are resolved quickly and to your satisfaction. - **More Innovation —** Employees aligned to long-term business success focus on delivering features and functionality with true business impact, rather than following a static roadmap. - **Consistency —** Culture drives consistent execution, helping vendors better meet your needs and expectations. - **Glassdoor overall rating** (weighted most heavily) - **2022 Glassdoor rating** (shows culture trajectory over time) - **Glassdoor “Would Recommend” scores** - **Indeed Employee Rating (based on thousands of employee experiences)** - **HR Technology Advice (HRTA) Culture Scores** (where available) - **Culture Leader:** Glassdoor ~3.9–5.0, CEO approval ≥80%, “Would Recommend” ≥70%, with strong results on other sources. - **Standard Culture:** Glassdoor ~3.4–3.8 and/or - CEO/Recommend scores in the 50–80% range. - **Lagging Culture:** Glassdoor ≤3.3 and/or low CEO/Recommend ratings. --- ## URL: https://www.hrtechnologyadvice.com/which-pay-is-best ### Title: Which Pay is Best - Comparing Paycom Paycor or Paylocity ### Page ID: 7832669 ### Content: # Which "Pay" is Best?Comparing Paycom, Paycor, and Paylocity ### This analysis compares Paycom, Paycor, and Paylocity across several key criteria to help you decide which might be right for your organization. ## Comparison of Key Criteria: ### Feature & Functionality / Ease of Use / Integration – Paycor Leads ## “Pay” Vendor Solution Comparison\* ## Reporting & Analytics – Paycor Shines ## Support – Paycom Most Responsive ## Final Thoughts: Which “Pay” Is the Best Fit for You? ## **Why Are Customers Leaving** #### **HRIS Turnover Analysis** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us If you’re evaluating HRIS systems, you’ve likely noticed a trend where many vendors include “Pay” in their names. Historically, these solutions originated as payroll systems, so including pay in the name signaled payroll strength. Today, though, this naming similarity can cause confusion. For organizations with 100–500 employees, the three main “Pay” solutions are Paycom, Paycor, and Paylocity. If you’re considering them all, you’ve probably asked yourself: “Which ‘Pay’ is best for my organization?” The truth: there is no universal “best.” Each vendor has thousands of satisfied customers. What matters most is finding the solution that best aligns with your organization’s needs, priorities, and culture. This analysis compares Paycom, Paycor, and Paylocity across several key criteria to help you decide which might be right for your organization. **Paycor:** Well-suited for small to mid-sized businesses, Paycor offers a balanced feature set across talent management, payroll, and benefits. Its straightforward interface makes it easy for HR teams to adopt. A standout advantage is its smooth integration with third-party applications, which makes it flexible for organizations already using other tools. **Paylocity:** Paylocity has a modern, employee-friendly design. Its strengths are social collaboration, engagement tools, and customizable workflows. Organizations that prioritize a fresh, intuitive interface appreciate Paylocity. **Paycom:** Paycom’s strength is in payroll and compliance management, supported by employee self-service and administrative controls. However, its interface feels dated compared to competitors, and its third-party integration capabilities are the weakest of the three. \*Comparison Ratings of Paycom, Paycor, and Paylocity are based on customer reviews and ratings received on the HR Technology Advice website as of 9/1/2025 **Paycor:** Frequently praised for customizable, easy-to-use reporting. HR teams like its flexibility for tailoring and exporting reports, making it ideal for organizations where data-driven decision- making is a priority. **Paylocity:** Provides strong reporting tools and clean data visualization. While slightly less customizable than Paycor, its reports are sufficient for most day-to-day HR needs. **Paycom:** Reporting is less flexible and can require workarounds. For organizations where advanced reporting is mission-critical, this is a limitation. **Paycom:** Customers highlight responsive, knowledgeable support, though like most vendors, satisfaction has dipped compared to a few years ago. **Paycor:** Support is generally praised, especially by small and mid-sized businesses implementing HR tech for the first time. **Paylocity:** Receives positive reviews for onboarding support, though some customers note responsiveness varies after go-live. ·     **Choose Paycor** if you want a feature-rich, easy-to-use solution with strong integrations, excellent reporting, and a solid implementation track record. It’s particularly strong for small and mid-sized organizations. ·     **Choose Paylocity** if employee engagement, collaboration, and modern workflows are top priorities. Its tools and design make it a strong fit for organizations that value culture and communication. ·     **Choose Paycom** if payroll accuracy and compliance are your central needs. While weaker on usability and integrations, its payroll depth and compliance functionality remain a solid alternative. There’s no one-size-fits-all HRIS. The “best” system is the one that aligns with your specific needs, culture, and goals. Take time to demo each option, ask detailed questions, and gather peer input before deciding. **Tip:** In this comparison, we focused on the three “Pay” solutions. But in practice, we recommend shortlisting at least four vendors during your HRIS evaluation. Depending on your needs, other vendors may also be worth considering. For additional research and customer reviews of Paycom, Paycor, and Paylocity, click on these links: **Read more HRIS solution research on HR Technology Advice**. [https://www.hrtechnologyadvice.com/hr-vendor-fit](https://www.hrtechnologyadvice.com/hr-vendor-fit) **Why Are Customers Leaving ADP, Paycom, and Paylocity?** At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **6 key dissatisfaction drivers and identify areas for deeper due diligence.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. 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[About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Paycom](/hcm-reviews-paycom) - [Paycor](/hcm-reviews-paycor) - [Paylocity](/hcm-reviews-paylocity) --- ## URL: https://www.hrtechnologyadvice.com/cookies-notice ### Title: Cookies Notice ### Page ID: 7887593 ### Content: ### **HR Tech Vendor Shortlist** #### Please answer the following questions to create your organization specific vendor shortlist We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! We use cookies to allow us to better understand how the site is used. By continuing to use this site, you consent to this policy. [Click to learn more](/privacy-policy) --- ## URL: https://www.hrtechnologyadvice.com/defining-agentic-ai-for-hr ### Title: Defining Agentic AI for HR ### Page ID: 7915203 ### Content: # **Defining Agentic AI** # **for HR** ## What Is an AI Agent? ### Why Does This Matter in HR? ### **Examples Outside HR** ### **HR Tech Vendors Using AI Agents Today** ### Final Thoughts ## **Why Are Customers Leaving** #### **HRIS Turnover Analysis** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us Everyone is talking about agentic AI – but what does that really mean for HR? If you’ve been following conversations about AI lately, you’ve probably noticed a new buzzword: Agentic AI (or AI agents). Everyone seems to be talking about it—but what exactly does it mean, and why should HR leaders care? At its simplest, an AI agent is an autonomous or semi-autonomous system designed to take in information, make decisions, and act toward a goal—often without needing step-by-step human instructions. This sense → reason → act cycle makes AI agents different from traditional automation or chatbots. Traditional AI is typically prompted by a user’s request—think of an AI chatbot that replies with a rich response based on consolidating and interpreting existing information. Agentic AI, however, is much more complex and potentially more useful than what most HRIS solutions deliver today. The AI landscape is evolving quickly, and Agentic AI is the goal. HR is filled with administrative, high-volume tasks that still require a human touch. AI agents can: Imagine an HR agent that scans employee feedback, analyzes engagement risks, then automatically recommends training or nudges a manager to check in. That’s agentic AI at work. If you’ve ever used Copilot in Microsoft 365 to draft an email, or GitHub Copilot to generate code, you’ve seen AI agents in action. They don’t just answer a question—they make proactive suggestions on improving emails, Word documents, etc., and act on your behalf to move work forward. Several HR technology providers are already embedding agentic AI into their platforms: AI agents are not here to replace HR professionals—they’re here to augment them. By taking on repetitive or time-sensitive tasks, agents free HR leaders to focus on what really matters: building culture, engaging employees, and shaping the workforce of the future. The truth is, Agentic AI is still in its early stages, but it’s moving fast. As Jensen Huang, Nvidia’s CEO, notes: *“You’re not going to lose your job to an AI, but you’re going to lose your job to someone who uses AI.”* The organizations that lean in early will be the ones that build HR functions that are not just efficient, but adaptive and proactive. HR Technology Advice is helping HR Leaders prepare for AI for HR. Read more about the [State of HRIS AI: The Three Stages of AI Strategy](https://www.hrtechnologyadvice.com/state-of-hris-ai-the-three-stages-of-ai-strategy) **Why Are Customers Leaving ADP, Paycom, and Paylocity?** At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **6 key dissatisfaction drivers and identify areas for deeper due diligence.** 2025 HR Technology Advice LLC. 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - Sense: The agent gathers signals from data, user input, or its environment. - Reason: It interprets the information, applying rules, context, or previous learning. - Act: It executes a task—drafting text, updating a system, scheduling a workflow, or even nudging an employee. - Automate workflows like onboarding, offboarding, or handling policy requests. - Coach managers with timely nudges on recognition, feedback, or 1:1 check-ins. - Guide employees through career paths, skill development, or benefits enrollment. - Assist HR teams by surfacing insights, drafting performance notes, or scheduling meetings. - ServiceNow HR Service Delivery: Employs agents to handle employee requests, route tickets, and automate approvals, reducing manual HR workload. - Workday: Rolling out AI agents that draft job descriptions, recommend career moves, and assist with workforce planning. - Eightfold AI: Uses talent intelligence agents to map skills, recommend internal mobility moves, and build succession pipelines. - Oracle Cloud HCM: Developing “digital assistants” that function as agents to guide employees through transactions like leave requests or onboarding. --- ## URL: https://www.hrtechnologyadvice.com/hr-innovators-2025 ### Title: HR Innovators 2025 ### Page ID: 7987387 ### Content: # HR AI Innovators Report ## **6 HR AI Innovators** ## HR AI Innovators Report ## [candidate.fyi](https://www.candidate.fyi/) ### candidate.fyi AI Innovation: Elevated Candidate Scheduling and Satisfaction ### **Key Benefits** ### **Customer Experience** ## [iCIMS](https://www.icims.com/) ### iCIMS AI Innovation – Accelerated Top Candidate Hiring ### Key Customer Benefits ### **Customer Experience** ## [Legion Technologies](https://legion.co/) ### Legion Technologies AI Innovation – The Perfect Employee Schedule ### Key Customer Benefits ### **Customer Experience** ### FAMA AI Innovation: Ethical Candidate Social Media Screening ### Key Customer Benefits ### **Customer Experience** ## [Canary Hiring Technologies](https://canaryai.com/) ### Canary Hiring Technologies AI Innovation: Turnover Prediction and Prevention ### **Key Customer Benefits** ### **Customer Experience** ## [**Sotia**](https://sotia.ai/) ### Sotia AI Innovation: Revolution in Employee Engagement ### Key Customer Benefits ### Final Thoughts ## **Why Are Customers Leaving** #### **HRIS Turnover Analysis** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us The HR AI Innovators Report spotlight seven standout HR technology providers that are redefining how organizations use artificial intelligence. These innovators are not simply experimenting with AI—they are applying it in practical, measurable ways that improve outcomes for HR teams, employees, and businesses alike. The HR AI Innovators Report spotlight seven standout HR technology providers that are redefining how organizations use artificial intelligence. These innovators are not simply experimenting with AI—they are applying it in practical, measurable ways that improve outcomes for HR teams, employees, and businesses alike. This report was born from a simple observation: while major HRIS and HCM suite providers talk about AI, many still fall short in delivering meaningful, advanced functionality. To bridge that gap, we turned our focus to agile, forward-thinking HR technology firms whose solutions are already solving pressing challenges in the market today. AI in HR is evolving at a rapid pace, and it’s nearly impossible for HR leaders to track every new development. That’s why this report identifies early leaders—organizations that are both delivering value now and shaping the future of how AI will transform work. From enhancing candidate and employee experiences, to driving engagement, predicting attrition, and optimizing scheduling, these solutions tackle real business problems in an era of economic uncertainty and shifting labor dynamics. Together, they demonstrate how AI can create stronger connections between employers and employees, build resilience, and deliver a competitive edge. candidate.fyi is the AI-powered coordination layer built to modernize how enterprise organizations manage interviews and candidate experience. Trusted by brands like Intercom, GoPro, Discord, Bally’s, Peloton, and ServiceTitan, candidate.fyi eliminates recruiting inefficiencies while giving every candidate a transparent, branded, and human hiring journey. At its core, candidate.fyi uses AI to take the “work” out of interview scheduling and candidate management. candidate.fyi leverages AI to eliminate the manual, repetitive tasks that slow down recruiting teams. The AI scheduling agent automates the back-and-forth of interview coordination, intelligently balancing candidate preferences, interviewer pools, and availability constraints. With AI-driven insights, recruiting leaders gain real-time visibility into candidate sentiment, operational bottlenecks, and interviewer utilization - empowering HR and TA teams to move faster, reduce friction, and deliver experiences that were simply not possible in the pre-AI world. “Before candidate.fyi, scheduling a single round could take three days and required constant back-and-forth emails. Now, candidates are booked within 24 hours, interviewers actually show up prepared, and our candidates consistently rate their experience above 4.7 out of 5. The time savings for our team has been enormous - we’ve cut hours of manual work each week, and the candidate feedback speaks for itself. It’s been a game-changer for how we run recruiting operations.” **Explore how iCIMS is** **elevating HR AI at** **potential at** iCIMS is a leading provider of talent acquisition technology that enables organizations everywhere to build winning workforces. For over 20 years, iCIMS has been at the forefront of talent acquisition transformation. iCIMS empowers thousands of organizations worldwide, including The Wendy’s Company, Uber, ADT, and Lego, with the right tools to meet their evolving needs across the talent journey and drive business success. With intelligent capabilities embedded across more than a dozen touchpoints, iCIMS empowers talent teams to make faster, smarter, and more equitable hiring decisions, setting a new standard for innovation in enterprise recruiting. iCIMS is the only enterprise recruiting software provider and one of only a few companies ever to receive the TrustArc TRUSTe Responsible AI certification. Transparency scores and explainability insights are provided for every recommendation, ensuring fairness, accuracy, and compliance with global standards. *“I love within iCIMS the ‘role fit’ using \[AI Talent Explorer\]. You see these green and teal bubbles generating and taking the role description, evaluating the candidate’s resume, and ranking them. What is huge for us is these above-restaurant roles where you have thousands of applicants.”* *By implementing \[AI Talent Explorer\], Wendy’s recruits 89% of better-fit hires, ranking on first and second-tier leaderboards.”* **Explore how Legion Technologies is** **elevating HR AI at** **potential at** Legion Technologies is an AI-native workforce management (WFM) platform that helps businesses maximize labor efficiency and employee engagement simultaneously. Its intelligent, automated, and employee-centric tools deliver measurable ROI through optimized scheduling, demand forecasting, time and attendance, and instant access to earned wages—all within a user-friendly platform and a top-rated mobile app. Trusted by leading brands such as ALDO, Dollar General, Portillo’s, CircleK, and SuitSupply, Legion empowers organizations to reduce attrition, increase productivity, and streamline operations—proving that workforce management can be both efficient for employers and empowering for employees. Legion AI analyzes massive amounts of workforce planning data to create optimized labor plans, budgets, forecasts, and schedules in seconds. Its optimization engine incorporates productivity metrics, employee skills, preferences, compliance rules, and budget constraints to deliver the Perfect Schedule—one that meets business requirements and employee needs 96% of the time. By calculating employee productivity in real time using worked minutes, completed tasks, and transactions, Legion enables productivity-based scheduling that ensures top performers are aligned with high-impact shifts or strategically distributed across operating hours for consistent service and mentorship. *“Legion AI is incredible. It is able to handle so much input that we give it—whether that's employees requesting time off or voting on their shift preferences, looking at our traffic, transactions, and net sales historical and trend data, as well as taking employee performance into the equation. It's able to handle all of that and generate a wonderful schedule within just a few seconds.”* **— Ryan Holm, Divisional VP of Retail Innovations & Operations, Helzberg** **Explore how Fama is** **elevating HR AI at** **potential at** Fama’s modern social media screening helps organizations manage people risks across the employee lifecycle, ensuring workplace safety, productivity, and profitability. Fama's AI-powered candidate screening, social media background checks, and employee screening solutions analyze online signals from more than 10,000 sources to identify risks like violence, insider threats, and fraud. Built to be compliant and scalable, Fama integrates with over 95% of global background screeners, including First Advantage, HireRight, and DISA. FAMA's AI is helping HR leaders, employees, and organizations do what was previously impossible: screen for misconduct fairly, accurately, consistently, compliantly, and at scale while protecting people, reputation, and culture. Without AI, manual online searches are slow, inconsistent, and non-compliant. Hiring teams can easily see protected-class information, misidentify candidates with common names, or unintentionally violate privacy laws. The result is a poor candidate experience and significant legal, HR, and PR risks. Fama uses AI to screen social media and online content for misconduct at scale in a compliant, consistent, and accurate way. Fama's patent-pending Profile Confirm process solves the “John Doe Problem” with more than 99% accuracy, ensuring the right online presence is always connected to the right candidate. With proprietary AI models and human-in-the-loop oversight, they remove protected class information and understand context and nuance, distinguishing between jokes, sarcasm, and actual misconduct. This eliminates the errors and biases of manual searches while delivering actionable insights that help HR and Talent leaders save time, create safer workplaces, and protect culture and performance across the organization. "Workplace misconduct and violence are on the rise. Fama’s 2024 State of Misconduct at Work report found a 50% increase in online misconduct and a 180% increase in threats. AI allows organizations to screen for risks traditional background checks and risk mitigation tools miss at scale. “\[Before Fama,\] We would screen manually, doing keyword searches and quickly realized how much we were missing because this is so complex.” **—M. Taylor, Senior Director of Communications, The Miami Dolphins** **Explore how Canary Hiring Technologies is** **elevating HR AI at** **potential at** Canary Hiring Technologies is an AI-powered hiring platform serving the retail, restaurant, grocery, and healthcare industries. Processing over 10,000 new hires each month and managing a database of more than 4 million applicants, Canary helps organizations reduce early attrition and maximize hiring ROI. The platform unifies predictive analytics, tax credit optimization, ATS, onboarding, and I-9/E-Verify into a single hiring suite or integrated solution. At the heart of Canary’s AI innovation is prediction technology that captures employee signals to anticipate attrition with nearly 80% accuracy. Unlike traditional reporting tools that only explain “what happened,” Canary’s AI proactively reveals the root causes of turnover—both now and into the future. By analyzing standard and custom data points, Canary identifies employee profiles most at risk of leaving within the first six months of employment. Canary Hiring Technologies acts as an early warning system, giving HR leaders actionable insights to intervene proactively, strengthen retention strategies, and address systemic workforce challenges. The platform goes beyond automation—creating a predictive foundation for workforce planning while linking attrition prevention with broader business goals like reducing labor costs and maximizing tax credits. Clients such as Mavis Tire Company, Buddy’s Home Furnishings, and Care Advantage, Inc. rely on Canary’s AI-powered tools to streamline their operations, enhance productivity through AI-driven automation, and gain actionable insights from their data to make better business decisions. *“We have had the privilege of working with this company for over 15 years, and they continue to exceed our expectations. Their team is knowledgeable, professional, and always available to answer questions or guide us through the process. They have helped us identify and secure significant tax credit savings year after year, which has had a meaningful impact on our business and retention. Their expertise makes a complex area simple and manageable, and we truly value the long-term partnership we’ve built with them. We highly recommend their services to any business looking to maximize savings and work with a trusted, reliable partner.”* *“They put every job we have on every major board. It is our primary source of recruiting and our primary recruiting tool. Obviously, we’ve been happy with it; this is our sixth or seventh year with them.”* **\- David Harrison, Premier Franchisee RNR Tires Express** **Explore how Sotia is** **elevating HR AI at** **potential at** Sotia turns everyday work into clear, timely insight for leaders and employees. HR sees early signs of engagement, readiness, and risk and can act with proactive simple next steps. Employees get private, opt-in coaching that builds trust, performance, and engagement, creating a stronger, more aligned organization. Sotia uses opt-in AI to turn the flow of work, meetings, messages, calendars into objective behavioral signals. Sotia models translate that signal into simple, explainable metrics (communication, ownership, alignment, collaboration) and a composite SIQ score. Every insight is transparent, source-linked, and private to the individual by default. For employees, Sotia acts like a coaching copilot: after each interaction they get short, role-aware suggestions and a clear view of progress and promotion readiness. For HR leaders and managers, Sotia surfaces live alignment trends, early signs of disengagement or attrition risk, and readiness maps in near real-time putting the old approach of manual reviews or surveys to be left where it belongs, in the past. HR leaders can now act with targeted, humane interventions instead of politics, “gut-feelings” and subjective point-in-time data points. Pre-AI, this level of timeliness and precision wasn’t possible. With Sotia, organizations move from lagging, subjective feedback to continuous, consent-based foresight, improving performance, retention, and fairness while keeping trust at the center. The six HR AI Innovators featured in this report—**candidate.fyi, iCIMS, Legion Technologies, Fama, Canary Hiring Technologies,** and **Sotia** —share a common thread: they are transforming the HR function from a process-driven discipline into a predictive, data-driven engine of workforce insight and performance. While their areas of focus vary—from hiring to engagement to retention—their impact is universal: each innovator is using AI to make HR more human. By eliminating administrative burdens, revealing patterns previously hidden in data, and enabling faster, smarter decision-making, they are empowering HR professionals to focus on what truly matters—creating meaningful work experiences and driving business growth. As AI adoption accelerates, the gap between incremental automation and true intelligence will define the next era of HR technology. The innovators highlighted here are setting the standard for what’s possible. Their success signals not just where the market is headed, but how forward-thinking HR leaders can begin harnessing AI today to create more agile, data-informed, and people-centric organizations. The message is clear: the future of HR isn’t just faster automation — it’s intelligent Insights. **Why Are Customers Leaving ADP, Paycom, and Paylocity?** At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **6 key dissatisfaction drivers and identify areas for deeper due diligence.** 2025 HR Technology Advice LLC. 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - **Faster Hiring Cycles** – Reduce time-to-first-interview from days to hours, accelerating time-to-hire across the funnel. - **Delightful Candidate Experience** – Candidates gain a transparent, branded portal with real-time updates, scheduling autonomy, and feedback loops—driving satisfaction scores of 4.7+/5. - **Smarter Operations** – Recruiting coordinators reclaim 10–15 hours each week, freeing them to focus on strategic priorities instead of repetitive admin. - **Digital Assistant** - Engages job seekers via web, SMS, and WhatsApp to answer questions and guide applicants. - **GenAI Copilots** - Optimize job descriptions, improve emails, generate SEO content, and enable multilingual publishing while preserving brand voice. - **Talent Discovery and Talent Match** - Surfaces top candidates by analyzing role requirements and matching similar talent from their database. - **AI Sourcing Agent (Early Access)** - Interprets job needs, searches internal pools, and automates outreach to scale sourcing. - **Leaderboard** - Ranks candidates by fit, skills, and experience with visual indicators for role alignment. - **GenAI interview Copilot** \- Generate interview questions to create better guides for hiring teams. - **Higher quality hires** - 76% of hires came from top AI results - **Faster time to fill** - 3x faster time to fill vs. non-AI users - **Recruiter productivity gains** - 12% more applicants identified with AI Talent Explorer - **Intelligent Demand Forecasting** – Legion AI predicts long-term and short-term future customer demand by analyzing historical data and factors like macro trends, holidays, promotions, local events, and weather. - **Smarter Schedule Optimization** – The optimization engine uses Legion AI to generate optimized schedules that align with compliance regulations, budget constraints, and employee preferences. - **Embedded Legion AI Assistants** – Legion AI leverages generative AI and agentic AI to power Legion AI Assistants that automate routine tasks and streamline scheduling, platform extensibility, payroll, and communications. - **Improved Forecast Accuracy** – A national convenience chain saved $10 million in nine months, driven by a 60%+ improvement in forecast accuracy and optimized labor execution. - **Improved Labor Efficiency** – A major sporting goods retailer increased labor efficiency by 10% without raising costs. - **Reduced Scheduling Time** – Helzberg reduced scheduling time by 66%, enabling managers to reinvest in team development and customer experience. - **Better Quality of Hire** – Surface risks that impact candidate quality, culture fit, and long-term performance. - **Improved Workplace Safety & Reduced Misconduct Risks** – Proactively identify behaviors linked to violence, insider threats, or fraud before they harm employees and your business. - **Reduced Costs of Misconduct & Legal Action** – Avoid expensive crises, reputational damage, and compliance penalties. - **Reduce Turnover Costs** – Predict which new hires are most likely to quit early, enabling proactive retention efforts. - **Reveal Root Causes of Attrition** – Uncover systemic patterns, such as scheduling issues or training gaps, to drive long-term workforce improvements. - **Boost Hiring ROI** – Automate federal tax credit processing (up to $9,600 per eligible hire), turning compliance into measurable cost savings. - **Streamlined Hiring Suite** – Access an integrated ATS, onboarding, and I-9/E-Verify system with flexible usage-based or success-fee pricing. - **Reduced Employee Churn** – A multi-store franchise used Canary to identify at-risk employees within 90 days. With nearly 80% prediction accuracy, they deployed proactive retention efforts that significantly reduced hiring and training costs. - **Unlocked Immediate Savings** – A large convenience store operator recovered $397,000 in previously untapped tax credits using Canary’s automated system, creating direct financial impact. - **Created Sustainable Value** – Since 2017, a Louisiana-based independent grocer has secured more than $100,000 annually in federal tax credits with Canary’s platform. - **Reduce turnover** - with early, explainable risk signals and give employees private, opt-in coaching to course-correct before issues grow and disengagement sets in. - **Data informed and fair promotions and internal mobility** - through behavior-based readiness maps, while employees see clear paths and measurable progress. - **Lift productivity and alignment** - by turning meetings and messages into simple next steps for people and live “are we on track?” views for leaders. --- ## URL: https://www.hrtechnologyadvice.com/happy-customers-2026 ### Title: Happy Customers 2026 ### Page ID: 8648854 ### Content: # Which HRIS/HCM Vendors Have the Happiest Customers? #### Published customer retention rates (public HRIS/HCM vendors): ## HRIS Comparison Report ### How do HRIS vendors determine customer retention rates? ### HR Technology Advice insights ### Honorable mention – BambooHR, isolved, and UKG Ready ### Final thoughts ## **Why Are Customers Leaving** #### **HRIS Turnover Analysis** ###### RESOURCES ###### [HR Vendor Fit](/hr-vendor-fit) ###### [Top HRIS Solutions](/top-hris-solutions) ###### [HR VendorFit Matrix](/hr-vendorfit-matrix) ###### [HR Buyer's Guide](/hr-technology-buyers-guide) ###### [CHRO Insights](/chro-insights) ###### [HR Tech Index](/hr-tech-index) ###### [About Us](/about-us)[](https://www.hrtechnologyadvice.com/about-us) ###### LINKS ###### CONTACT ### Contact Us HR Technology Advice captures real customer reviews from leading HRIS/HCM solutions. If you are considering a new system—or just want to know how your existing solution stacks up—you can review our [**HR Product Comparison Report**](https://www.hrtechnologyadvice.com/hr-vendor-fit), or explore [**individual HRIS/HCM solutions**](https://www.hrtechnologyadvice.com/top-hris-solutions). For this analysis, we looked at publicly traded HRIS/HCM vendors and their **published customer retention figures**, then added insights from HR Technology Advice’s own research. How Does ADP Compare to Paycom vs Paycor vs Paylocity vs UKG - and all the top HRIS systems? There is no single strict accounting standard for how companies report “customer retention,” “gross revenue retention,” or “annual retention.” Each vendor can use a slightly different formula, which makes direct apples‑to‑apples comparisons difficult. That said, it’s safe to assume each vendor chooses the calculation that allows them to publish the strongest credible rate. For our purposes, we can treat these as **each vendor’s best retention metric**, and still learn something from comparing them at a high level. HR Technology Advice receives hundreds of inquiries from HR leaders who are actively researching a switch to a new HRIS. This gives us a unique real‑time window into **which systems customers are planning to exit**. Among HR leaders who tell us they are planning to exit from a current system, here’s the share of total inquiries by vendor: “Buyers planning a switch” is not the same as an internal retention calculation, but it does indicate a meaningful trend line you should pay attention to when evaluating your next HRIS/HCM. *Note: We did not include results for Workday or Paychex because most HR leaders visiting our site today are from organizations with 100–2,000 employees, which are not typically the core target market for those solutions.* Several vendors show very few HR leaders planning to switch away from them: These are all private companies and do not publicly disclose customer retention metrics, so we don’t know their internal numbers. However, each has thousands of customers, and only a tiny fraction have told HR Technology Advice they are actively looking to replace them. That suggests they are among the **top‑tier solutions for customer retention and satisfaction** in their segment. If our “switch‑away” percentages roughly correlate with retention, these vendors could be operating at something like a 96% customer retention rate. When selecting your next HRIS/HCM solution, it’s wise to treat customer retention as a key indicator of satisfaction. Truly dissatisfied customers eventually “vote with their feet” and leave for a better‑fit system. By adding **current buyer behavior**—HR leaders actively researching a switch—to published vendor retention rates, you get a more nuanced and current picture of where customers are genuinely happy (or unhappy). What I always suggest to HR leaders is this: don’t think of it as buying your next HRIS; think of it as choosing the **last HRIS you ever want to buy**. When you reframe the decision that way, you naturally focus more on long‑term fit, customer satisfaction, and the vendor’s ability to grow with your organization, not just on features and price at go‑live. **Why Are Customers Leaving ADP, Paycom, and Paylocity?** At HR Technology Advice, we have received hundreds of inquiries from HR professionals researching their next HRIS. *Among the most frequently mentioned vendors customers are switching from include ADP Workforce Now, Paycom, and Paylocity.* This analysis distills insights from those HRIS switchers to help HR buyers understand **6 key dissatisfaction drivers and identify areas for deeper due diligence.** 2025 HR Technology Advice LLC. All Rights Reserved. We're hard at work crafting your very own HR Tech Vendor Shortlist, specially designed to match your unique needs. It will arrive in your inbox within the next 24-48 hours, and we're pretty sure you're going to love it! 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[Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [Home](/ "Home") - [HR Vendor Fit](/hr-vendor-fit "HR Vendor Fit") - [Top HRIS Solutions](/top-hris-solutions "Top HRIS Solutions") - [Top ATS Solutions](/top-ats-solutions "Top ATS Solutions") - [Resources](# "Resources") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - [About Us](/about-us "About Us") - [HRIS Evaluation Toolkit](/hris-evaluation-toolkit "HRIS Evaluation Toolkit") - [HRIS Product Comparison](/hr-product-comparison "HRIS Product Comparison") - [ATS Product Comparison](/ats-vendor-comparison "ATS Product Comparison") - [HR VendorFit Matrix](/hr-vendorfit-matrix "HR VendorFit Matrix") - [Write an HR Review](/hcm-review "Write an HR Review") - [Blog](/blog "Blog") - [CHRO Insights](/chro-insights "CHRO Insights") - [HR Tech Index](/hr-tech-index "HR Tech Index") - [Top 10 Podcasts](/2023-top-10-podcasts-for-hr-professionals-in-a-hurry "Top 10 Podcasts") - **Dayforce – 1.6%** - **ADP – 21%** - **Paylocity – 15%** - **Paycom – 9%** - **BambooHR – 4%** - **isolved – 4%** - **UKG Ready – 4%**