Verified userLinkedIn confirmedUsed less than 6 months
Onboarding gave me a week back per hire
The employee record is the quiet win. Compensation history, reviews, documents, emergency contacts and certifications in one place with real permissions. We were running that across a shared drive and a spreadsheet and I did not appreciate the risk until it was fixed.
Pros
Onboarding with electronic I-9 and W-4 that new hires complete themselves
Cons
Flat rate pricing is expensive below twenty five employees
Ease of use
Value for money
Customer service
Functionality
6 found this helpful
Otis Vargas
Controller, Northern Star Staffing
United States·Software·11 to 50 employees
4.0
Jan 25, 2026
Verified userLinkedIn confirmedUsed 6 to 12 months
We stopped keeping HR in a shared drive
Managers see their own team and cannot see compensation for anyone else. Getting that permissions model right is why HR was willing to put real data in it.
Pros
Onboarding with electronic I-9 and W-4 that new hires complete themselves
Cons
Payroll is a separate product and US only
Ease of use
Value for money
Customer service
Functionality
6 found this helpful
Julia Fairbanks
Managing Partner, Summit Physio
Canada·Healthcare·1 to 10 employees
5.0
Jan 13, 2026
Verified userUsed 1 to 2 years
Managers see their team and nothing else
New hire paperwork used to be a folder of PDFs, a week of chasing, and an I-9 I was never fully confident about. Now they get a link, complete everything themselves before day one, and it is signed and filed. We hired eleven people last year and it stopped being an event.
Pros
Headcount and turnover reporting without a report writer
Cons
Approval chains and custom fields hit a ceiling
Ease of use
Value for money
Customer service
Functionality
6 found this helpful
Tessa Escobar
Studio Director, Summit Physio
United States·Real estate·51 to 200 employees
4.0
Jan 7, 2026
Verified userLinkedIn confirmedUsed 6 to 12 months
Time off arguments simply ended
Managers see their own team and cannot see compensation for anyone else. Getting that permissions model right is why HR was willing to put real data in it.
Pros
Onboarding with electronic I-9 and W-4 that new hires complete themselves
Cons
Custom reporting means exporting to a spreadsheet
Ease of use
Value for money
Customer service
Functionality
6 found this helpful
Fiona Nowak
Bookkeeper, Ironwood Fabrication
United States·Manufacturing·51 to 200 employees
4.0
Oct 22, 2025
Verified userLinkedIn confirmedUsed 6 to 12 months
New hires arrive already in the system
The employee record is the quiet win. Compensation history, reviews, documents, emergency contacts and certifications in one place with real permissions. We were running that across a shared drive and a spreadsheet and I did not appreciate the risk until it was fixed.
Pros
Time off accruals and carryover rules that match real policy
Cons
Payroll is a separate product and US only
Ease of use
Value for money
Customer service
Functionality
6 found this helpful
Tanya Laroche
Operations Manager, Northgate Logistics
United States·Construction·1 to 10 employees
5.0
Oct 20, 2025
Verified userUsed 2 or more years
Employees find their own documents now
The employee record is the quiet win. Compensation history, reviews, documents, emergency contacts and certifications in one place with real permissions. We were running that across a shared drive and a spreadsheet and I did not appreciate the risk until it was fixed.
Pros
Onboarding with electronic I-9 and W-4 that new hires complete themselves
Cons
Payroll is a separate product and US only
Ease of use
Value for money
Customer service
Functionality
6 found this helpful
Joelle Laroche
Accountant, Foundry Road Studios
United States·Financial services·51 to 200 employees
4.0
Jul 28, 2025
Verified userUsed 1 to 2 years
The first HR system we finished implementing
Headcount and turnover reporting comes out of the box. Our board asked for twelve month attrition by department and I had it in about four minutes rather than the day it used to take.
Pros
Implementation a small team can finish without a consultant
Cons
Flat rate pricing is expensive below twenty five employees
Ease of use
Value for money
Customer service
Functionality
6 found this helpful
Tobias Whelan
Accountant, Blackstone Contracting
United States·Education·11 to 50 employees
4.0
Feb 28, 2025
Used 2 or more years
Onboarding gave me a week back per hire
The employee record is the quiet win. Compensation history, reviews, documents, emergency contacts and certifications in one place with real permissions. We were running that across a shared drive and a spreadsheet and I did not appreciate the risk until it was fixed.
Pros
Employee self service that genuinely reduces HR interruptions
Cons
Custom reporting means exporting to a spreadsheet
Ease of use
Value for money
Customer service
Functionality
6 found this helpful
Trisha Vargas
General Manager, Falcon Ridge Landscaping
United States·Software·11 to 50 employees
4.0
Dec 28, 2024
LinkedIn confirmedUsed 6 to 12 months
We stopped keeping HR in a shared drive
Employees look up their own time off balance, their own documents and their own handbook instead of emailing me. I reckon that removed thirty or forty interruptions a month, and each one used to break whatever I was doing.
Pros
Onboarding with electronic I-9 and W-4 that new hires complete themselves
Cons
Payroll is a separate product and US only
Ease of use
Value for money
Customer service
Functionality
6 found this helpful
Jamal Thibault
General Manager, Trailhead Bicycles
United States·Manufacturing·51 to 200 employees
4.0
Oct 28, 2024
Used 2 or more years
Time off arguments simply ended
Accrual and carryover rules match our policy exactly, including the cap, and the calendar shows the whole team. The arguments about who booked what and how many days are left are gone. That was worth the subscription on its own.
Pros
Onboarding with electronic I-9 and W-4 that new hires complete themselves
Cons
Flat rate pricing is expensive below twenty five employees
Ease of use
Value for money
Customer service
Functionality
6 found this helpful
Bruno Whitfield
VP of Sales, Bluewater Consulting
United States·Ecommerce·1 to 10 employees
5.0
Aug 10, 2024
Verified userLinkedIn confirmedUsed 6 to 12 months
We stopped keeping HR in a shared drive
New hire paperwork used to be a folder of PDFs, a week of chasing, and an I-9 I was never fully confident about. Now they get a link, complete everything themselves before day one, and it is signed and filed. We hired eleven people last year and it stopped being an event.
Pros
Onboarding with electronic I-9 and W-4 that new hires complete themselves
Cons
Custom reporting means exporting to a spreadsheet
Ease of use
Value for money
Customer service
Functionality
6 found this helpful
Noor Haddad
Managing Partner, Granite Peak Roofing
United States·Construction·1 to 10 employees
4.0
Jun 27, 2026
Verified userLinkedIn confirmedUsed 1 to 2 years
New hires arrive already in the system
New hire paperwork used to be a folder of PDFs, a week of chasing, and an I-9 I was never fully confident about. Now they get a link, complete everything themselves before day one, and it is signed and filed. We hired eleven people last year and it stopped being an event.
Pros
Implementation a small team can finish without a consultant
Cons
Support has slowed noticeably since we signed
Ease of use
Value for money
Customer service
Functionality
5 found this helpful
Felicia Jain
Bookkeeper, Clearview Windows
United States·Education·11 to 50 employees
4.0
Feb 21, 2026
Verified userUsed 6 to 12 months
The first HR system we finished implementing
Accrual and carryover rules match our policy exactly, including the cap, and the calendar shows the whole team. The arguments about who booked what and how many days are left are gone. That was worth the subscription on its own.
Pros
Employee self service that genuinely reduces HR interruptions
Cons
Support has slowed noticeably since we signed
Ease of use
Value for money
Customer service
Functionality
5 found this helpful
Ingrid Whelan
Operations Manager, Northgate Logistics
Canada·Transport and logistics·201 to 500 employees
3.0
Sep 24, 2025
Verified userUsed 6 to 12 months
Payroll is a separate product
Below twenty five employees you pay a flat rate starting around two hundred and fifty a month, which for an eighteen person company is a lot per head. It gets much better value as you grow past the threshold.
Pros
Time off accruals and carryover rules that match real policy
Cons
Payroll is a separate product and US only
Ease of use
Value for money
Customer service
Functionality
Response from the vendorSep 29, 2025
Thank you for the detailed feedback. We know reporting flexibility matters and it is an active area of investment. Our support team would be glad to look at the specific report you described and show you what is possible today.
5 found this helpful
Adele Oyelaran
Accountant, Willow & Ash Salons
United States·Transport and logistics·201 to 500 employees
5.0
May 23, 2025
Used 1 to 2 years
Employees find their own documents now
Managers see their own team and cannot see compensation for anyone else. Getting that permissions model right is why HR was willing to put real data in it.
Pros
Employee self service that genuinely reduces HR interruptions
Cons
Custom reporting means exporting to a spreadsheet
Ease of use
Value for money
Customer service
Functionality
5 found this helpful
Grace Espinoza
Founder, Vertex Machine Works
United States·Healthcare·1 to 10 employees
5.0
May 13, 2025
Verified userLinkedIn confirmedUsed 6 to 12 months
Turnover reporting our board asked for
Employees look up their own time off balance, their own documents and their own handbook instead of emailing me. I reckon that removed thirty or forty interruptions a month, and each one used to break whatever I was doing.
Pros
Time off accruals and carryover rules that match real policy
Cons
Flat rate pricing is expensive below twenty five employees
Ease of use
Value for money
Customer service
Functionality
5 found this helpful
Gabriel Montoya
Chief of Staff, Granite Peak Roofing
United States·Financial services·1 to 10 employees
4.0
Apr 16, 2025
LinkedIn confirmedUsed less than 6 months
New hires arrive already in the system
Managers see their own team and cannot see compensation for anyone else. Getting that permissions model right is why HR was willing to put real data in it.
Pros
Implementation a small team can finish without a consultant
Cons
Flat rate pricing is expensive below twenty five employees
Ease of use
Value for money
Customer service
Functionality
5 found this helpful
Esther Paredes
Managing Partner, Bluewater Consulting
United States·Hospitality·51 to 200 employees
5.0
Mar 22, 2025
Verified userLinkedIn confirmedUsed 6 to 12 months
Time off arguments simply ended
Managers see their own team and cannot see compensation for anyone else. Getting that permissions model right is why HR was willing to put real data in it.
Pros
Onboarding with electronic I-9 and W-4 that new hires complete themselves
Cons
Payroll is a separate product and US only
Ease of use
Value for money
Customer service
Functionality
5 found this helpful
Xander Raghavan
Owner, Redbrick Property Group
United States·Professional services·1 to 10 employees
1.0
Feb 13, 2025
LinkedIn confirmedUsed less than 6 months
Support got slower after we signed
The built in reports are good and anything custom means exporting to a spreadsheet. I wanted headcount cost by department by month and could not build it. For a product at this price point that gap is frustrating.
Pros
Permissions model managers and HR both trust
Cons
Custom reporting means exporting to a spreadsheet
Ease of use
Value for money
Customer service
Functionality
Response from the vendorFeb 17, 2025
We appreciate you sharing this and we are sorry the support experience has not matched what you had during evaluation. Please reference this review with our team so we can review your recent tickets.
5 found this helpful
Fiona Emerson
General Manager, Copper Mountain Brewing
United States·Healthcare·1 to 10 employees
5.0
Jan 18, 2025
Verified userUsed 2 or more years
We stopped keeping HR in a shared drive
Managers see their own team and cannot see compensation for anyone else. Getting that permissions model right is why HR was willing to put real data in it.
Canada
United States