The mobile app is genuinely used by our field staff, which I did not expect. They request time off from their phones and approvals happen the same day.
Pros
Onboarding with electronic I-9 and W-4 that new hires complete themselves
Cons
Performance and applicant tracking are adequate rather than strong
Ease of use
Value for money
Customer service
Functionality
5 found this helpful
Freya Reyes
Finance Manager, Fairview Veterinary
United States·Ecommerce·51 to 200 employees
5.0
Feb 22, 2026
Verified userLinkedIn confirmedUsed 2 or more years
The first HR system we finished implementing
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
Implementation a small team can finish without a consultant
Cons
Approval chains and custom fields hit a ceiling
Ease of use
Value for money
Customer service
Functionality
4 found this helpful
Wesley Brennan
Controller, Aurora Print House
United States·Education·500+ employees
5.0
Jan 12, 2026
Verified userLinkedIn confirmedUsed 6 to 12 months
New hires arrive already in the system
We had failed at two HR systems before this. The difference is that we actually finished implementing this one. It was live in about three weeks with our own team, no consultant, and people used it without a mandate.
Pros
Headcount and turnover reporting without a report writer
Cons
Support has slowed noticeably since we signed
Ease of use
Value for money
Customer service
Functionality
4 found this helpful
Mireille Zielinski
Operations Manager, Blackstone Contracting
United States·Real estate·1 to 10 employees
5.0
Nov 24, 2025
LinkedIn confirmedUsed 2 or more years
Employees find their own documents now
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
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
4 found this helpful
Quentin Farouk
Practice Manager, Lantern Creative
United States·Marketing·201 to 500 employees
4.0
Apr 2, 2025
Verified userLinkedIn confirmedUsed 1 to 2 years
Onboarding gave me a week back per hire
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
4 found this helpful
Elliot Castillo
HR Manager, Harborline Supply
United States·Healthcare·11 to 50 employees
5.0
Dec 26, 2024
Verified userLinkedIn confirmedUsed 1 to 2 years
Time off arguments simply ended
We had failed at two HR systems before this. The difference is that we actually finished implementing this one. It was live in about three weeks with our own team, no consultant, and people used it without a mandate.
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
4 found this helpful
Ursula Radcliffe
HR Manager, Vertex Machine Works
Other·Manufacturing·51 to 200 employees
3.0
Oct 17, 2024
LinkedIn confirmedUsed 2 or more years
Great at core HR, thin at the edges
We assumed an HR platform would run payroll. It is a separate product and it is US only, and we found that out during implementation. We kept our existing provider and integrate. Entirely checkable in advance and I did not check.
Pros
Headcount and turnover reporting without a report writer
Cons
Payroll is a separate product and US only
Ease of use
Value for money
Customer service
Functionality
4 found this helpful
Ximena Adeyemi
Bookkeeper, Cedar & Vine Interiors
Canada·Transport and logistics·201 to 500 employees
3.0
Aug 5, 2024
Verified userUsed 6 to 12 months
Great at core HR, thin at the edges
Approval chains are simpler than our structure needs and custom fields run out. At three hundred and forty people we are working around things that were effortless at ninety. It was the perfect product for us for four years.
Pros
Permissions model managers and HR both trust
Cons
Approval chains and custom fields hit a ceiling
Ease of use
Value for money
Customer service
Functionality
4 found this helpful
Rohan Nasser
Bookkeeper, Northgate Logistics
Other·Manufacturing·1 to 10 employees
5.0
Jun 28, 2026
Verified userUsed less than 6 months
New hires arrive already in the system
We had failed at two HR systems before this. The difference is that we actually finished implementing this one. It was live in about three weeks with our own team, no consultant, and people used it without a mandate.
Pros
Onboarding with electronic I-9 and W-4 that new hires complete themselves
Cons
Performance and applicant tracking are adequate rather than strong
Ease of use
Value for money
Customer service
Functionality
3 found this helpful
Victor Harrington
Head of Operations, Blackstone Contracting
United States·Real estate·51 to 200 employees
5.0
Jun 6, 2026
Verified userLinkedIn confirmedUsed 2 or more years
We stopped keeping HR in a shared drive
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
Permissions model managers and HR both trust
Cons
Payroll is a separate product and US only
Ease of use
Value for money
Customer service
Functionality
3 found this helpful
Dana Kaminski
Operations Manager, Aurora Print House
United States·Transport and logistics·1 to 10 employees
5.0
May 25, 2026
Verified userLinkedIn confirmedUsed 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
Permissions model managers and HR both trust
Cons
Approval chains and custom fields hit a ceiling
Ease of use
Value for money
Customer service
Functionality
3 found this helpful
Alistair Gallagher
Sales Director, Copper Mountain Brewing
United States·Hospitality·11 to 50 employees
4.0
Feb 26, 2026
Verified userLinkedIn confirmedUsed 1 to 2 years
Employees find their own documents now
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
Permissions model managers and HR both trust
Cons
Performance and applicant tracking are adequate rather than strong
Ease of use
Value for money
Customer service
Functionality
3 found this helpful
Rohan Dashwood
Chief of Staff, Hillcrest Family Clinic
United States·Construction·11 to 50 employees
4.0
Feb 22, 2026
Verified userLinkedIn confirmedUsed 6 to 12 months
Managers see their team and nothing else
The mobile app is genuinely used by our field staff, which I did not expect. They request time off from their phones and approvals happen the same day.
Pros
Onboarding with electronic I-9 and W-4 that new hires complete themselves
Cons
Approval chains and custom fields hit a ceiling
Ease of use
Value for money
Customer service
Functionality
3 found this helpful
Ingrid Boucher
Chief of Staff, Trailhead Bicycles
United States·Professional services·1 to 10 employees
2.0
Dec 31, 2025
LinkedIn confirmedUsed less than 6 months
Reporting past the standard set is painful
Per employee pricing means every hire raises the bill, which is fair and still surprises you. Our HR software line has tripled in three years while our team doubled, because we also moved up a tier for performance management.
Pros
Permissions model managers and HR both trust
Cons
Flat rate pricing is expensive below twenty five employees
Ease of use
Value for money
Customer service
Functionality
3 found this helpful
Kimberly Goldberg
Project Manager, Tidewater Marine Services
United States·Marketing·51 to 200 employees
5.0
Nov 22, 2025
Verified userUsed less than 6 months
We stopped keeping HR in a shared drive
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
Approval chains and custom fields hit a ceiling
Ease of use
Value for money
Customer service
Functionality
3 found this helpful
Ximena Beaumont
Chief of Staff, Sandbar Hospitality
United States·Transport and logistics·11 to 50 employees
5.0
Oct 31, 2025
Verified userLinkedIn confirmedUsed 1 to 2 years
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
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
3 found this helpful
Talia Rasmussen
Finance Manager, Copper Mountain Brewing
Canada·Transport and logistics·11 to 50 employees
3.0
Aug 2, 2025
Verified userLinkedIn confirmedUsed less than 6 months
Great at core HR, thin at the edges
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
Employee self service that genuinely reduces HR interruptions
Cons
Payroll is a separate product and US only
Ease of use
Value for money
Customer service
Functionality
3 found this helpful
Valerie Espinoza
Controller, Beacon Legal Partners
Canada·Financial services·11 to 50 employees
4.0
May 13, 2025
Verified userLinkedIn confirmedUsed less than 6 months
Turnover reporting our board asked for
The mobile app is genuinely used by our field staff, which I did not expect. They request time off from their phones and approvals happen the same day.
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
3 found this helpful
Zachary Ellsworth
People Operations Lead, Bluewater Consulting
United States·Construction·1 to 10 employees
4.0
Mar 25, 2025
Verified userLinkedIn confirmedUsed 6 to 12 months
Turnover reporting our board asked for
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
Permissions model managers and HR both trust
Cons
Flat rate pricing is expensive below twenty five employees
Ease of use
Value for money
Customer service
Functionality
3 found this helpful
Aaron Tillman
Operations Manager, Tidewater Marine Services
Canada·Retail·11 to 50 employees
5.0
Mar 19, 2025
LinkedIn confirmedUsed 6 to 12 months
The first HR system we finished implementing
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
Employee self service that genuinely reduces HR interruptions
Cons
Flat rate pricing is expensive below twenty five employees
United States
Canada