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Best Onfolk Alternatives

Written by Steph Leung

Product & Operations Lead

Edited by Paddy Stobbs

Co-Founder & CEO

Updated onMar 14, 2025
Onfolk has emerged as a streamlined HR platform for UK businesses, but several alternatives might better serve your organization’s specific needs. Rippling HR Cloud excels with its sophisticated workflow automation that can handle complex multi-step processes triggered by virtually any employee action—far beyond Onfolk’s basic task templates. For companies focused on talent acquisition, Workable offers native ATS functionality with seamless HRIS integration and comprehensive onboarding features that Onfolk lacks. Organizations managing international teams should consider Deel, which handles global payroll across multiple countries while Onfolk is limited to UK operations. If hardware and software management is crucial to your business, Zelt provides comprehensive device tracking and access control systems absent from Onfolk’s platform. Meanwhile, HiBob stands out for performance management with customizable 360-degree reviews and development features that Onfolk doesn't natively support. Each alternative addresses specific organizational needs that might make them more suitable than Onfolk depending on your company’s priorities in 2025.

Best alternatives to Onfolk

For complex workflow automation:

Rippling HR Cloud product logo

Rippling HR Cloud

Stackfix Rating:

6.9 / 10

Rippling HR Cloud’s sophisticated workflow automation capabilities make it a compelling alternative to Onfolk for organizations seeking advanced process control. While Onfolk offers basic task list templates, Rippling provides a powerful trigger-based system that can automate complex multi-step workflows based on virtually any employee action or data point. For example, Rippling can automatically schedule 1:1 meetings when engagement signals indicate potential concerns, or trigger customized onboarding sequences that provision software access, assign training, and enroll employees in benefits – all without manual intervention. This deep automation extends across Rippling’s entire platform, enabling seamless data flow between modules like performance reviews, payroll, and time tracking.

Jump to product

For : recruitment and applicant tracking:

Workable product logo

Workable

Stackfix Rating:

6.4 / 10

Workable distinguishes itself from Onfolk as a recruitment and applicant tracking solution for three key reasons. First, Workable offers a native Applicant Tracking System (ATS) that integrates seamlessly with its HRIS platform, whereas Onfolk lacks native recruiting functionality. Second, Workable’s onboarding workflow automation features custom email scheduling and smooth candidate-to-employee data transfer, providing a comprehensive approach to new hire integration. Finally, Workable provides e-signature capabilities for employment contracts and other hiring documents, a feature Onfolk’s platform does not offer.

Jump to product

For managing a distributed team across multiple countries:

Deel product logo

Deel

Stackfix Rating:

7.3 / 10

Deel is a strong solution for managing distributed teams across multiple countries through its comprehensive global payroll capabilities, robust compliance management, and international-friendly features. While Onfolk only handles UK payroll, Deel enables companies to pay employees and contractors across the globe while automatically handling compliance, deductions, and filings in each jurisdiction. Deel also includes essential features for international teams like international public holiday calendars and automated document compliance checks for visas and work permits. Additionally, Deel’s customizable automation workflows help standardize HR processes across different regions, making it more effective than Onfolk’s basic workflow capabilities for managing a geographically dispersed workforce.

Jump to product

For managing employee software and hardware:

Zelt product logo

Zelt

Stackfix Rating:

7.3 / 10

Zelt offers a comprehensive device management system and robust software access controls for managing employee software and hardware. Unlike Onfolk, which lacks these capabilities, Zelt enables organizations to purchase, configure, and track hardware assets while efficiently managing software licenses and access permissions from a single platform. The platform’s hardware management system allows companies to directly order and ship devices to employees, monitor device status, and implement security configurations. Additionally, Zelt’s software management functionality helps control costs by streamlining the process of granting and revoking access to applications, making it a useful tool for growing organizations.

Jump to product

For performance management and employee development:

HiBob product logo

HiBob

Stackfix Rating:

6.7 / 10

HiBob stands out as an alternative to Onfolk for performance management and employee development through its comprehensive suite of features. While Onfolk lacks native performance management capabilities, HiBob offers highly customizable 360-degree reviews, goal-setting functionality, and engagement surveys. Users can configure HiBob’s performance review system with custom review types, question logic, and targeted employee assessments. Additionally, HiBob’s learning and development features, available through third-party integrations, and its built-in OKR/goals system provide a robust framework for employee growth that Onfolk cannot match.

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SL

Meet your expert: Steph Leung

Stackfix Product & Operations Lead

After building HR tech and spending countless hours on vendor selection in my previous roles, I discovered how painful it is to find the right business software. Now at Stackfix, I've dedicated over 800 hours to testing and reviewing software solutions so others don't have to go through the same struggle. I have a particular love for beautiful, opinionated products that do one thing exceptionally well and just work.

Onfolk logo

Onfolk

Rippling HR Cloud logo

Rippling HR Cloud

Workable logo

Workable

Deel logo

Deel

Zelt logo

Zelt

HiBob logo

HiBob

Our rating
Functionality
3

Functionality

3/10

<p>Onfolk focuses on only offering core HR and payroll functionality that UK SMBs will need. <span style="color: rgb(9, 9, 11);">This means compared to most HR platforms, Onfolk lacks a lot of functionality natively, such as performance management, surveys, time-tracking etc. </span></p><p>Onfolk also doesn't seem to have pre-built integrations with 3rd party tools in these categories.</p>
10

Functionality

10/10

<p>Rippling offers unmatched functionality compared to other HRIS platforms we tested. You can manage almost any employee-related tasks within one platform. Besides core HRIS features such as storing employee information, managing time off and employee engagement, Rippling also comes with a native recruiting module, payroll, app and device management, advanced automation and more.</p>
5

Functionality

5/10

<p>Workable’s strength lies in its seamless integration with the Workable ATS, making it a great option for companies already using their recruiting platform. As a standalone HRIS, however, it focuses on core HR functionality like time-off management and onboarding. While it covers the basics well, it lacks some features SMBs might find valuable, such as time tracking, engagement surveys, and performance review management.</p>
8

Functionality

8/10

<p>While Deel's free HRIS only offers standard but high-quality HRIS functionality (e.g. store employee info, manage time-off, workflow automation), you can layer on very rich functionality via native add-ons.</p><p>Deel's ecosystem also includes global HR functionality that allows you to hire, manage and pay global employees, as well as an engagement module for performance management, learning &amp; development etc.</p><p>The only functionality missing is software management and a native applicant tracking system.</p>
8

Functionality

8/10

<p>Zelt offers most functionality that most SMBs will need. Besides core HR features (store employee info, manage timeoff), Zelt also allows you to run performance reviews, send surveys, run payroll, manage employees' software and hardware and more.</p><p>Only features missing are workflow automation (e.g. automate emails and calendar invites) and any recruiting/ applicant tracking functionality.</p>
9

Functionality

9/10

<p>HiBob offers all the functionality most SMBs will need.</p><p>Besides core HR features like storing employee information and managing time off, HiBob also allows you to recruit applicants via a native ATS, run payroll for UK employees, set goals/ OKRs, run performance and compensation reviews and more.</p><p>The only functionality we find missing is the ability to manage employees' hardware and software access.</p>
Ease of Use
9

Ease of Use

9/10

<p>Partly due to its limited functionality, we found navigating Onfolk intuitive and straightforward. Its payroll module is especially intuitive - an average SMB employee without HR/ payroll background should be able to master the platform and run payroll in under 30 minutes.</p>
6

Ease of Use

6/10

<p>With Rippling's rich functionality comes a complexity that requires time and effort to master.&nbsp;It will require a few days for an average SMB to master key modules of the product. Beyond the initial learning curve, key workflows on Rippling are generally quite intuitive.</p>
8

Ease of Use

8/10

<p>Workable has an easy-to-use system with a clear layout. Setting up new processes and policies is set up in a logical order, with tutorial videos often provided to assist users. An average SMB employee would require around an hour and minimal guidance to master the product.</p>
7

Ease of Use

7/10

<p>While key workflows on Deel are generally user-friendly, we did find some UX imperfections. For example, Deel's time-off module doesn't have an out-of-office calendar nor an easy way to check everyone's leave balance. Compared to other HRIS, figuring out how to set up the system was also a more involved process.</p>
8

Ease of Use

8/10

<p>Despite its very rich functionality, Zelt remains easy to use. Key workflows such as adding new hires, requesting time-off all feel very intuitive. An average startup employee should require around 1-2 hours and minimal guidance to proficiently use all key functionalities of the product.&nbsp;</p>
6

Ease of Use

6/10

<p>Due to HiBob's extensive customisability, it will take significant time for teams to set up the platform and up skill themselves. Besides that, HiBob is a straightforward platform that is generally easy to navigate and use.</p>
Look and feel
5

Look and feel

5/10

<p>We find Onfolk's interface rather plain and dull compared to competitors. It also has acceptable page load times.</p>
6

Look and feel

6/10

<p>We find Rippling's interface sleek and modern, with fast page load times.</p>
7

Look and feel

7/10

<p>Workable has a pleasant look, with a simple layout and decluttered design. We experienced fast load times when navigating between pages.</p>
7

Look and feel

7/10

<p>Deel has a simple and visually acceptable layout with quick page loads.</p>
8

Look and feel

8/10

<p>Zelt has a clean, uncluttered UI, whose abundance of white space makes it visually appealing. It also has lightning fast page load times.</p>
6

Look and feel

6/10

<p>HiBob has a colourful, vibrant layout that is visually acceptable with fast page loading times.</p>
Customisability
6

Customisability

6/10

<p>Onfolk offers standard levels of customisability. You're able to customise data fields, build custom reports and edit workflow checklists.</p><p><span style="color: hsl(var(--foreground));">It lacks the deeper customisability offered by more mature HRIS (e.g. Rippling, Deel), such as creating complex workflows with branching logic and approval chains. </span></p>
9

Customisability

9/10

<p>Rippling is one of the most customisable HRIS we have come across. You are able to customise data fields, employee groups, set up complex approval chains and even highly customised workflows based on things as granular as an employee's response to a survey question or days after onboarding.</p>
7

Customisability

7/10

<p>You can customise most things on Workable, from entities and office locations, to data fields and report filters.</p><p>We found, however, that it lacks the deeper customisability offered by more mature HRIS (e.g., Rippling, Deel), such as creating workflows with conditional logic.</p>
8

Customisability

8/10

<p>Deel's free HRIS highly customisable. You can create custom data fields, leave policies and reports. You can also create highly customisable automation workflows (e.g. for onboarding) with conditional and branching logic.</p>
7

Customisability

7/10

<p>You can customise most things on Zelt, from data fields, reports, leave policies, workflow templates, the platform's layout and more.</p><p>However, it lacks the deeper customisability offered by more mature HRIS (e.g. Rippling, Deel), such as creating workflows with conditional logic, and setting survey questions as optional.</p>
9

Customisability

9/10

<p>Many aspects of HiBob is highly customisable, which is helpful for larger teams with complex workflows/ structures.</p><p>You are able to customise data fields, employee groups, set up complex approval chains and even highly customised leave policies that allow you to adjust the decimal places an individual's time-off balance should be rounded off to.</p>
Ease of Setup
6
3

Ease of Setup

3/10

<p>Rippling does not offer a free trial and requires speaking to sales before making a purchase. Fully customizing and setting up the platform takes &gt;1week and will likely require assistance from an expert.</p>
6

Ease of Setup

6/10

<p>Workable does offer a self-serve free trial that doesn't require talking to sales to gain access. However, purchasing requires talking to sales first. Fully customizing and setting up the platform can be done within 1 week. Customization and setting up is simple enough to complete without assistance from an expert and more complicated processes (eg: creating custom automated workflows) can be done with help from the help center.</p>
8

Ease of Setup

8/10

<p>Despite Deel not having a free trial, the core HR functionality is free. However, to gain access to Deel's core HR you have to talk to sales first. It takes &lt;10min to complete the basic setup (entering company information, adding employees). Fully customizing and setting up the platform can be done in 1-2 business days. Customization and setup is simple enough that you don't need an expert to assist and more complicated processes can be done with help from the help center.</p>
7

Ease of Setup

7/10

<p>Zelt does not offer a free trial. Purchasing requires you to talk to sales. It takes &lt;10 minutes to compete basic setup (entering company information, adding employees). Fully customizing and setting up the platform takes 1-2 business days.</p>
3

Ease of Setup

3/10

<p>HiBob does not offer a free trial and requires speaking to sales before purchasing. Fully customizing and setting up the platform takes &gt;1week and will likely need assistance from an expert.</p>
Customer Support
9

Customer Support

9/10

<p>Onfolk prides itself on its expert customer support team, who are members of the CIPP (Chartered Institute of Payroll Professionals) and payroll experts. This has been supported by positive early reviews from startups in our network.</p>
4

Customer Support

4/10

<p>We've found Rippling’s customer support to be poor.</p><p>Navigating their AI chatbot just to reach a human agent is a frustrating experience. On top of that, their account managers often come across as overly sales-focused, making it feel like their main goal is to upsell rather than assist. This sentiment is echoed by many customers we’ve spoken to. Rippling doesn’t allow you to self-demo the product before committing to their minimum 1-year contract, which feels both overly aggressive and unhelpful.</p>
6

Customer Support

6/10

<p>Workable has a number of customer support options. A detailed FAQ section provides considerable information. The AI-chat function was able to answer some of our questions about functionality, but struggled with more complex requests. Despite messaging during regular business hours, we were unable to speak directly with an agent on the live chat, and were faced with several hours of waiting until we heard back from an agent via email.</p>
6

Customer Support

6/10

<p>Deel offers 24/7 in-app live chat support with agents. However, when tested, we found Deel's AI chatbot unhelpful and frustrating. <span style="color: rgb(9, 9, 11);">Perhaps because their HRIS is rather new, we were unable to find relevant articles on their knowledge base on some of our enquiries. </span>Agents we were eventually able to connect with were also not the most helpful, providing contradictory answers.</p>
7

Customer Support

7/10

<p>Zelt offers support via email, with live chat available on the highest tier. When tested, Zelt's support team is quick to respond (&lt; 2 hours), friendly and helpful.</p>
6

Customer Support

6/10

<p>HiBob allows you to contact support by creating a support ticket in-app. Users we've interview mention that support (in-app and via their customer success manager) is of decent quality.</p>
Integratability
4

Integratability

4/10

<p>Onfolk only supports a handful of integrations with the most relevant third-party software, mostly in accounting, pension and benefits categories. However, it does offer an API for custom integrations.</p>
10

Integratability

10/10

<p>Rippling offers one the richest integrations ecosystem out of all HRIS's with over 500 integrations with HR, finance and IT products. It also has an API for your custom integrations.</p>
4

Integratability

4/10

<p>Although Workable allows for integration with numerous third-party products, we found that its offering among the most relevant products was less impressive. If you're looking for integration with software such as Jazz HR, Ravio, or Guideline, you'll be disappointed.</p>
5

Integratability

5/10

<p>Deel only offers a few integrations with third-party tools in Applicant Tracking, Accounting and HR categories. It is lacking integrations with HR-relevant product categories e.g. performance management and engagement. However, it does offer an API for custom integrations.</p>
3

Integratability

3/10

<p>Zelt only supports a handful of integrations with the most relevant third-party software, such as Slack, Google Calendar, Xero for accounting, and Workable for ATS. It also lacks an API for custom integrations.</p>
8

Integratability

8/10

<p>HiBob has 110+ pre-built integrations with most relevant products across most categories, such as ATS, payroll and accounting. However, it is yet to add integrations with newer leading providers, such as Lattice for Performance Management, and Ben and Goody for Benefits management. It does offer an API for custom integrations.</p>
Ease of Migration
8

Ease of Migration

8/10

<p>Exports of key employee data are available via self-serve. <span style="color: rgb(9, 9, 11);">Export of most other data are also available via API or on request. </span></p>
8

Ease of Migration

8/10

<p>Rippling allows users to export key data data via self-serve. Export of most other data are also available via API or on request.</p>
7

Ease of Migration

7/10

<p>Workable provides a number of report types that are possible to export, from payroll information, to time-off. It does not provide functionality to generate reports using information outside of its standard categories.</p>
8

Ease of Migration

8/10

<p><span style="color: rgb(9, 9, 11);">Deel allows users to export key data data via self-serve. Export of most other data are also available via API or on request.</span></p>
7

Ease of Migration

7/10

<p>You can export key data via the web application, but Zelt currently lacks a customer-accessible API.</p>
8

Ease of Migration

8/10

<p><span style="color: rgb(9, 9, 11);">HiBob allows users to export key data data via self-serve. Export of most other data are also available via API or on request.</span></p>

Rippling HR Cloud: Onfolk alternative for complex workflow automation

Rippling HR Cloud product logo
Rippling HR Cloud

Stackfix Rating:

6.9 / 10

Visit website

Starting at

$10

Calculate your price
Updated onMar 14, 2025
Rippling HR Cloud’s sophisticated workflow automation capabilities make it a compelling alternative to Onfolk for organizations seeking advanced process control. While Onfolk offers basic task list templates, Rippling provides a powerful trigger-based system that can automate complex multi-step workflows based on virtually any employee action or data point. For example, Rippling can automatically schedule 1:1 meetings when engagement signals indicate potential concerns, or trigger customized onboarding sequences that provision software access, assign training, and enroll employees in benefits – all without manual intervention. This deep automation extends across Rippling’s entire platform, enabling seamless data flow between modules like performance reviews, payroll, and time tracking.

Want to know more? See a detailed comparison of Onfolk vs. Rippling HR Cloud.

Pros

  • Highly customisable

  • Best-in-class automation functionality

  • Fast pace of product iteration

  • Richest functionality out of all HRIS’s

  • Best-in-class reporting functionality

Cons

  • Lacks some advanced settings

  • Steep learning curve

  • Expensive, and forces an annual contract

  • Inconsistent customer support

Compare all HR Information systemsRead the full review

Workable: Onfolk alternative for : recruitment and applicant tracking

Workable product logo
Workable

Stackfix Rating:

6.4 / 10

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Starting at

$60

Calculate your price
Updated onMar 14, 2025
Workable distinguishes itself from Onfolk as a recruitment and applicant tracking solution for three key reasons. First, Workable offers a native Applicant Tracking System (ATS) that integrates seamlessly with its HRIS platform, whereas Onfolk lacks native recruiting functionality. Second, Workable’s onboarding workflow automation features custom email scheduling and smooth candidate-to-employee data transfer, providing a comprehensive approach to new hire integration. Finally, Workable provides e-signature capabilities for employment contracts and other hiring documents, a feature Onfolk’s platform does not offer.

Want to know more? See a detailed comparison of Onfolk vs. Workable.

Pros

  • Powerful integration with Workable ATS

  • Strong ATS functionality

  • Easy to Use

Cons

  • Only offers core HR functionality

  • Poor Integration Capabilities

  • Basic Performance Management

  • Restricted Workflow Automation

Compare all HR Information systemsRead the full review

Deel: Onfolk alternative for managing a distributed team across multiple countries

Deel product logo
Deel

Stackfix Rating:

7.3 / 10

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Starting at

$0

Calculate your price
Updated onMar 14, 2025
Deel is a strong solution for managing distributed teams across multiple countries through its comprehensive global payroll capabilities, robust compliance management, and international-friendly features. While Onfolk only handles UK payroll, Deel enables companies to pay employees and contractors across the globe while automatically handling compliance, deductions, and filings in each jurisdiction. Deel also includes essential features for international teams like international public holiday calendars and automated document compliance checks for visas and work permits. Additionally, Deel’s customizable automation workflows help standardize HR processes across different regions, making it more effective than Onfolk’s basic workflow capabilities for managing a geographically dispersed workforce.

Want to know more? See a detailed comparison of Onfolk vs. Deel.

Pros

  • Highly customisable

  • Free "Perks" functionality

  • Best-in-class compliance functionality

  • Excellent automation functionality

  • Best-in-class global HR Features

  • Seamless Slack integration

  • Deel's HRIS is free (up to 200 people)

Cons

  • Free HRIS only offers core HR functionality

  • Poor Integration Capabilities

  • Unreliable Customer Support

  • Subpar Time-Off Management

  • Limited Performance Review Functionality

Compare all HR Information systemsRead the full review

Zelt: Onfolk alternative for managing employee software and hardware

Zelt product logo
Zelt

Stackfix Rating:

7.3 / 10

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Starting at

$5

Calculate your price
Updated onMar 14, 2025
Zelt offers a comprehensive device management system and robust software access controls for managing employee software and hardware. Unlike Onfolk, which lacks these capabilities, Zelt enables organizations to purchase, configure, and track hardware assets while efficiently managing software licenses and access permissions from a single platform. The platform’s hardware management system allows companies to directly order and ship devices to employees, monitor device status, and implement security configurations. Additionally, Zelt’s software management functionality helps control costs by streamlining the process of granting and revoking access to applications, making it a useful tool for growing organizations.

Want to know more? See a detailed comparison of Onfolk vs. Zelt.

Pros

  • Easy to use

  • Exceptional breadth of functionality

  • Attractive look & feel 

  • Excellent device management

Cons

  • Occasional glitches

  • UK-centric

  • Limited workflow automation

  • Integration gaps

Compare all HR Information systemsRead the full review

HiBob: Onfolk alternative for performance management and employee development

HiBob product logo
HiBob

Stackfix Rating:

6.7 / 10

Visit website

Updated onMar 14, 2025
HiBob stands out as an alternative to Onfolk for performance management and employee development through its comprehensive suite of features. While Onfolk lacks native performance management capabilities, HiBob offers highly customizable 360-degree reviews, goal-setting functionality, and engagement surveys. Users can configure HiBob’s performance review system with custom review types, question logic, and targeted employee assessments. Additionally, HiBob’s learning and development features, available through third-party integrations, and its built-in OKR/goals system provide a robust framework for employee growth that Onfolk cannot match.

Want to know more? See a detailed comparison of Onfolk vs. HiBob.

Pros

  • Highly customisable

  • Powerful automation functionality

  • Rich engagement functionality

  • Comprehensive suite of HR features

Cons

  • Too customisable for smaller teams

  • User experience frustrations

  • Expensive, and forces an annual contract

Compare all HR Information systemsRead the full review

How we test products

With Core HR software at the heart of people operations, we focus on identifying the best solutions for small and midsize businesses. Our evaluation process reflects real-world usage, prioritizing functionality, ease of use, and overall value. Here’s how we do it:

Functionality

Core HR software should simplify and centralize HR operations. We start by identifying key use cases—employee record management, payroll, benefits administration, compliance tracking, and reporting—then test how well each platform supports these needs. Tools that provide essential features without unnecessary complexity score highest.

User Experience & Onboarding

HR teams need software that is intuitive and easy to implement. We test each platform’s interface by navigating core features without prior training and track onboarding time—from account setup to adding the first employees. Platforms that require extensive setup or technical expertise lose points.

Compliance & Security

HR software must help businesses stay compliant with labor laws, tax regulations, and data protection standards. We assess built-in compliance tools, payroll tax support, and security measures such as encryption and role-based access control. Platforms with weak compliance support or limited security features score lower.

Integrations & Compatibility

Core HR software should integrate seamlessly with payroll systems, benefits providers, and workforce management tools. We test how well each product connects with essential HR systems and assess whether native integrations or third-party connectors are required.

Pricing & Value

We compare pricing across competitors, analyzing what each plan includes and whether critical features are locked behind paywalls. Hidden costs—such as per-employee fees, add-ons for compliance tools, or premium support charges—are factored into our assessment. Platforms that offer strong core functionality at a fair price score highest.

Stackfix’s Fit Score

All of these factors contribute to Stackfix’s Fit Score, a proprietary ranking system that measures how well each Core HR tool aligns with a buyer’s needs. It combines two key elements:

  • Requirements Met – How many buyer requirements the software fulfills
  • Stackfix Rating – Our expert assessment of the software’s overall quality, usability, and value

The result? A clear, data-driven recommendation that helps businesses choose the right Core HR software—without hours of trial and error.

FAQs

What is Core HR Software?

Put simply, Core HR Software (or HRIS - HR Information Software) is a platform that helps businesses manage, track, and streamline HR processes efficiently. It acts as a central hub where teams can handle employee records, payroll, benefits, and compliance—ensuring smooth operations and a great employee experience. The key features of HR information software usually include:

  • Employee Database & Records: A structured system to store and manage employee details, job histories, contracts, and compliance documents.
  • Payroll & Benefits Management: Tools to automate payroll processing, tax calculations, and benefits administration, reducing manual work and errors.
  • Time & Attendance Tracking: Features like clock-in/out systems, leave management, and scheduling to keep track of working hours and absences.
  • Onboarding & Performance Management: Automated workflows for new hire onboarding, performance reviews, goal tracking, and employee feedback.
  • Compliance & Reporting: Built-in compliance checks for labor laws, tax regulations, and GDPR, along with reporting tools for workforce insights.

What should I consider when buying Core HR software?

Choosing the right Core HR software can make or break your people operations—so it’s essential to find one that fits your company’s needs, integrates with your existing tools, and aligns with your budget. Here are the key factors to consider before making your decision.

  1. Your HR Needs. Start by assessing your current and future HR requirements. Do you need a simple employee database, or are you looking for a full-suite HR platform with payroll and benefits? Are you hiring rapidly and need strong recruiting features? Identifying your priorities will help you choose the right tool.
  2. Ease of Use. HR software should make HR processes smoother, not more complicated. Look for an intuitive interface that HR teams, managers, and employees can use without extensive training. Overly complex systems can lead to errors, inefficiencies, and frustrated employees. That’s why Stackfix rates every HR platform on ease of use—click into each product above to see how they compare.
  3. Integration with Your Tech Stack. Your HR platform needs to work seamlessly with your payroll provider, accounting software, and collaboration tools like Slack or Microsoft Teams. If you’re using an applicant tracking system (ATS) or performance management tools, check if the software offers native integrations or requires third-party connectors.
  4. Scalability & Flexibility. As your business grows, your HR needs will evolve. Ensure that the software can handle a growing workforce, new locations, and additional compliance requirements. Look for flexible configurations, such as custom approval workflows, multi-country payroll, and role-based access controls. Check the vendor’s product roadmap to see if they regularly release useful updates.
  5. Pricing & Hidden Costs. HR software pricing can vary widely, often based on per-employee fees, feature add-ons, or premium support. Check pricing tiers carefully—what seems affordable now may become expensive as you scale. Watch out for extra costs for payroll processing, integrations, or advanced analytics.
  6. Customer Support from the Vendor. HR software is critical for compliance and payroll, so reliable customer support is essential. If something breaks or you need help with setup, will the vendor be there? Look at response times, support availability (24/7 or business hours?), and self-serve resources like knowledge bases or community forums. Stackfix rates each platform on support quality—click into each product to see how they compare.


What are the common mistakes to avoid when buying Core HR software?

Avoiding common pitfalls when choosing Core HR software can save you time, compliance risks, and operational headaches. Here are some of the biggest mistakes startups make—and how to avoid them.

  1. Choosing based on features, not usability. Some platforms offer advanced features but have a steep learning curve. Make sure you’re picking a tool that fits your team’s workflow, not just one with a long feature list.
  2. Ignoring automation. Many startups still manage HR tasks manually when automation could significantly reduce workload. Look for tools that automate payroll, benefits enrollment, onboarding, and compliance tracking.
  3. Overlooking self-service options. Employees should be able to access payslips, request leave, and update their details without needing HR intervention. A lack of self-service features can increase administrative overhead.
  4. Not planning for scaling. Startups often choose software based on current needs, without considering future growth. Will the platform support more employees, new offices, or evolving compliance requirements?
  5. Underestimating integration depth. A platform might claim to integrate with your payroll provider, but does it sync real-time data properly? Always test integrations before committing to a tool.


How much does Core HR Software typically cost?

A few providers offer limited functionality at the lower end of the pricing spectrum, though these typically restrict advanced features like performance management and engagement surveys.

For enterprise plans and above, you can expect to speak to sales for a bespoke price. These custom quotes typically factor in integration needs, compliance requirements, and advanced analytics capabilities. To skip the demo calls, be sure to check out our pricing calculator.

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