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Best Rippling HR Cloud Alternatives

Written by Steph Leung

Product & Operations Lead

Edited by Paddy Stobbs

Co-Founder & CEO

Updated onMar 14, 2025

Rippling HR Cloud has emerged as a powerful all-in-one workforce management platform that combines HR, IT, and Finance capabilities into a single system. With its robust automation features and extensive integration capabilities, Rippling aims to streamline administrative tasks for businesses of all sizes. However, several alternatives offer compelling advantages for specific use cases. Deel provides superior international payroll coverage across dozens of countries compared to Rippling’s six-country limitation, making it ideal for global-first companies. BambooHR stands out with exceptional customer support and a more intuitive interface for organizations prioritizing reliable HR assistance. UK startups benefit from Onfolk's specialized local expertise and CIPP-certified payroll professionals, addressing needs that Rippling’s more generalized approach might miss. Meanwhile, small businesses with basic HR requirements may find Factorial’s straightforward functionality and accessible support more suitable than Rippling’s feature-rich but potentially overwhelming platform. Each alternative presents distinct advantages depending on your organization's specific priorities, geographic focus, and complexity requirements.

Best alternatives to Rippling HR Cloud

For global-first companies needing comprehensive international payroll:

Deel

Stackfix Rating:

7.3 / 10

Global-first companies seeking comprehensive international payroll will find Deel’s worldwide payroll capabilities surpass Rippling’s limited six-country coverage. While Rippling only handles payroll in the USA, UK, Canada, Australia, France, and Ireland, Deel enables companies to compliantly pay employees and contractors across the globe. Deel’s payroll system also provides superior international compliance support, automatically handling local tax deductions, filings, and labor law requirements. Additionally, Deel’s off-cycle payroll feature offers greater flexibility for managing international payments compared to Rippling’s more rigid payment schedules. For organizations prioritizing seamless global payroll operations, Deel’s purpose-built international infrastructure makes it a preferred solution over Rippling’s geographically constrained offering.

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For global-first companies needing comprehensive international payroll:

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Deel

Stackfix Rating:

7.3 / 10

For Companies needing consistent, reliable HR support:

BambooHR

Stackfix Rating:

7.1 / 10

Companies seeking consistent, reliable HR support should choose BambooHR over Rippling HR Cloud for three compelling reasons. First, we’ve found BambooHR’s customer support consistently responsive, with an impressive 35-second average response time and 3-4 minute resolution time. Second, BambooHR’s platform is more straightforward to set up and use, providing an intuitive interface that allows quick implementation and navigation. Finally, BambooHR doesn't lock customers into minimum annual contracts like Rippling does, offering more flexibility for businesses as their needs change.

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For Companies needing consistent, reliable HR support:

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BambooHR

Stackfix Rating:

7.1 / 10

For UK-based startups needing HR advisory services:

Onfolk

Stackfix Rating:

6.1 / 10

UK startups seeking HR advisory services will find Onfolk’s expert support and streamlined payroll more valuable than Rippling’s complex feature set. While Rippling offers challenging customer support with an AI chatbot, Onfolk provides direct access to CIPP-certified payroll experts who understand UK compliance. Onfolk’s intuitive interface helps non-HR professionals master payroll in under 30 minutes, compared to Rippling’s steep learning curve that requires days of training. For UK-focused operations, Onfolk’s specialized UK payroll functionality and expert guidance outweigh Rippling’s broader but more complex international capabilities.

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For UK-based startups needing HR advisory services:

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Onfolk

Stackfix Rating:

6.1 / 10

For small businesses needing basic HR functionality:

Factorial

Stackfix Rating:

6.3 / 10

Small businesses seeking basic HR functionality will find Factorial a more fitting choice than Rippling HR Cloud for three compelling reasons. First, Factorial offers a simpler setup process with a free trial option, while Rippling requires a minimum one-year contract and lacks self-demo capabilities. Second, Factorial’s customer support is more accessible, with users praising its account managers for their helpfulness rather than being overly sales-focused. Third, while both platforms offer core HR features, Factorial delivers them in a more straightforward way that’s better suited for basic needs, avoiding Rippling’s steep learning curve and complex customization options that can overwhelm small business users.

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For small businesses needing basic HR functionality:

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Factorial

Stackfix Rating:

6.3 / 10

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.

Stackfix Comparison

	Rippling HR Cloud	Deel	BambooHR	Onfolk	Factorial

Our rating
Functionality	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>	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 & development etc.</p><p>The only functionality missing is software management and a native applicant tracking system.</p>	7 Functionality 7/10 <p>Bamboo offers most functionality that most SMBs will need. Besides core HR features (store employee info, manage time-of), Bamboo also allows you to run performance reviews, manage benefits and payroll for US employees, recruit employee via a native applicant tracking system and more.</p><p>Only features missing are more advanced workflow automation and reporting the likes of Rippling/ Deel, and the ability to manage employee's software access and hardware devices.</p>	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>	7 Functionality 7/10 <p>Factorial offers most functionality that most SMBs will need. Besides core HR functionality (store employee info, managing time off), Factorial also allows you to run performance reviews, manage employee shifts, manage expenses, automate workflows and recruit with a native applicant tracking system.</p><p>Features we found missing are payroll, app/ device management. Factorial also gets a point deducted because a lot of its modules seem half-baked.</p>
Ease of Use	6 Ease of Use 6/10 <p>With Rippling's rich functionality comes a complexity that requires time and effort to master. 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>	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 rich functionality, we find that Bamboo is generally user-friendly and intuitive to navigate. There are a few UX imperfections such as having to add non-US public holiday calendars manually but these can be overlooked.</p><p>On top of its ease of use, their implementation and support teams offer useful support and can extend functionality on the platform whenever needed. It should only take an average SMB employee 1-2 hours to be familiar with the key functionalities of the platform.</p>	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>	5 Ease of Use 5/10 <p>Due to Factorial's rich functionality, it will take an average SMB employee at least 1-2 days to master key functionalities of the product.</p><p>Some key workflows, such as syncing your calendar to reflect time-off, and using Factorials' workflow builder to automate workflows can also be complex and unintuitive.</p>
Look and feel	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>Deel has a simple and visually acceptable layout with quick page loads.</p>	6 Look and feel 6/10 <p>We found Bamboo's interface to be rather plain and dated, with acceptable page load times.</p>	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>	7 Look and feel 7/10 <p>We find Factorial's clean and modern interface visually acceptable. It also has acceptable page load times.</p>
Customisability	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>	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>	4 Customisability 4/10 <p>We find that Bamboo lacks some common customisability options offered out-the-box by most HRIS's. For example, the inability to customise their hardcoded tables and lack of flexibility in their standard coded pages may frustrate usage for users that require more flexibility with their data fields.</p><p>Our testing also found limited editability in with what questions one can ask in employee surveys, only one feedback template available for performance reviews, and inability to customise one's interview pipeline across job opening for Bamboo's ATS. </p><p>However, BambooHR also accommodates for integration of unique features to each account, available upon request with their implementation team.</p>	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>	8 Customisability 8/10 <p>You can customise most things on Factorial, from data fields, reports, leave policies, workflows and more. One of the standout strengths here is that it offers an SQL editor for creating highly customised reports.</p><p>However, it lacks the deeper customisability offered by more mature HRIS (e.g. Rippling, HiBob), such as creating workflows with conditional logic.</p>
Ease of Setup	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 >1week and will likely require assistance from an expert.</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 <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>	8 Ease of Setup 8/10 <p>BambooHR offers a free trial that doesn't require you to talk to sales. Purchasing requires you to talk to sales due to their custom pricing. It takes 10-30mins to complete basic setup (entering company information and adding employees). Fully customizing and setting up the platform takes 1-2 business days and is simple enough that you don't require an expert; more complicated processes can be done with help from the help center.</p>	6	5 Ease of Setup 5/10 <p>Factorial offers a free trial but requires you to talk to sales first (one round of talking to sales). It takes 10-30mins to complete basic set up (entering company information and adding employees). Fully customizing and setting up the platform takes approximately 1 week and is simple enough do without assistance from an expert; more complicated processes can be done with help from the help center.</p>
Customer Support	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>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>	9 Customer Support 9/10 <p>Bamboo offers support via in-app live chat. <span style="color: rgb(9, 9, 11);">Its average hold time on a Customer Support call is 35 seconds, and their average resolution time is 3-4 minutes - which would make it a 10. But we've deducted a point because it's only available within US business hours. </span></p><p>Their customer support is also great with implementing custom solutions for fields that may not be captured out the box.</p>	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>	6 Customer Support 6/10 <p>Factorial only seems to offers support via phone call/ a ticket form during European business hours. Users we've interviewed also mentioned that although Factorial's Help Centre is low quality, the support from their Account Managers has been great.</p>
Integratability	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>	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>	8 Integratability 8/10 <p>Bamboo has around 130 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 Ashby for ATS, and Xero and Sage for payroll. It does offer an API for custom integrations.</p>	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>	6 Integratability 6/10 <p>Factorial supports 50+ pre built integrations with most relevant 3rd party products in relevant categories, such as ATS, performance management, finance, benefits and more. It also has an API for custom integrations.</p>
Ease of Migration	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>	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>	8 Ease of Migration 8/10 <p><span style="color: rgb(9, 9, 11);">Bamboo 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>	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>Exports of key data are available via self-serve, and most other data are available via self-serve or their API. </p>

Deel: Rippling HR Cloud alternative for global-first companies needing comprehensive international payroll

Deel

Stackfix Rating:

7.3 / 10

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Starting at

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Updated onMar 14, 2025

Deel contact page with employee information

Deel time off policies including the option to create a custom policy

Deel contact page with employee information

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

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BambooHR: Rippling HR Cloud alternative for Companies needing consistent, reliable HR support

BambooHR

Stackfix Rating:

7.1 / 10

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Starting at

$10

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Updated onMar 14, 2025

BambooHR performance management page with example reviews

BambooHR report showing time off for employees

BambooHR contact page with employee information

BambooHR employee survey preview

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

Pros

Integrated HRIS + ATS solution

Helpful pre-built performance & engagement insights

Excellent US-based customer support

Strong Integration Capabilities

Comprehensive Core HR Functionality

User-Friendly Interface

Cons

Weak payroll functionality

Expensive, with forced implementation fees

Limited reporting functionality

Restricted Performance Review Functionality

Mediocre Look and Feel

Limited email template options

Poor Time-Off Management

Basic Workflow Automation

Inflexible Employee Information Management

Restrictive Performance Review System

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Onfolk: Rippling HR Cloud alternative for UK-based startups needing HR advisory services

Onfolk

Stackfix Rating:

6.1 / 10

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Starting at

$6.75

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Updated onMar 14, 2025

Onfolk - People

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

Pros

Integrated HR + UK payroll

User-friendly, intuitive payroll and payslips

Excellent customer support

Very gentle learning curve

Cons

Very limited native functionality and integrations

Basic UI

Limited compliance

Uncertain Future

Poor Integration Capabilities

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Factorial: Rippling HR Cloud alternative for small businesses needing basic HR functionality

Factorial

Stackfix Rating:

6.3 / 10

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Starting at

$7.29

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Updated onMar 14, 2025

Factorial - Send employee engagement surveys

Factorial - Onboarding checklist

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

Pros

Robust engagement functionality

Low cost

Helpful performance insights

Robust shift management functionality

Effective survey functionality

Highly customizable platform

Cons

Not as suitable for non-European based teams

Limited automation functionality

Basic Integration Capabilities

Subpar Time-Off Management

Poor Ease of Use

Limited Customer Support

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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.

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.
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.
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.
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.
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.
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.

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.
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.
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.
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?
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?

Most Core HR software ranges from $5-50 per employee monthly, with entry-level options starting around $5-10 and premium software exceeding $50 monthly. Most vendors structure pricing in tiers based on features and employee count, so be sure to enter your requirements as accurately as possible in our pricing calculator.

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.

Compare other Human Resource Information Systems

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