| A | B | C | D | E | F | G | |
|---|---|---|---|---|---|---|---|
1 | Question | How important is this? | Comments | Notes | |||
2 | Not very | Somewhat | Very | ||||
3 | What are our priority features for an HRIS? | Applicant tracking & recruitment | Not essential in our opinion. Platforms will sell you on the integrated approach, but it's not difficult to export applicant data from Sheets or Airtable to the HRIS when the time comes. | ||||
4 | Onboarding | We believe a smooth onboarding experience is important, and most platforms offer this. | |||||
5 | Payroll | A key consideration imo. The HRIS stores all relevant payroll info (start dates, salaries, expenses) so is a natural fit as a payroll provider. The payroll "module" is usually a pricier add-on, and it's not essential to get the benefits of an HRIS, but the consolidated approach is quite nice. | |||||
6 | PEO | Professional Employer Organizations (PEOs) are increasing in popularity. They offer “co-employment”, whereby you and the PEO contractually share employer responsibilities and liabilities. You retains ownership and control over your operations, including day-to-day management of employees; tje PEO assumes responsibility for administrative tasks, including employee records, payroll, benefits, and employment taxes. | |||||
7 | EOR | EORs are also increasingly popular thanks to the higher demand for global and remote teams. EORs allow you to employ staff without a legal entity of your own. This includes employees in the US or overseas; typical EORs will have 50-80 shell companies in different countries across the world. | |||||
8 | Expense management | Often an additional module. This typically means out-of-pocket reimbursements; few platforms offer company cards and invoice processing, hence the market for EMS. | |||||
9 | Leave management | Pretty critical in our opinion. | |||||
10 | Equipment management | Not essential, and easily tracked in Sheets. There are some add-ons that staff rent/purchase equipment directly through the HRIS, but they tend to be pricey. | |||||
11 | Google Calendar integration | e.g. whether staff can see everyone who is off on a given day. | |||||
12 | QuickBooks/Xero integration | Important if you've selected payroll, PEO, EOR, and/or expense management. | |||||
13 | Strong user experience (UX) | "We're happy to work within constraints of a system that offers the core features" vs. "Staff attention is critical and we're happy to pay a premium to preserve it." | |||||
14 | We don't think we need a dedicated HRIS | "We're happy with the way staff currently use all these features via other systems." | |||||
15 | Question | Answer | Comments | Notes | |||
16 | What's our budget for an HRIS? | We're only interested in free solutions | Free products in this space are rare — this limits you to a few providers that we could actually recommend, but whose free versions (while useable) have some shortcomings. | ||||
17 | Up to $10 per user per month | A typical pricing structure is something like $9 per user per month. | |||||
18 | Up to $20 per user per month | This widens the scope to include more feature-rich and flexible solutions, like Rippling. | |||||
19 | We'd consider >$100 per month | ||||||