Tag: Human Resources

Streamline your recruiting process today with BambooHR, an intuitive, all-in-one HR software that seamlessly combines application tracking and HR management capabilities. Sign up for a free trial today and try out BambooHR risk-free for seven days. 

The typical recruiting process has multiple moving parts, including updating job specifications, preparing recruitment material, sourcing and attracting candidates, screening candidates, and conducting interviews. These tasks can be challenging to coordinate. Yet, despite the workload, recruiters and HR managers are expected to find qualified candidates and fill positions quickly and efficiently. Therefore, an applicant tracking system (ATS) is a must-have solution in a recruiter’s toolkit, allowing them to automate most of these tasks. 

The 4 Best Applicant Tracking Software Tools 

We tested more than two dozen applicant tracking systems to find the best one. Ultimately, four software tools made it to our list, which you can check out in our best applicant tracking software post. Below we have the best applicant tracking systems:

• BambooHR – Best for HR Teams that Handle Recruiting Themselves
• Workable – Best for Filling A Niche Position Quickly
• BreezyHR – Best for Lowering Your Cost to Hire 
• JazzHR – Best for Companies That Are Always Recruiting 

What is an Applicant Tracking System?

An applicant tracking system (ATS) is a computer software program designed to automate and streamline an organization’s entire recruitment process. The software features may vary depending on the provider. However, one of the software’s basic capabilities is tracking candidates throughout the hiring process, from reviewing resumes, scheduling interviews, compiling feedback, and extending offers to successful candidates. 

For example, even the most basic ATS has database functionality to store candidate information. The system also makes the data searchable, so recruiters or hiring managers can easily pull relevant information on demand. Similarly, the ATS can pre-screen applicants and automatically recommend candidates to proceed to the next phase of the hiring process. 

Finally, ATS features primarily focus on improving the hiring process for recruiters and candidates. For example, the software can help recruiters create compelling job descriptions to attract high-quality candidates. Likewise, a sound system creates a positive candidate experience and likely increases top applicants’ job offer acceptance rate. 

How Does an Applicant Tracking System Work? 

Remember that a good applicant tracking system should digitize, automate, and streamline as much of the hiring process as possible. So the following section looks at how the ideal ATS works. 

The typical talent acquisition process starts with a job requisition. For example, a department manager may create a job requisition to formally request new hires or create a new position in the company. The document may include details like justification for a new hire, the department that needs the new employee, job responsibilities, ideal start date, pay and benefits, and other information.

Most advanced ATS lets you create job requisitions. Then HR approves the requisition. Next, the software may create a candidate profile using details in the requisition form. Alternatively, the hiring manager may generate the candidate profile manually. 

The ATS software also helps create job descriptions, usually from built-in templates. The software also allows you to post the openings on multiple mediums, including internally, on the corporate website, and on public job boards.  

Next, candidates submit their applications which the ATS collects and stores in a database. The candidates may be asked to answer specific questions such as their education and work experience. Most ATS allows you to set parameters to automatically reject candidates that don’t meet the minimum job requirements. 

Additionally, most ATS automatically parse resumes and rank applicants based on how well they match the job requirements. From here, it’s easy for recruiters to sort the applications and invite qualified candidates for interviews manually. 

Again, the ATS lets you invite qualified candidates for interviews. The software can also automatically send rejection letters to unqualified candidates at the click of a button. You may also enter notes in the ATS for each corresponding candidate during interviews to review later. 

Finally, you can send offer letters to qualified candidates from the ATS. The candidates can also use the software to accept the job offer, usually without signing up or registering for the software. Many advanced applicant tracking systems also let you onboard new hires. 

Who Needs an Applicant Tracking System? 

Most organizations have no trouble justifying acquiring marketing, accounting, sales, and messaging software. However, it’s not always clear if an applicant tracking system should be a priority. Fortunately, there are multiple signs that it is time to invest in an ATS. 

The first obvious sign that you need an ATS is if your recruitment process takes too much time. You can quickly eliminate manual tasks like posting ads to job boards, checking, categorizing, and filing applications, sending receipts of application emails, and weeding out irrelevant candidates. If you spend too much time on these tasks, an ATS can save you time and effort. 

Similarly, an ATS is helpful if you’ve noticed an influx of irrelevant or unqualified resumes and applications. An applicant tracking system can help you set up screening questions to identify candidates that meet your core or minimum requirements. This way, you don’t have to spend unnecessary time on unwanted applications. 

You should also consider investing in an ATS if you’re having trouble collecting recruitment data or creating reports. Recruitment reports are critical for identifying challenges and areas of improvement, streamlining future talent acquisition, and predicting ROI for each hiring decision. An ATS quickly generates reports with essential metrics like time-to-disqualify, cost and time saved, time-to-fill, and quality-per-hire. 

Consider also using an applicant tracking system if you don’t have a career site or want to improve an existing one. A good career site can help optimize recruitment and attract new talent directly. In addition, most ATS help you create and customize a career site or page to highlight your brand. 

Finally, consider using an applicant tracking system if you use external recruiters for all your hiring needs. External recruiters are helpful for high-level or difficult-to-fill positions. However, using an ATS can save costs for low to mid-level hires. In addition, the software helps create a streamlined hiring process to increase the quality of your hiring pipeline for these positions.  

Key Features of an Applicant Tracking System 

Some applicant tracking systems offer more robust features than others. So it is essential to know what you want the system to do. Below are some of the most sought-out ATS features. 

Job Distribution – One core feature of ATS is distributing job postings to as many job boards and recruitment sites as possible. Casting a wide net helps to improve your applicant pool and the chances of finding the best candidate. It will also save you time and effort copying and pasting the postings to various sites. 

This integration is also helpful for screening resumes. The ATS should let you access applications from various job boards within the system. It will save you time logging into disparate boards to screen resumes. 

Keyword Filters – Filters are another basic ATS functionality. You should be able to define criteria such as location, application date, assessment status, and qualifications. Candidates matching your criteria appear on top, allowing you to review candidates quickly. 

It’s worth noting that the system doesn’t disqualify candidates based on keywords. Instead, these keywords allow you to search applicants based on criteria like availability, education, work experience, and travel preferences. It’s a convenient feature for narrowing down the candidate pool. 

Career Pages – Many applicant tracking systems provide a customizable career page layout. You can easily embed the page on your website and let candidates submit applications from the company website. These applications immediately appear in your ATS dashboard. 

The careers page builder should also be customizable. For example, you should be able to simplify application steps, add sections, and include your company logo and branding. This feature should also offer analytics to track the careers page’s performance. 

Interview Management – The ideal ATS lets you communicate with shortlisted candidates directly from the platform. Additionally, most software integrates with supporting tools like Google Meet, Zoom, and Google Calendar to help schedule and conduct interviews. Ideally, the software should allow you to take notes during interviews to review in the next stage of the recruitment process. 

Similarly, you want an interview management feature with alerts and notifications. For example, the alert may be an email or message reminding the recruiter and interviewee of the upcoming interview. More advanced software uses AI to translate schedules and determine the optimal interview times. 

Collaboration – The recruitment process has multiple people, including the recruiter, HR manager, direct supervisor, CEO, and hiring manager. An ATS system should support communication and collaboration among interested parties. For example, email integration or a team chat feature can optimize information sharing during the recruitment process. 

Smart Analytics and Reporting – Analytics and reporting are essential for improving and streamlining the recruitment process. Most ATS offers critical insights into the process, including metrics like the cost of acquisition, time to hire, and diversity compliance. It’s a valuable feature for determining what works and what could be improved. 

Onboarding Features – A robust ATS helps eliminate the need for a separate software stack. For example, an onboarding feature means you don’t need additional HR software. The onboarding features may include a welcome email, an overview of employee benefits, and document signing.

Data Privacy Compliance – Many organizations implementing applicant tracking systems overlook data privacy and compliance. Many data privacy laws govern the collecting, storing, and disseminating of personal information. These include the General Data Protection Regulation (GDPR), Personal Data Protection Act (PDPA), and California Consumer Privacy Act (CCPA). So it is vital to choose a secure system. 

Therefore, look for an ATS with built-in security. These features may include access control, HTTPS enabled, and data encryption. Knowing the specific data protection laws governing your industry and choosing software with built-in compliance is also helpful. 

You can start by listing the challenges you want to solve in your recruitment process. Then assess the software’s features to determine whether it fits well. If more features lead to higher costs, identify the must-haves and set your budget accordingly. 

Best Practices for Hiring With an Application Tracking System 

An applicant tracking system is not a magic wand to solve all your recruiting problems. Instead, it is a supporting tool that helps optimize a well-thought-out talent acquisition process. Despite automation, there’s still the human element involved in the hiring process. 

The first step is to choose the best applicant tracking system for your use case. This process involves identifying the high-priority features and selecting a system that aligns with your unique needs and requirements. 

It’s also helpful to identify specific hiring goals, such as improving candidate interview review results, reducing new hire failure rates, accelerating the hiring process, or increasing job acceptance rates. Then, choose software that supports achieving these goals. 

Secondly, most applicant tracking systems offer a free trial or demonstration. The trial period allows you to test the software risk-free. So take advantage of the opportunity and try two or three software before purchasing. 

Third, involve key people in the software implementation. Employee buy-in is crucial when implementing software likely to change or interrupt the current workflow. Therefore, involve key stakeholders such as hiring managers, recruiters, direct supervisors, and HR leaders when assessing, testing, and purchasing the system. 

Furthermore, ATS can help create and distribute job postings quickly. However, it is not designed to refine or improve the quality of job descriptions and postings. Therefore, ensure that your job descriptions are thorough and accurate to increase your chances of matching with the best candidates. 

Finally, use broad and versatile keywords when using keywords to filter candidates. Some strong candidates may fail to integrate exact keywords in their resumes despite being qualified. Therefore, use filters cautiously and cast a wide net with your keywords.

Final Thoughts About Applicant Tracking Systems   

Applicant tracking systems (ATS) have multiple benefits, including time-saving, simplified job posting, improved cost per hire, and high-quality analytics. However, you can only leverage these benefits by choosing the best ATS for your specific usage. Therefore, it’s crucial to identify recruitment goals and challenges to help determine the best software for your needs. 

It’s also worth remembering that an ATS won’t solve all your recruiting needs. For example, you still have to create compelling and detailed job postings, present your company culture positively, and adjust your application process to the prevailing recruitment market to attract the best candidates. 

Finally, take advantage of free trials or demos before committing to the ATS. Check that the software makes your job easier rather than more complicated. Also, ensure that the software integrates with your existing software stacks, such as e-signature apps, file storage apps, business communication platforms, and employee onboarding tools. 

Below are two more related QuickSprout posts to supplement this guide to applicant tracking systems. 

• Compare The Best Applicant Tracking Software 
• Compare The Best Recruiting Software 

Paycom is a payroll and HR technology provider focusing on user experience, ease of implementation, and employee-managed data. Founded at the inception of the dot-com bubble in 1998, it’s considered one of the first fully online payroll companies.

Paycom’s payroll software has several easy-to-use yet powerful tools that streamline payroll processing and help eliminate errors. Paycom also has software solutions for other HR processes, such as talent acquisition, talent management, and labor management.

Paycom Compared

While Paycom is worth considering, it didn’t make it to our top list. The best payroll services provider for most businesses is Gusto, whose comprehensive suite of tools simplifies payroll management like no other. You can join more than 200,000 other businesses by setting up Gusto for free.

• Gusto — Best for dispersed workforces
• Paychex — Best for experienced payroll teams
• OnPay — Best for simplifying all things payroll
• QuickBooks Payroll — Best for solopreneurs and small teams
• ADP — Best for never outgrowing your payroll provider.

You can learn more about these services in our comparison article here. 

About Paycom

Paycom Software Inc. is recognized by Fast Company as one of the World’s Most Innovative Enterprise Companies in 2022. Paycom’s online payroll management system includes tools such as Beti and Paycom Pay that improve the experience for employees and HR personnel.

• Paycom Online Payroll Services Review
• Paycom HR Software Solution Review

Paycom also has talent acquisition tools for applicant tracking, onboarding, tax credits, and innovative tools such as Enhanced Background Checks and E-Verify. Paycom provides all the fundamentals for time and labor management, such as tools for time and attendance, scheduling, and labor allocation. It also has talent management tools to streamline incentivization and reward systems.

Paycom Health and Stability

Paycom has existed as an online payroll processing service provider since 1998 and an HR management service provider since 2001. This places Paycom among the longest-established companies in these industries. The company is well-established in the industry, with headquarters in Oklahoma City and offices throughout the US.

According to Fortune and Forbes magazines, Paycom is one of the fastest-growing publicly traded companies around the globe. The company reported a revenue of $1.056 billion after a solid fourth quarter in 2021, 25% up from the company’s revenue in 2020.

Reviews on job search websites such as Glassdoor and Indeed suggest a higher-than-average employee turnover rate for Paycom. However, the company’s rapid growth means this high turnover rate is likely an unavoidable consequence of the company’s otherwise highly successful business strategy.

Paycom Pricing

Like many other payroll service providers, including Paychex, Paycom does not provide pricing information on its website. This is because Paycom’s services are highly customized to the specific needs of businesses.

Instead of offering one-size-fits-all packages, the company takes it upon itself to help enterprises to implement their solutions. The company also trains employees to ensure businesses fully utilize Paycom’s various tools. The company offers personalized meetings where it presents interested businesses with a quote.

Paycom Pricing Structure

Paycom doesn’t disclose its pricing structure, but users report an average initial fee of $500 for companies with 15 employees and $1,200 for companies with 40 employees, according to Forbes. The monthly fees range from $4 to $6 per employee.

The flip side of not having defined price structures is that businesses only have to pay for the modules they need. This and training fees also only apply to the specific tools you purchase.

Paycom Pricing Comparison

Paycom appears to be quite competitive in terms of price compared to some of the top alternatives unless the user-reported average fees have a high variance. However, Paycom’s high initial training and implementation fees are an investment for most businesses. Its services are only cost-effective for businesses that choose to stay with the company for years.

The Simple payroll services plan from Gusto costs $40 plus $6 per employee per month. So a business with 20 employees would pay a total of $160 per month. Gusto’s Plus plan costs twice this amount. Paycom doesn’t have a flat fee in addition to the per-employee fees, making it an excellent option for small businesses.

The Essentials plan by Paychex costs $39 per month in addition to $5 per employee. Paycom’s services are the more cost-effective option in the long run, as Paycom’s initial fee spreads out over the years. The fee structure for more comprehensive packages by Paychex is also undisclosed so that no comparison can be made.

For companies with a large number of employees, the flat fees may be negligibly small compared to the total per-employee fees. This can make the basic packages by Gusto, Paychex, and other top payroll companies a more economical option. 

Paycom Trials and Guarantees

Paycom currently does not advertise any free trials or demos. Information about any guarantees isn’t disclosed on Paycom’s website either. It offers customized plans when you request a meeting.

Paycom Online Payroll Services Review

Paycom’s Payroll Software includes a comprehensive set of tools to streamline various payroll-related processes. Paycom’s new tool Beti gives employees a self-service experience by making payroll data easily accessible. Employees do their own payroll, saving time and limiting errors.

Still, Paycom is not the best option for most businesses, which is why it falls short of our top online payroll services list.

What Makes Paycom Online Payroll Services Great

• Employee-managed data: Beti is a new tool from Paycom that allows employees to assess the accuracy of their payroll. Beti automates payroll for all employees according to available data, such as hours worked, rewards, and compensations. Employees can correct any inaccuracies in their data before it leads to errors. Paycom is leading the charge in this new, improved payroll process.
• Unified HR tools: Paycom provides a single software to manage various payroll and other HR processes. Data entered for one tool is also available to all the other tools, improving satisfaction for employees who no longer have to enter the same data multiple times. Paycom’s tools also work together to allow for sophisticated automation while maintaining ease of use.
• Customized services: Every business uses different payroll and HR processes. Instead of overwhelming companies by providing many tools, Paycom offers custom services to best meet their clients’ needs. Paycom’s focus on customized service is likely why it doesn’t offer any predefined packages with fixed prices like other companies.
• Aided implementation and training: Paycom offers dedicated service to each business that subscribes to its services. The company helps its clients implement its various tools successfully for maximum ROI. The company also trains employees to use its service and tools to make the transformation easier.
• Wide range of HR services: Besides payroll management, Paycom’s solution also has many other tools to automate HR management. Its tools can help companies with time and labor management, talent management, talent acquisition, and various other processes. Paycom has several innovative and original tools, such as E-Verify, BETI, and Enhanced Background Checks.
• Unbiased performance management: In traditional workplaces, performance reviews are managed by management personnel with little to no governing rules. There’s much room for interpretation and personal biases. Paycom’s performance management and position management tools allow for unbiased employee performance management. This ensures the more talented and dedicated individuals are given preference and encouraged. The systematic nature of software performance management systems also improves employee satisfaction, lowering the turnover rate.
• Easy integration with other services: Paycom’s software includes many modules offering a lot of functionality under one roof. However, since Paycom doesn’t have strictly defined packages, users can cherry-pick modules they find impressive and use other companies for other processes. For example, some Paycom users use other companies for criminal background checks that offer better prices.
• Streamlined reward systems: Paycom’s Compensation Budgeting software allows businesses to streamline reward systems while staying under a decided budget. With Paycom’s software in place, employees have incentives to work towards goals decided by the employer. The system also takes subjectivity out of the equation, simultaneously improving productivity, profitability, and employee satisfaction.
• Exceptional customer support: Paycom has designated representatives for different clients. Companies that use Paycom’s modules are always connected to the same agents who know everything about the company and offer highly personalized customer support.

Where Paycom Online Payroll Services Fall Short

• No trials or demos: Paycom currently doesn’t offer free trials or demos. The only way to know if Paycom’s services are right for your business is by requesting a meeting. This is unlike the companies in our top list, such as Gusto and Paychex, which offer free trials in one form or another. While it’s understandable that Paycom’s custom services would be rather costly to the company as a demo, Paycom can offer at least some of its unique tools for demos.
• Undisclosed pricing information: Paycom doesn’t offer any predefined packages on its website. This can make Paycom more intimidating for businesses with a limited budget compared to service providers that clearly state their prices. This is unfortunate because companies that can benefit the most from Paycom’s dedicated service lack experience in digitization. Paycom can fix this by designing a pricing structure similar to Paychex and offering one fixed-rate Basic package and another custom package with variable rates.
• High initial fees: Paycom reported charging an average of $500 in implementation and training fees. This makes Paycom’s services risky for businesses who are unsure of which online payroll company to choose.  Paycom could alternatively follow other leading companies and charge a fixed monthly fee and per-employee fees. The company could also make its implementation and training optional, eliminating the initial fees.
• UI needs updating: While many users find Paycom’s UI quite intuitive, others find it outdated. This is not a technical problem, but updating its platforms according to contemporary design styles can improve user experience and employee satisfaction.
• Too many reports: Paycom wants to keep HR personnel in the loop about the update the team makes to the software. The company also sends email notifications about requested changes. Some users find these notifications and reports overwhelming. 

Paycom Online Payroll Services Compared

In our comparison of the top online payroll services, we conclude Gusto is the ideal option for most businesses. Here are our top picks from the list:

• Gusto — Best for dispersed workforces
• Paychex — Best for experienced payroll teams
• OnPay — Best for simplifying all things payroll
• QuickBooks Payroll — Best for solopreneurs and small teams
• ADP — Best for never outgrowing your payroll provider

Paycom HR Software Solution Review

Paycom offers a lot of functionality as an HR management software with its various modules. However, we don’t count it among the top HR software solutions for a few reasons. 

Paycom’s UI design is a bit outdated, which can negatively impact how a company is perceived, especially among new employees. Users have also found Paycom’s system to be unnecessarily convoluted.

The biggest reason Paycom doesn’t make it to our list is its pricing structure or, rather, a lack of one. There are no packages advertised on the website. To our best knowledge, Paycom’s services require a considerable initial investment. We recommend Paycom to companies particularly impressed by one of its innovative modules.

Paycom HR Software Solution Compared

While Paycom’s HR tech is impressive, it’s not as refined as some of the more popular options, such as Gusto. Our top picks for HR software solutions are better suited to the needs of most companies.

• Gusto – Best for your first 50 hires 
• Namely – Best for businesses that have outgrown basic HR solutions
• BambooHR – Best support for a small in-house team
• Zenefits – Best for hands-on HR administrators
• Freshteam – Best for shortening your time to hire

Final Verdict

Paycom offers a comprehensive set of tools that allow businesses to streamline many fundamental HR processes. The company also offers dedicated services to help businesses implement their solutions, making the transformation easier.

While Paycom has some innovative Payroll tools such as Beti, it’s unable to compete with leading companies such as Gusto and Paychex that have better pricing structures. 

Paycom is worth considering, but not ideal for most businesses. 

Accurate is a comprehensive employee background check solution. It provides criminal background checks, drug and health screenings, monitoring services, and more to help employers make the best hiring decisions for their businesses.

Accurate is compliant with local, national, and international regulations, making it a secure choice for your business. It allows you to customize your screening services and uses smart technology to get you the background check results that hiring managers need during the prescreening and hiring process and beyond.

Accurate Background Checks Compared

Accurate ranks among the best on our top list, and it’s the most cost-effective service for small businesses to run background checks. Register for an account and get started with Accurate today.

• Intelius—Best for unlimited background checks
• GoodHire—Best for flexible pricing and intermittent use
• B&B Reporting—Best for next-day background check results
• Accurate—Most affordable background checks for small businesses
• Verifirst—Best background check service for property management companies

Find out how Accurate stacks up to other services in the industry when you read our review of the best background check companies.

About Accurate Background Checks

Accurate Background provides employee screening services for employers in the healthcare, insurance, retail, staffing, transportation, and gig industries. It performs a wide range of these services, and its thorough searches include checking court records, driving history, drug screening, and more.

• Accurate Employee Background Checks Review
• Accurate Credit Checks Review
• Accurate Monitoring Services Review
• Accurate Verifications Review

Accurate’s goal is to help you make the best possible hiring decisions using important employee information. It helps you determine whether an employee is a good fit for your business.

For example, if a person has stolen money from a company before, you’ll want to know this before hiring them for a retail position that frequently handles cash. If your employees operate heavy machinery, you might conduct a drug screening to ensure everyone’s safety on the job.

Accurate conducts in-depth background checks before you make your hiring decision, and you can use it at any time to verify employee claims and help reduce risk in your workplace.

Accurate Background Checks Health and Stability

Accurate has been around for 25 years and has been named among the 5000 fastest-growing companies seven times in a row. Founded by CEO Dave Dickerson, Accurate has acquired multiple companies, including Career Builder Employment Screening, LLC, Vero Screening Ltd., and CBES, the last of which put Accurate in a position to lead in the background check field.

Accurate has been involved in a few lawsuits, typically from individuals against the company suing for erroneous information. However, most clients seem satisfied with Accurate’s services, citing quick responses, accurate data, and helpful customer support. The company serves over 16,000 customers and retains 98.5% of them, according to its website. They have more than 1,700 employees.

The information the company collects is not guaranteed accurate, though they do have a high rate of finding correct reports. The biggest complaint most clients had was that sometimes, it takes the company longer to respond or collect search data.

Accurate Background Checks Pricing

You can find some of Accurate’s pricing on its website, where it lists three plans for small businesses. When it comes to large organizations, you can’t see your options as easily. Instead, large business clients have to contact Accurate to get custom pricing and services to meet their needs.

If you choose one of its designated plans, you can make an account on the website. Accurate will then review the information you provide, including your company name, size, industry, and other details, as well as user information. Once they approve you, they’ll contact you. (Regardless of your business size, Accurate must still approve you before you work with them.)

Accurate Pricing Structure

Accurate offers three pricing tiers, which are priced per report. The Basic plan starts at $30.99, and it includes county and national criminal search, the national sex offender registry, and SSN trace and address history. The Standard plan doubles the price to $62.05 per report, while the Premium package comes in at $77.57 per report for more advanced background check services.

You can also make an account with Accurate and tell them your unique needs. Plus, you have to pay a $25 setup fee to verify your business and account. Accurate offers add-ons for more advanced features, like education verification and federal criminal search services. These cost anywhere from $5 to $10.30.

Large organization services work differently in that Accurate tailors its pricing to your background check needs, offering more advanced reporting and flexibility. It works well for enterprise businesses that want to set their own criteria with automated adjudication and approval, multilingual support, recruiter and candidate completion features, and more.

Accurate Pricing Comparison

Accurate is more expensive than some other background check services, but it compares fairly equally to popular options from our top picks. The cost can add up quickly if you need a lot of reports, but for small businesses that need more basic or infrequent services, you probably won’t run into this issue.

Accurate is on par with similar companies, like GoodHire, which has rates starting at $29.99 per report for its small business plans. However, GoodHire also offers more with its basic plans than Accurate, including some report components that Accurate makes you pay extra to add.

Even GoodHire’s most expensive package costs only slightly more than Accurate’s Premium plan at $79.99. Both Accurate and GoodHire offer add-ons, and Accurate’s are cheaper than GoodHire’s $14.99 options.

Accurate is significantly more expensive than Intelius, which starts its basic background checks at less than $10. With Accurate, you’re also paying for quality and reputation, as it’s had fewer legal issues than Intelius. From our research, you’re more likely to receive accurate information with Accurate.

Accurate Trials and Guarantees

Accurate doesn’t offer any trials or guarantees—not even to get your money back. However, the company offers high-quality service and is ISO-certified and FCRA-compliant, which helps you avoid legal trouble while screening applicants and employees.

Accurate seems to have more extra charges than deals for customers, including its setup fee. At the same time, it doesn’t require any monthly minimums for background checks, so even if you just need one, Accurate will do it. Its quality may make the extra charges worth it for you, but this won’t be the case for everyone.

Accurate Employee Background Checks Review

Accurate has many strong points that make it an excellent choice for helping you make optimal hiring decisions for your team. It has comprehensive offerings, and we go over several of its benefits below, as well as areas that might make you reconsider using the service.

If the point below makes you think another background check service might fit your business better, you have plenty of other options. Compare them with our reviews of the best background check companies.

What Makes Accurate Employee Background Checks Great

Accurate specializes in employee background checks. Here’s where you can expect it to excel when you work with the company.

• Industry-specific background checks: Accurate can conduct employee background checks for most industries, but it has its specialty niches. They include gig and marketplace workers, healthcare, insurance, retail, staffing, and transportation. The company provides flexible services to verify employee claims, search criminal records, perform drug and health screenings, conduct social media searches, and more. With its niche expertise, you get more specific information based on your industry, and Accurate understands the kind of data you need in your background checks and how to find it.
• Easy to get started: To get started with Accurate’s small business plans, all you have to do is go to the website and choose your plan. Click the button to begin making your account, and put in your business and user information to send to the company. They’ll approve you and send an email to let you know they’ve reviewed your information. For large organizations, their experts will help you develop a custom plan based on your needs when you contact them.
• Many options for employee background checks: Accurate’s services include criminal background checks, business intelligence, driver history, verification services, social media searches, sanctions, monitoring services, and even global searches. It makes for thorough reports that offer everything you need to make your hiring decisions, and you can use add-on options to dig deeper if needed.
• Affordable for small businesses: If you’re only running a few background checks here and there, Accurate is especially affordable. The company does the hard work for you and sends you the Basic report for only $30.99, which includes criminal search records, the sex offender registry, SSN trace, and address history. Premium is more expensive but not out of reach for small businesses at $77.57, and it includes much more information, as well as education and employment verification and more advanced background check options.
• ISO-certified and FCRA-compliant: Accurate’s compliance with ISO and FCRA helps reduce the risk of you receiving misinformation and protects your business legally. It lowers your risk of a lawsuit if someone accuses you of false information. It also shows that Accurate is a reputable company that sticks to your local, state, and national regulations for obtaining and reporting information.
• Flexible and customizable: Accurate offers customized screening and background check services with flexible terms. You pay by the report, and you can contact the company to discuss your options at any time. Even small businesses can talk to them about custom options and services, and its add-ons fill in the gaps where its regular plans fall short.

Where Accurate Employee Background Checks Fall Short

While Accurate has many helpful services, it won’t work for everyone. Here’s where it may not live up to your expectations, so consider these criteria before you buy your plan.

• Long wait times: Accurate claims to be fast on their website, but it doesn’t say how long you can expect it to take to receive your report. Many client reviews note that Accurate takes much longer than expected to get back to them about their background checks—sometimes several months.
• Basic features are add-ons: A lot of employee background checks include education and employment verification in basic plans automatically, but not Accurate’s. The company makes you pay extra for them, as well as other features, like motor vehicle reports, federal criminal searches, and professional license verification. If you need just one of these things, it’s not a huge deal, but if you need several, it jacks up the cost when you could get them included with another company, like GoodHire.
• Less thorough basic plan: Other companies, like GoodHire, have more comprehensive plans for similar prices, whereas Accurate makes you pay for add-ons or upgrade to Premium. When you’re hiring someone, you want to make sure all the necessary information comes with the report, and Accurate’s Basic plan is more bare-bones than you can find elsewhere.
• Costs add up fast: The cost of Accurate may not be worth it to small businesses with high turnover rates or that need a lot of background checks. Many small businesses watch their budgets, so paying $30 or more repeatedly can eat into their funds. With add-ons, you could easily end up paying double the cost of the basic report. Plus, consider the $25 initial setup fee, which most other background check services don’t have.
• Not meant for personal use: Accurate is intended for employers to use for employee background checks. Other services, like Intelius, let you run your own personal searches. Accurate does the searching for you, which can deter some users who only want a quick look for something simple or who prefer more control over their search. However, it’s a great service for its intended purpose.
• No free trial or guarantees: Where many companies offer a free trial, money-back guarantee, or quality guarantee, Accurate doesn’t. Most clients seem happy with their services, but the fact that you can’t test anything before you sign up might deter some users.

Accurate Employee Background Checks Compared

Accurate ranks fourth among our best background check services for its straightforward approach, compliance, and affordability for small businesses.

• Intelius—Best for unlimited background checks
• GoodHire—Best for flexible pricing and intermittent use
• B&B Reporting—Best for next-day background check results
• Accurate—Most affordable background checks for small businesses
• Verifirst—Best background check service for property management companies

Accurate Credit Checks Review

Accurate uses compliant software to search employee credit history, and it checks all major credit bureaus across the country. It makes reports thorough but simple, so you can read and scan them quickly for the information you need. With its data, it includes credit reports, record keeping, check writing, and more for a full-scope report.

Accurate Monitoring Services Review

Accurate’s criminal monitoring services help create a safer environment for your employees and business. It monitors employees in real time, and you can choose which criteria you use for the service, including location and offense severity. Accurate verifies its sources and data, so you can take action as needed and minimize risk to your company.

Accurate Verifications Review

When an employee makes claims about their education or previous work experience, Accurate verifies those claims to ensure they have the experience you’re looking for. It uses email-first verification for faster results and has a multilingual verification option to broaden its search.

Accurate can verify employment, education, professional licenses, references, and more. It’s also integrated with several resources, including the National Student Clearinghouse Number and The Work Number. Accurate Confirm also finds and compiles employee data with automated mobile capabilities.

Final Verdict

Accurate is a widely used employee background check service that provides thorough reports when you need them. It uses compliant methods and technology to find information and help you make the best hiring choices.

Accurate verifies employee claims with clear plans and pricing, and it works well for many small businesses. However, the company can help businesses of any size, and you can contact them to set up packages unique to your needs.

Patriot is an online payroll and accounting software company founded in 2002. The company had humble beginnings, but today Patriot positions itself as one of the simplest and most affordable payroll and accounting software available to American businesses. It specializes in HR management, time and attendance, accounting, and payroll management.

Patriot is an ideal software for small businesses. It isn’t just budget-friendly but also offers robust, quick, and accurate payroll management services for businesses with less than a hundred employees. 

Patriot Software Compared

Although Patriot is an excellent option for small business setups, it did not make the top list of payroll software. Gusto, our top pick, offers exceptional service and outstanding features for remote and hybrid workforces, ranging from talent management to onboarding checklists. Take Gusto for a test drive with a free demo.

• Gusto — Best for dispersed workforces
• Paychex — Best for experienced payroll teams
• OnPay — Best for simplifying all things payroll
• QuickBooks Payroll — Best for solopreneurs and small teams
• ADP — Best for never outgrowing your payroll provider

You can find in-depth reviews of these payroll software services here.

About Patriot

While Patriot did not make our list of the top five best payroll services, it can still hold its own. The tool offers robust accounting and payroll services, HR management, and time and attendance features for small businesses. 

Patriot is perfect for startup founders without prior knowledge of accounting and payroll. The software helps you deposit and file taxes, pay vendors, handle invoices, track cash withdrawals and deposits, and record payments. With a starting price of $17 per month, it is economically feasible for small businesses and startups. 

• Patriot Payroll Software Review
• Patriot Accounting Software Review

Patriot allows tax and 1099 filings. However, extra charges may apply. Its features include free support, unlimited payment to vendors, and generation of 1099 and vendor reports. The accounting software helps create invoices, track unpaid invoices, and track deposits and withdrawals.

Patriot Software Health and Stability

Patriot was founded in 2002 and is a family-owned business. It currently employs 118 people. It raised a total of $2.1 million in funding in two rounds and currently has a revenue of $31.1 million. 

It has a rating of A+ on the website of Better Business Bureau and boasts a 4.8 out of 5 on Trustpilot. In the 2022 SoftwareReviews Report, Patriot Software ranked #1 for support and business value.

It offers full customer support to US-based businesses from 9 am to 7 pm EST. Patriot also has a dedicated toll-free number and a chat function on its website. Customer service is often praised in reviews as the company offers exceptional professional support to all its clients. 

Patriot does have its own set of limitations. Since the company only serves clients in the US, it can become an issue for organizations with international employees and global offices.

Secondly, the requirement in the Standard Option to set a pay date four banking days after you have made the direct deposit makes careful planning necessary. Comparatively, many of Patriot’s competitors offer lead times as short as next-day delivery without requesting money upfront.

Patriot Software Pricing

Patriot offers a 30-day free trial and multiple options under their Accounting and Payroll services. The Accounting Basic Plan starts at $20 per month, while Basic Payroll begins at $17 per month with an additional $4 per employee or contractor.

The Accounting Basic plan offers features including but not limited to unlimited payment to vendors, expert support, payroll integration, and 1099 e-filing. The Accounting Premium Plan, starting at $30 per month, offers all features of the Basic Accounting plan, as well as features like recurring invoices, invoice payment reminders, and account reconciliation services.

The Basic Payroll Plan includes features such as an employee portal, payroll setup, customer support, Accounting Software integration, and 1099 e-filing. The Full-Service Payroll Plan starts at $37 per month with an additional $4 charge per employee or contractor. It includes all features of the Basic Payroll Plan in addition to Patriot taking care of filing and depositing all local and federal payroll taxes with guaranteed tax filing accuracy. 

Start your 30-day free trial at Patriot today!

Patriot Pricing Structure

Using an online payroll and accounting service means you can quickly process your payroll and manage your accounting needs without worrying about inaccuracies. You can choose between Payroll and Accounting Software based on the size of your company. Depending on your requirements, choose from Basic and Premium plans to track expenses, run your payroll, handle payroll taxes and create invoices on custom templates. 

Patriot also ensures that your business complies with government regulations and helps with local, state, and federal tax filings. The Premium Patriot Accounting Software offers unlimited users at just $30 per month. It includes robust features such as unlimited payment to vendors, customized invoice templates for customers, and Patriot Smart Suggestions to categorize the bank transactions of users.  

The four main pricing editions between accounting and payroll software are: 

• Basic Payroll: $17 per month plus an additional fee of $4 per contractor/employee
• Full-Service Payroll: $37 per month plus an additional $4 per contractor/employee. 
• Accounting Basic: $20 per month with the additional feature of unlimited use
• Accounting Premium: $30 per month with the additional feature of unlimited use

The company offers monthly payments, which make canceling your subscription easier. Since Patriot is a scalable setup, it allows you to grow or reassess your accounting and payroll requirements without any glitches.

Patriot Pricing Comparison

Patriot’s target audience is small US-based businesses with under a hundred employees. Alternatives to Patriot, such as Gusto and Paychex, have an edge regarding their special features, albeit in higher-priced packages. These features include digital signatures, custom offer letters, digital pay stubs, and even employee lifetime accounts. 

Gusto’s Basic Plan starts at $40 plus an additional $6 per contractor/employee, while Paychex’s Basic Plan starts at $39 per month plus an additional $5 per employee/contractor. QuickBooks Basic Plan starts at $45 with the additional charges of $4 per contractor/employee. The comparatively low-cost plans of Patriot make it ideal for new and small businesses that want affordable and feasible accounting and payroll solutions.  

Patriot Software’s Trials and Guarantees

Patriot offers a 30-day free trial alongside a demo run of the software. After the free trial ends, Patriot’s Basic Plan charges $17 or $20 per month based on your chosen software option.

This makes choosing Patriot easier for customers, as they understand the software with the demo’s help and can use it free of charge during the trial period to see if it suits their business requirements. Join Patriot Software today and get the first 30-Days Free. 

Patriot Payroll Software Review

Patriot did not make it to our best online payroll service lists. However, it offers a lot to businesses of a certain caliber. Other payroll services available in the market today, such as Gusto and Paychex, outperform Patriot in multiple aspects. Although Patriot lacks the special add-ons featured in these tools, it makes up for them by offering exceptional customer support and advanced services at affordable prices.

Our research also concluded that Patriot is ideal for small startups based in the US. It provides accounting services, payroll services, HR management, and time and attendance integration. Patriot also offers add-on features at low prices. Read our comparison of the best payroll services in the market today.

What Makes Patriot Payroll Great

• Exceptional customer service: Patriot is known for its outstanding customer service. It has a chat option available on its website and a toll-free number that customers can contact for queries and concerns. Customer support is available from 9 am to 7 pm from Mondays to Fridays.
• Easy to navigate: It is ideal for business owners without prior experience dealing with payroll. It’s easy to set up and navigate and hence saves time. The effortless integration of the data makes it a favorite among businesses.
• Cost-effective pricing: Patriot offers all the essential functions a business may need at affordable rates. Other payroll companies like Paychex and Gusto charge exorbitant amounts compared to Patriot, which is why small businesses gravitate toward Patriot. At $37 per month, payroll software files your local, state, and federal payroll taxes.
• Accessible employee portal: Patriot’s employee portal allows a firm’s employees to access their pay summary online without hassle. Even though Patriot is known for its payroll services, it also offers HR management, time and attendance integration, and accounting services.
• Offers a free demo run and a 30-day free trial period: The 30-day free trial period gives you time to make up your mind about purchasing the subscription to the software. The demo helps familiarize the potential buyers with how the software works and if it meets all their requirements.

Where Patriot Payroll Falls Short

• Does not work globally: One of the reasons why Patriot did not make it to our top list is the geographical constraint. It does not support contractors/employees working outside the US. This poses a problem for small businesses working with freelancers or remote contractors from all over the world. 
• Limited add-ons: Patriot, unlike Gusto, Paychex, and other software services on our list, does not have features like compliance alerts, time-tracking, and e-signatures.
• Additional charges: Patriot charges an additional amount per filing in different states, making it costly for small businesses with a limited accounting and payroll processing budget.
• Does not support large businesses: Although scalable, Patriot’s design does not support the payroll needs of large businesses with a global employee base. Patriot cannot help you if your business grows and employs more than a hundred people or wants to expand internationally.
• No custom or flexible plans: Unlike Gusto and Paychex, Patriot offers limited plans. Businesses with distinct payroll requirements cannot get a customized plan suited to their needs or opt for only specific features. 

Patriot Payroll and Accounting Service Compared

Patriot is an excellent option, but it did not make it to our list of the best payroll services available today. The best payroll service providers for our readers are Gusto and Paychex. Both companies offer unique features, such as time tracking, easy onboarding of new employees, and smartphone integration.

• Gusto — Best for dispersed workforces
• Paychex — Best for experienced payroll teams
• OnPay — Best for simplifying all things payroll
• QuickBooks Payroll — Best for solopreneurs and small teams
• ADP — Best for never outgrowing your payroll provider

Patriot Accounting Software Review

Patriot accounting software did not make it to our best accounting software list. Its lack of features and a limited target audience only make it practical for small businesses. Large enterprises cannot use the software for local or international operations. The option to import customers, Chart of Accounts, trial balance, and vendors offered with exceptional US-based expert support is why Patriot is an excellent option for US-based firms. 

At $20, companies can use the Accounting Basic Plan to track the inflow and outflow of money, create and print 1099s and 1096s, create and track customers and invoices and make unlimited payments to vendors. At just $30 per month, the accounting software sends you recurring invoices, provides custom invoice templates, and offers account reconciliation services. 

Patriot Accounting Services Compared

Other accounting services fit right in with payroll software, and Patriot offers an affordable option, especially for small businesses. Again, it did not make our top list for accounting software, but that doesn’t mean it isn’t a great tool on its own. 

Here are the eight tools that did make the list:

• QuickBooks – Best small business accounting software for new businesses
• Zoho Books – Best value solution for large lists of customers and vendors
• FreshBooks – Best invoicing software for entrepreneurs, agencies, and SMBs
• Melio – Best free business payment solution to pay and get paid via ACH, check, or credit card.
• Sage 50cloud – Best desktop solution for medium-sized businesses
• Wave – Best free accounting software for entrepreneurs
• Xero – Best for data imports and Gusto payroll integration
• Kashoo – Best for straightforward, all-inclusive pricing

Final Verdict

Large businesses may find Gusto, ADP, or Paychex more appealing than Patriot. But small companies or new startups do not have the luxury of establishing accounting departments or investing in steep payroll service providers. 

Patriot’s accounting and payroll services, HR management, time and attendance integration feature, simplicity of use, affordable rates, and exceptional customer service make it a strong competitor in the small business payroll and accounting software service market.

Since Patriot has been in the market for nearly two decades, it’s considered a relatively stable and affordable option for small businesses. Its exceptional performance and excellent customer support have helped it win many awards. Patriot also boasts an A+ rating from Better Business Bureau. 

For companies that need something more comprehensive with additional features, such as human resource administration, or a firm with more than a hundred employees, Patriot is not an option.

However, we firmly believe that Patriot is an attractive and affordable alternative that is here to stay and serve its target audience, primarily small businesses and startups.

Create employee benefits packages that attract top talent with Gusto, an all-in-one payroll, benefits, and human resource management software with licensed advisors to help craft the perfect packages for your business. For a limited time, save 25% for the first six months on the Gusto Plus plan. 

Many employers think about the downside of offering employee benefits packages. These packages add to the company’s overhead and require a significant monetary investment. However, competitive benefits can help attract top talent, reduce employee attrition, and increase the company’s bottom line. This guide covers everything you need to know about successful employee benefits packages. 

The 5 Best Administration Software to Create Employee Benefits Packages 

You don’t have to spend hours and endless paperwork creating and managing employee benefits packages. We’ve reviewed the best employee benefit plans for your convenience. Here, we feature the best software to automate benefits administration, including benefits eligibility, elections, and enrollment. 

• Gusto – Best for Companies with a Limited Workforce 
• ADP – Best for Companies with More Than 50 Employees
• BambooHR – Best for Tracking Benefits 
• Zenefits – Best for On-the-Go Access
• GoCo – Best for Automatic Benefits Enrollment 

What Are Employee Benefits Packages and Why Do They Matter? 

An employee benefits package refers to a collection of non-monetary compensation that an employee receives in addition to their base wage or salary. Typically, these benefits cover essential expenses that an employee would otherwise have to pay out of pocket. For example, most employee benefits packages include medical insurance and retirement savings. 

Although often used interchangeably, there is a nuanced difference between employee benefits and perks. Benefits are considered essential, while perks are considered nice to have. For example, medical insurance is critical for the employee’s health and well-being, but free food or a standing desk at the office are often considered extras. 

An attractive employee benefits package is important for several reasons. First, offering an employee benefits package ensures compliance with relevant federal and state mandates. There are more than 180-labor related laws, many of which mandate certain employee benefits. 

Regardless, offering attractive employee benefits packages is consistent with most companies’ interests. According to a recent study, 80% of employees preferred to take a job with 30% less pay but with benefits compared to an identical position with no benefits. Therefore, attractive benefits can help you recruit top talent. 

In the same vein, attractive employee benefits can help retain top talent. The employees feel more secure and less likely to search for new jobs. Replacing an employee costs six to nine months of their salary. Reducing employee attrition is critical and attractive benefits can help accomplish this goal. 

Furthermore, a good benefits package can help boost employee productivity. Employees are more likely to focus on their work when they have fewer financial strains and concerns. Finally, other reasons to offer employee benefits include better morale, a healthier workforce, and more loyal employees. 

Types of Employee Benefits (Mandatory vs. Voluntary) 

There are two types of employee benefits, mandatory and voluntary. Mandatory employee benefits are consistent across all states and industries and are enforced by the U.S. Department of Labor. So you’ll need to include these benefits to comply with relevant laws and regulations. 

However, some laws are state mandated. So it’s worth consulting with a legal expert when formulating your employee benefits packages. According to the U.S. Bureau of Labor Statistics, these legally-mandated benefits are aimed at:

• Providing workers and their dependents with medical care and a retirement income 
• Cushioning workers from economic hardships resulting from disability and loss of work
• Covering liabilities resulting from workplace-related illnesses and injuries

Therefore, a legally compliant employee benefits package must include the following benefits: 

Medicare and Social Security Contributions – The federal government mandates social security and medicare benefit program contributions. Both the employee and employer contribute to these funds under the Federal Insurance Contributions Act (FICA). 

Unemployment Insurance – Employees are also required to carry unemployment insurance. While there are minimal federal requirements, each state has its regulations. In addition, former employees can file a wrongful termination case and receive funds from the Unemployment Tax Fund. The money is meant to temporarily replace the income while they look for another job.

Health Insurance – The Affordable Care Act (ACA) mandates that businesses with 50 or more full-time employees provide healthcare coverage. Businesses covered under the act are known as applicable large employers (ALEs). The business must also report the cost and type of insurance they provide to the IRS. 

Family and Medical Leave – Similarly, the Family Medical Leave Act (FMLA) requires ALEs to provide staff with up to 12 weeks of unpaid leave. Along with health insurance, family and medical leave are among the most sought-after employee benefits. So it is worth implementing an attractive package to remain competitive in the job market. 

Disability Benefits – Some states like California, New Jersey, New York, and Rhode Island require employers to carry disability insurance. This insurance covers employees who miss work because of a non-work-related injury or illness. Although not mandatory in most states, it is an incentive worth considering if you hope to attract top talent. 

You shouldn’t stop with the mandated benefits. If you hope to reap the advantages of employee benefits, it’s worth adding extra perks. Some of the most common voluntary employee benefits include: 

Health Insurance – You don’t have to stick with government-mandated health insurance policies. Many job hunters consider the health insurance package when comparing job offers. So a comprehensive health insurance package can help attract and retain top talent. There are also many other types of insurance you can offer, including dental, health, vision, and life insurance.  

Flexible work hours – Many of today’s employees value autonomy and work-life balance. Flexible work hours are in demand, even more than remote working programs. Examples of flexible work hours include compressed work weeks, customized work hours, and alternative schedules. 

Fitness and wellness initiatives – Most employers understand the importance of a physically and mentally healthy workforce. As a result, the organization enjoys higher productivity, reduced absenteeism, fewer health risks, and higher employee morale. A wellness program may include yoga classes, on-site fitness centers, healthy snacks, financial counseling, smoking cessation programs, and volunteering activities. 

Paid maternity and paternity leave – Employers aren’t mandated to provide paid maternity leave, but it is an attractive perk. Employees are more likely to be loyal given the opportunity to bond with their newborns without forgoing their pay. Paid maternity and paternity leave also ensures new parents are less anxious about finances when they return to work. 

Student loan benefits – Student loan assistance is desirable for millennials. For example, PwC offers employees up to $100 monthly towards student loan payments. Many millennials struggle with student loan repayments eating into their paychecks. Such a benefit can help attract highly qualified talent. 

Other types of voluntary employee benefits to consider include: 

• Career development
• Stock options 
• Paid vacation and time off 
• Pet insurance 
• Pet-friendly workspaces 
• Employee appreciation programs
• Casual dress code 
• New hire welcome packages 

Voluntary benefits provide opportunities for customization. So you can create a package that makes sense for your industry, type of business, and budget. Besides, an attractive benefits package will repay itself in high-quality talent acquisition, increased productivity, and low employee attrition. 

Who Qualifies for an Employee Benefits Package? 

You’ll need to check with your local and state laws for employee benefits eligibility requirements. For example, many states mandate paid sick leave, short-term disability, and health insurance benefits for part-time employees. Again, it’s helpful to consult a legal expert to learn about the requirements for your state. 

You can also refer to the relevant federal laws to determine employee eligibility for benefits packages. For example, the Affordable Healthcare Act (ACA) requires businesses to offer health insurance to full-time employees. However, the Employee Retirement Income Security Act (ERISA) determines that part-time employees are eligible to participate in the company’s retirement plan. 

It’s worth noting that the IRS considers employees working more than 30 hours a week or an average of 130 hours a month to be full-time employees. This distinction is important for businesses whose employee hours fluctuate. 

An employer can offer voluntary benefits at their discretion. However, policies must be applied fairly and consistently. It’s equally important to define part-time and full-time employees clearly, including the benefits they are eligible for. 

How to Design a Competitive Employee Benefits Package 

What constitutes a competitive employee benefits package is relative. For example, while older workers may value maternity leave and paid vacations, millennials may prefer remote working, student loan assistance, and state-of-the-art technology. Similarly, a large company may be able to afford childcare benefits for its employees. However, a startup may need to focus more on alternative benefits like free food, unlimited paid time off (PTO), and flexible working hours. 

Any good employee benefits program starts with objectives. Clear objectives are critical for choosing specific benefits that resonate with your employees. You can refer to the organization’s HR strategy can help formulate benefits objects.  

For example, you may want an employee benefits package that will:

• Attract and retain the best talent
• Compete with similar organizations 
• Maintain good relationships with unions and other industrial relations
• Improve employee standard of living
• Boost the company’s image in the public eye
• Offer supplemental income that allows employees to participate in social and cultural events

The main thing is that employee benefits should be focused on employee welfare rather than as donations or charity. This way, the benefits package is more likely to resonate positively with your workforce and prospective hires. Finally, the benefits package should be fundamental to human resource management. 

Next, create a budget for your employee benefits packages. As a rule of thumb, employee benefits cost 20-50% of the worker’s salary. Fortunately, not all benefits have to increase the company’s expenses. 

For example, a work-from-home program will not add to the HR budget. However, this benefit shows employees that you value work-life balance and trust them to work independently. Similarly, a profit-share program doesn’t cost anything upfront but incentivizes employees to be more productive. 

It’s also helpful to conduct a needs assessment to determine the benefits your employees want. Questionnaires and surveys help identify the benefits that have the highest impact. It’s also helpful to conduct a utilization review of current benefits and replace underutilized benefits with in-demand options. 

Finally, formulate and document the benefits program. Again, software like Gusto can assist with this step. You can also speak to a professional to help you develop a comprehensive program. Lastly, communicate the benefits packages with your employees and explain the offered benefits. 

Pitfalls to Avoid When Creating Employee Benefits Packages 

Even the best-meaning employee benefits program can become problematic if you don’t watch out for common pitfalls. Unfortunately, these are typical blind spots many employers miss when formulating benefits packages. Identifying potential issues beforehand helps avoid potential problems down the road. 

Employers need to remember the non-monetary cost of administering a benefits program. For example, the HR department may have additional paperwork and workload. Fortunately, software like Gusto automates most administration tasks so HR can focus on other important work. 

Healthcare costs also continue to rise every year. The increase results from factors like changing government policy, disease prevalence, and population growth. Therefore, it’s important to account for the rising cost when budgeting for health-related benefits. 

Additionally, many employers need to consider changing employee benefits status. For example, single employees may marry and have children. This change means an increase in their benefits package. So the benefits program should be flexible enough to account for changing employee status. 

Other crucial employee benefits mistakes to avoid include:

• Late enrollment of qualified employees
• Making late deposits for matching and profit-sharing 
• Purchasing inadequate insurance plans
• Ignoring compliance issues

Again, you can leverage employee benefits software like Gusto to help with benefits administration. You can also consult a licensed advisor to help formulate an iron-clad benefits program that works for your organization. 

Final Thoughts About Employee Benefits Packages 

A comprehensive employee benefits package solves one of the most critical but often overlooked problems. You’ll be able to attract top talent and retain high-performers for the long haul. The organization also benefits from a healthy, energetic, motivated, and productive workforce. 

It is possible to create an attractive employee benefits package regardless of the company’s size or budget. And, with software tools like Gusto, administering benefits doesn’t have to be a headache for HR. You can automate most administration tasks and even get professional guidance when crafting your packages. 

Below are two more QuickSprout posts to help you learn more about employee benefits:

• How to Set Up Employee Benefits in 4 Simple Steps
• Compare the Best Employee Benefit Plans

iSolved Time is a time and attendance system that makes managing and processing your employee hours easier. iSolved Time offers powerful features and a quick setup to get you up and running in a matter of minutes.

With extensive time tracking, flexible scheduling, and physical time clocks, iSolved Time can replace tedious tracking methods and transform the way you run your growing business. 

iSolved Time Compared

iSolved Time made our top list as one of the best platforms for growing businesses. However, the best time and attendance system for most people is Rippling because of its built-in payroll solution and exceptional automation features. Sign up for Rippling and get a free custom quote today. 

Want to read more about the top best time and attendance systems? We reviewed dozens of options and narrowed it down to the top eight. If you want to scope out all of your options, see all of our top picks here.

• Rippling — Best overall
• OnTheClock — Best for businesses with regular service calls
• QuickBooks Time (formerly TSheets) — Best for remote workers and QuickBooks integration
• TimeClock Plus — Best for large businesses and secure access control
• Stratustime — Best cloud-based software for small businesses
• UKG (formerly Kronos) — Best for small to midsize businesses
• uAttend — Best for very small businesses
• iSolved Time — Best for growing businesses

About iSolved Time

iSolved Time made it onto our top list as the best platform for growing businesses because of its cloud-based system and flexible options. Whether you need to manage your employees’ hours better or make the solution between tracking and processing easier—iSolved Time can handle it all with ease.

• iSolved Time’s Time and Attendance System Review

iSolved Time offers a range of physical time clocks with biometric technology to help you track time in any workplace environment. But iSolved Time also has a separate all-in-one human capital management (HCM) solution for enterprise-level businesses that need extensive features combined with HR and payroll, talent acquisition, and workforce and talent management.

iSolved Time Health and Stability

iSolved Time was founded in 1986 and is currently headquartered in Charlotte, NC. Because iSolved Time is a privately held company, it only has one public investor, Accel-KKR, who has participated in one funding round. 

As of today, iSolved Time employs more than 1,000 people across the United States. With a 4.1-star rating on Glassdoor, iSolved Time employees are happy with the company’s supportive and diverse work culture. 

iSolved Time Pricing

iSolved Time doesn’t currently disclose pricing on its website, but after extensive research, we found a few valuable resources that give more insight into how iSolved Time prices its services.

iSolved Time Pricing Structure

From the research we conducted, iSolved Time supposedly structures its pricing on a per-employee-per-month basis, with a minimum monthly base fee. Even though iSolved Time doesn’t disclose pricing on its website, you can still request a free quote. 

iSolved Time bases your custom quote on several factors, including your business’ preferred collection methods, if you have remote employees, and how many employees you have at the time of the request. 

iSolved Time Pricing Comparison

After extensive research, we found that iSolved Time’s pricing supposedly starts at $4 per user per month, with an additional monthly minimum base fee of $80. However, keep in mind that iSolved also has a separate HCM software with different pricing. Unfortunately, that’s as much as we have gathered about iSolved Time’s pricing, so you will have to request a quote for more transparency. 

Based on the information we found, iSolved Time is certainly on the more inexpensive side of time and attendance systems when compared to its competitors per user per month fees only. For example, Rippling and QuickBooks start at $8 per user per month, with QuickBooks having a significantly inexpensive base fee of $10 compared to iSolved Time’s supposed $80. 

On the other hand, OnTheClock starts at a low rate of $3.50 per user per month, whereas uAttend starts at $22 per month for between one and nine users. 

iSolved Time Trials and Guarantees

iSolved Time doesn’t offer any free trials or free versions of its system. However, you can request a free quote and create a customizable pricing plan to suit your business needs. 

iSolved Time’s Time and Attendance System Review

Compared to other time and attendance systems, iSolved Time stands out for its extensive time-tracking capabilities and its wide range of physical time clocks for employees in any workplace. iSolved Time is the perfect solution for small to mid-sized businesses hoping to grow in their respective industries. 

iSolved Time can help improve your time management and scheduling processes with its powerful functionalities. To read more about iSolved Time’s competitors and how they stack up against each other, check out our top picks for time and attendance systems. 

What Makes iSolved Time’s Time and Attendance System Great

• Adaptable time tracking: iSolved Time uses the latest technology to help you collect and process your employee’s hours easily. With its incredibly adaptable and extensive time-tracking functionality, you can support multiple locations and time collection options without outsourcing tracking software. As a cloud-based application, you can have peace of mind that all your time card data and comp time is stored securely, which saves you time and money in the long run. 
• Flexible scheduling: Whether you need to build employee schedules, monitor attendance, or compare schedules with time worked, iSolved Time allows you to do this with its flexible scheduling feature. With a time card screen summary, you can see the actual hours worked at a glance, with associated alerts of any changes made. iSolved Time also offers configurable attendance rules, so you can define rules and include as many shifts as you like within your configuration. And its flexibility doesn’t stop there, as you can utilize its drag-and-drop tool to make it easier to assign shifts and modify your schedule that you can view by day, week, two weeks, four weeks, or six weeks. 
• ACA compliance: iSolved Time’s technology will help your business remain compliant with the Affordable Care Act (ACA). With determination testing and look-back reporting, you can determine if your company qualifies for ACA calculations to satisfy the requirements for payroll-based journal reporting. iSolved Time’s ACA compliance can also help you avoid paying government penalties and ensure that your full-time employees are working the right amount of hours to continue receiving their benefits. 
• Physical time clocks: If you prefer to use physical time clocks to collect employee time, iSolved Time has a decent range of touch screens, USB, Ethernet, plug-and-play, and touch-and-go time clocks to choose from. You can choose between NXG or Velocity models with traditional swipe cards, proximity readers, key code entry, or biometric access with finger scanning, which prevents buddy punching and time theft. iSolved Time’s clocks come with different features, including multiple reader options, visual and audio feedback, punch screens, battery backups, and an intuitive user interface.
• Employee self-service: Self-service doesn’t have to be difficult, and with iSolved Time it isn’t. With iSolved Time’s employee self-service functionality, your employees can clock in and out directly through their web browser. Employees can also use the self-service function to view schedules and accruals from the graphic time card view and send requests to different departments. Employees can also view their tax information and update their details at any point. 

Where iSolved Time’s Time and Attendance System Falls Short

• Lackluster mobile app: iSolved Time currently offers a mobile app called iSolved Timeforce. The app aims to help iSolved Time users manage their hours on the go. However, the app has a 2.8-star rating on the Google Play store, with hundreds of users complaining about login trouble, lackluster functionality, and unreliable performance that made clocking in and tracking time prohibitively difficult.
• Subpar support: While iSolved Time does offer access to extensive user guides and glossaries on top of its live chat support, many users have claimed that its customer service is still slow. Some users have even switched to a different time and attendance provider based on the long response times. However, a decent amount of users claimed that while the support was slow, most of the company’s representatives were kind and patient. 
• Zero integrations: Unfortunately, if you want to enhance the current iSolved Time platform, you will need to upgrade to iSolved’s HCM all-in-one solution, as it does not offer any integration marketplace or additional add-ons to make it more functional for its users. While this may not be a huge deal for some individuals, it’s still not ideal for users to pay full price for software they may not fully utilize. 

iSolved Time Time and Attendance System Compared

While iSolved Time provides its users with extensive and flexible time-tracking features, the best time and attendance system is Rippling because of its all-in-one HR solution. 

• Rippling — Best overall
• OnTheClock — Best for businesses with regular service calls
• QuickBooks Time (formerly TSheets) — Best for remote workers and QuickBooks integration
• TimeClock Plus — Best for large businesses and secure access control
• Stratustime — Best cloud-based software for small businesses
• UKG (formerly Kronos) — Best for small to midsize businesses
• uAttend — Best for very small businesses
• iSolved Time — Best for growing businesses

Final Verdict

iSolved Time is an excellent time and attendance system for growing businesses. With adaptable time tracking and flexible functionalities, like scheduling and employee self-service, iSolved Time can help you collect and process employee time with ease.

With over 20 years in the industry and 1,000 employees across the United States, iSolved Time is incredibly reliable. We recommend iSolved Time to any business needing accurate and easy time-tracking capabilities. 

ZipRecruiter is the number one rated job posting site in the United States. With more than 110 million job seekers using the platform, ZipRecruiter connects job seekers with employers from companies of every size. 

Powered by industry-leading technology, ZipRecruiter offers next-level features that help you create the most personalized and efficient hiring experience. Whether you run a small business or an enterprise, ZipRecruiter can improve your hiring process in a few clicks. 

ZipRecruiter Compared

ZipRecruiter didn’t make our top list, but that doesn’t necessarily mean it’s a poor product. With that said, the best job posting site for most people is LinkedIn because of its ability to create a large and reliable professional network. Sign up today and receive a seven-day free trial for LinkedIn Premium.

Want to read more about the top best job posting sites? We reviewed dozens of options and narrowed it down to the top six. If you want to scope out all of your options, see all of our top picks here.

• LinkedIn – Best for Professional Networking
• Indeed – Best for Dynamic Recruiting
• Snagajob – Best for Hourly Jobs
• AngelList – Best for Startups
• FlexJobs – Best for Remote and Flexible Jobs
• Dice – Best for Tech Jobs

About ZipRecruiter

Even though ZipRecruiter didn’t make our top list, it still offers powerful features that scale to the size of your business. Whether you are a job seeker or a hiring employer, ZipRecruiter ensures you find exactly what you are looking for with one-click applications and customizable processes. 

• ZipRecruiter Job Posting Site Review

ZipRecruiter is a single-product company because it doesn’t offer any other services or products. However, ZipRecruiter supports various industries, including hospitality, retail, healthcare, transportation, staffing, insurance, construction, and technology. In most of ZipRecruiter’s case studies, the company managed to increase the number of quality candidates by at least 50% and has reduced the time-to-hire for many industries. 

ZipRecruiter Health and Stability

ZipRecruiter was founded in 2010 and is currently headquartered in Santa Monica, California, as a publicly traded company. The company has three investors, including Basepoint Ventures, IVP, and Industry Ventures, which have raised a total of $769 million across three rounds. 

With more than 2.8 million businesses utilizing ZipRecruiter to find talent and a 4.3-star rating on Glassdoor, it seems that the company is a reliable and supportive workplace for its employees.  

ZipRecruiter Pricing

ZipRecruiter doesn’t currently disclose pricing on its website, but after extensive research, we found a few valuable sources that let us better understand how ZipRecruiter prices its products. With that in mind, ZipRecruiter does offer three different pricing tiers that scale to the size of your business. 

ZipRecruiter Pricing Structure

From the research we conducted, ZipRecruiter structures its pricing packages on a monthly basis. Each pricing tier for small and medium-sized businesses consists of several features to improve your overall hiring experience. As the pricing increases, so does the number of features you receive. 

Even though ZipRecruiter doesn’t disclose pricing on its website, enterprise-level businesses can still request a free consultation and create a customized pricing package based on the specific size of the business. 

ZipRecruiter Pricing Comparison

After extensive research, we found that ZipRecruiter’s pricing supposedly starts at $299 per month and increases in price from there. For additional features, like exclusive database access, traffic boost, and integrations, you will be expected to pay anywhere from $419 and $899 per month. 

Based on the information we found, ZipRecruiter is certainly on the pricier side of job posting sites compared to other companies on the market today. For example, LinkedIn Premium starts at $39 per month, while Snagajob costs $89 per month. 

On the other hand, AngelList and FlexJobs start in the $200 range, with AngelList priced at $250 per month and FlexJobs at $399 per month. 

ZipRecruiter Trials and Guarantees

ZipRecruiter offers a four-day free trial, but you need to provide your credit card details to validate your account.  

ZipRecruiter Job Posting Site Review

Compared to other job posting sites, ZipRecruiter stands out for its scalable plans, network outreach, and customizable hiring process. You can completely transform the way you screen and hire candidates with ZipRecruiter’s powerful features.

ZipRecruiter can help you source talent in the easiest and smartest way possible. To read more about ZipRecruiter’s competitors and how they stack up against each other, check out our top picks for job posting sites. 

What Makes ZipRecruiter Job Posting Site Great

• Scalable platform: ZipRecruiter is an excellent job posting site for businesses looking to scale with the hiring platform they decide to utilize. Not only does ZipRecruiter have packages that cater to small and medium-sized businesses, but it offers a fully integrated enterprise package for businesses with more than 5,000 employees. The enterprise package offers powerful matching technology, an enhanced network of job seekers, data-driven strategies, and customized solutions. 
• Outreach network: If you are looking for a job posting site that will give you the most outreach, ZipRecruiter is a decent contender. Employers can reach millions of job seekers through ZipRecruiter’s large network of job sites, including companies like Google, Jooble, JobRapido, FlexJobs, and LiveCareer, to name a few. You can also easily share your job advertisements on social networks, such as LinkedIn, Facebook, and Twitter, with just one click. In addition to these networks, ZipRecruiter partners with veteran job sites, like Veteran’s Job Exchange, Job Path, and Veteran’s Enterprise, to make it easier to support troops and find talent that aligns with what you are looking for. 
• Customizable hiring process: ZipRecruiter offers a few ways to customize your hiring process to make it more functional for the way you decide to run your business and hire talent. ZipRecruiter has customizable templates you can use to help write your job descriptions, saving you time writing a job ad from scratch. You can also save time by adding custom screening questions to your job ad, which makes it easier for you to sort through qualified candidates. ZipRecruiter gives you the option to create, edit, and save email templates to streamline the process of contacting candidates and makes it more efficient to do so. 
• Intuitive dashboard: Another benefit to using ZipRecruiter is how intuitive its dashboard is, making it incredibly easy to navigate the platform and post jobs. You will find everything you need on the left-hand side of ZipRecruiter’s dashboard, including candidates, jobs, resume database, help, and upgrade tabs. Most of ZipRecruiter’s dashboard features drop-down menus and one-click tabs that redirect you to the page you want in seconds. 
• Vast ATS integrations: You can integrate your preferred ATS application into ZipRecruiter’s platform to create a better hiring experience. ZipRecruiter’s vast marketplace of ATS partners helps streamline posting, optimize your application flow, and discover new hires fast. Some of ZipRecruiter’s integration partners include Bullhorn, MaxHire, Breezy, JazzHR, and ZohoRecruit, to name a few.

Where ZipRecruiter Job Posting Site Falls Short

• Poor quality candidates: Although ZipRecruiter claims to provide employers with exceptional candidates, this doesn’t seem to be the experience for most users. After reading dozens of reviews, we found that many users claimed that ZipRecruiter would match them with poor-quality candidates that weren’t qualified for the advertised job positions. 
• Issues with the free trial: Many users claim that ZipRecruiter’s free trial isn’t actually free since the signup process put them into paid contracts—contracts they couldn’t easily get out of and sometimes had to pay extra fees to cancel.  
• Expensive monthly packages: Even though it doesn’t disclose pricing on its website, we found that ZipRecruiter’s pricing supposedly starts at $299 per month and increases to $899 per month for only four additional features, such as integrations and access to a resume database. These prices are quite steep, especially for small and mid-sized businesses. 

ZipRecruiter Job Posting Site Compared

While ZipRecruiter provides extensive outreach and a customizable hiring process, the best job posting site is LinkedIn because of its ability to create a reputable and professional networking system. 

• LinkedIn – Best for Professional Networking
• Indeed – Best for Dynamic Recruiting
• Snagajob – Best for Hourly Jobs
• AngelList – Best for Startups
• FlexJobs – Best for Remote and Flexible Jobs
• Dice – Best for Tech Jobs

Final Verdict

ZipRecruiter is still a decent job posting site despite its steep pricing. As a scalable platform with a large outreach network and customizable functionalities, ZipRecruiter can help you find the talent you need, no matter the industry your business serves. 

With more than 12 years in the industry and with 2.8 million businesses utilizing the platform, ZipRecruiter is a reliable and secure company, which is why we would recommend it to any business looking to hire talent. 

FlexJobs is the number one job posting site to find remote, work-from-home, and flexible job opportunities. Both job seekers and employers can utilize FlexJobs for its powerful recruitment functionalities. 

With unlimited job postings, ATS integrations, and top-level career advice, FlexJobs can help you hire remote talent with ease. FlexJobs provides a simple solution to employers that have experienced hiring complications and ensures job seekers can find the right position that suits their needs. 

FlexJobs Compared

FlexJobs made it onto our top list for its ability to allow employers to post remote and flexible job ads with ease. However, the best job posting site for most people is LinkedIn because of its professional networking capabilities. Sign up today and receive a 7-day free trial for LinkedIn Premium. 

Want to read more about the top best job posting sites? We reviewed dozens of options and narrowed it down to the top six. If you want to scope out all of your options, see all of our top picks here.

• LinkedIn – Best for professional networking
• Indeed – Best for dynamic recruiting
• Snagajob – Best for hourly jobs
• AngelList – Best for startups
• FlexJobs – Best for remote and flexible jobs
• Dice – Best for tech jobs

About FlexJobs

FlexJobs made it onto our top list for being the best platform for posting remote and flexible jobs specifically. Whether you are hiring or seeking job opportunities in industries such as accounting, finance, bookkeeping, marketing, writing, or project management, FlexJobs can help you find thousands of jobs and companies within seconds. 

• FlexJobs Job Posting Site Review

FlexJobs’ services include exclusive job search, career coaching, resume reviews, and events and webinars. 

FlexJobs Health and Stability

FlexJobs was founded in 2007 and is currently headquartered in Colorado as a privately traded company. FlexJobs employs roughly 50 people across the United States. While there isn’t too much public information on FlexJobs’ funding or turnover, it does have a 4.6-star rating on Glassdoor, with most employees feeling satisfied with FlexJobs’ workplace culture.

According to FlexJobs’ website, big-name brands, such as Apple, Dell, United Healthcare, and Salesforce, have utilized FlexJobs to recruit top talent for remote, freelance, or part-time work, showcasing a sense of trust and reliability for the company. 

FlexJobs Pricing

FlexJobs has two separate pricing structures for both employers and job seekers. You can expect a decent range of pricing tiers that increase depending on how often you need to utilize the platform. 

FlexJobs Pricing Structure

FlexJobs pricing for employers is structured on a monthly, quarterly, and yearly basis, whereas its pricing for job seekers is subscription-based and starts at one week and one month and increases to three months and one year. 

For employers, the pricing will increase depending on how large your organization is and how often you need to post job advertisements. For job seekers, the pricing will increase depending on how long you think it will take to find the right job. Each job seeker subscription comes with nifty perks that you get access to for however long your subscription lasts. 

FlexJobs Pricing Comparison

FlexJobs employer packages start at $399 for one month, $859 for three months, and $2,999 for one year. On the other hand, FlexJobs pricing for job seekers is $9.95 for one week, $24.95 for one month, $39.95 for three months, and $56.95 for one year. 

With those prices in mind, we would say that FlexJobs is certainly priced on the high end of the spectrum. In comparison to other job posting sites, FlexJobs is one of the most expensive options you could choose from. For example, LinkedIn recommends you spend a maximum of $25 per day for additional hiring features. And Snagajob only costs $89 per month to post a job ad and gives you access to pre-screening questions, one-click applications, and interview scheduling. 

AngelList is another job posting site that costs $250 per month, which is a little closer to FlexJobs pricing, but it also offers a 7-day free trial and doesn’t charge job seekers to apply for jobs. 

FlexJobs Trials and Guarantees

FlexJobs doesn’t currently have any free trials or free plans. However, for all job seeker subscriptions, FlexJobs has a satisfaction guarantee that ensures that if you are not satisfied with the quality of its service, you can cancel your subscription and request a refund within 30 days. 

You can also save between 30% and 35% if you choose a three-month or year-long plan, and FlexJobs offers a 50% rebate for verifiable Nonprofits and B Corps. 

FlexJobs Job Posting Site Review

Compared to other job posting sites, FlexJobs stands out for its user-friendly interface, membership perks, and career coaching services. 

FlexJobs can help you recruit remote talent easier than ever before with its powerful functionalities. To read more about FlexJobs’ competitors and how they stack up against each other, check out our top picks for job posting sites. 

What Makes FlexJobs Job Posting Site Great

• User-friendly interface: After reading through dozens of reviews, we found that most reviewers were satisfied with the FlexJobs user interface, claiming that it’s incredibly intuitive and easy to use for employers and job seekers alike. Most reviewers said that the interface offered a lot of resources and information, making it easy for the user to search for jobs and apply for them or post job ads and sort through candidates. 
• Member perks: All employers and job seekers receive quite a few perks for being FlexJobs members or subscribers. For example, with an employer membership, you get unlimited job posts, access to submit a job feed, activity and data reporting, expert articles, unlimited resume searches, a customized employer profile, and resources and member savings. For a job seekers subscription, you get unlimited access to every job, free skills testing, expert job search tips, quick profile access, email alerts for new jobs, and a personalized portfolio. FlexJobs also offers upgrade options for employer memberships to improve personalization overall. With these upgrades, you can benefit from premium placement, social media promotion, webinars, and targeted emails, to name a few. If that wasn’t enough, FlexJobs members also get discounts and deals of 10% to 50% off for big-name brands, including Dell, Audible, Grammarly, Costco, and Urbansitter. 
• Extensive expert services: Another benefit to utilizing FlexJobs as a job seeker or employer is the number of expert services it offers. Job seekers will find several career coaching and resume review services that can help them search for jobs more efficiently and present their work experience more professionally. On the other hand, employers can benefit from expert consulting services, economic development opportunities, virtual job fairs, and webinars with job seekers that focus on your jobs and company. 
• Leading technology integrations: FlexJobs makes it even easier for you to find the right candidate with its leading tech integration partners. You don’t have to worry about outsourcing integrations when FlexJobs has its very own ATS integration, which allows you to automatically synchronize job listings with trackable applicant information. FlexJobs also lets you find local, national, and international candidates much easier with built-in geo-targeting integration. 
• Dedicated account support: Instead of relying on subpar support, paying employers will receive dedicated account support from FlexJobs’ customer support team—and after reading reviews—we found that its customer support is skilled, responsive, and friendly. On the other hand, any user can contact the FlexJobs customer support team through live chat, phone, mail, or form. 

Where FlexJobs Job Posting Site Falls Short

• No free trial: Unlike other job posting sites, FlexJobs doesn’t offer a free trial or free version of the platform. Whether you are an employer or job seeker, you will have to pay the pre-packaged price without knowing if you will find talent or secure a job at the end of your chosen subscription. While that isn’t necessarily a dealbreaker for some, it’s still inconvenient because securing a job or finding talent isn’t guaranteed. 
• Job seekers must pay: Similar to the point above, it’s unfortunate that job seekers will always have to pay to use FlexJobs’ service. Many other job posting sites allow job seekers to apply for at least a limited number of jobs for free. But that’s not the case with FlexJobs, as you can’t apply for any jobs unless you pay $9.95 for one week’s worth of access. This isn’t ideal—especially for people who are already unemployed and can’t spare the resources they do have. 
• Niche job positions only: You will only find job positions in the remote, freelance, contract, part-time, or work-from-home area on FlexJobs. While this isn’t necessarily a bad thing, it might be too niche for some people, especially for anyone looking for full-time work or specifically wanting to return to an office setting after months or years of working remotely.  

FlexJobs Job Posting Site Compared

While FlexJobs provides its members with nifty perks and is the perfect platform for niche job positions in the remote space, the best job posting site is LinkedIn because of its professional networking capabilities. 

• LinkedIn – Best for Professional Networking
• Indeed – Best for Dynamic Recruiting
• Snagajob – Best for Hourly Jobs
• AngelList – Best for Startups
• FlexJobs – Best for Remote and Flexible Jobs
• Dice – Best for Tech Jobs

Final Verdict

FlexJobs is one of the best job posting sites for remote job opportunities. With nifty member perks, a user-friendly interface, and extensive expert services, FlexJobs is the perfect platform to take advantage of if you need to find talent or are currently looking for work. 

With more than 14 years in the industry and a 4.6-star rating on Glassdoor, FlexJobs is a reliable and trustworthy company that cares about companies and job seekers in the remote space. 

GoodHire is a flexible employment and criminal background check company best suited for small businesses. With more than 100 background check and screening services and leading technology integrations, GoodHire can help you create a trustworthy workplace. 

It provides employers with a simple solution to undertaking quick and effective background checks, which results in a faster hiring process overall. 

GoodHire Compared

GoodHire did make our top list for its flexible pricing structure and effectiveness for intermittent use. However, the best background check company for most people is Intelius because of its ability to provide its users with unlimited background checks without an excessive price tag. Sign up today and start a five-day trial for just $1.99. 

Want to read more about the top best background check companies? We reviewed dozens of options and narrowed it down to the top five. If you want to scope out all of your options, see all of our top picks here.

• Intelius — Best for unlimited background checks
• GoodHire — Best for flexible pricing and intermittent use
• B&B Reporting — Best for next-day background check results
• Accurate — Most affordable background checks for small businesses
• Verifirst — Best background check service for property management companies

About GoodHire

GoodHire made our top list for its flexible pricing for smaller businesses and its effectiveness for intermittent use. We also found its packages to be extremely valuable for the price point. Whether your business is in the retail, construction, or healthcare industry, GoodHire can cater to you in any area. 

• GoodHire Background Check Company Review

GoodHire’s suite of services includes criminal background checks, employment drug tests, education and employment verification, professional reference checks, driving record, credit and healthcare sanction checks, and international background checks. 

GoodHire Health and Stability

GoodHire was founded in 2013 and was acquired by Checkr in a $400 million deal in April 2022. The privately traded company has headquarters in San Francisco and currently employs more than 200 people across the United States. 

While there isn’t too much public information about GoodHire’s workplace culture, it has a 4.6-star rating on the Consumer Affairs website, suggesting that the company is doing something right for its users. And according to GoodHire’s website, more than 100,000 employers have trusted GoodHire to perform accurate background checks. 

GoodHire Pricing

GoodHire offers competitively-priced packages that vary by annual volume. You can choose between a package for less than 10 checks per year or one for more than that, which currently has 100+ screening services and caters to larger organizations.

GoodHire Pricing Structure

All of GoodHire’s pricing packages are based on a per-check basis. Each pricing package contains a diverse range of services you receive with each background check. 

The pricing will increase depending on how many services you need. However, GoodHire’s pricing structure is perfect for small businesses that don’t need to conduct a large number of checks every year because it gives you exactly what you need without the additional price. 

GoodHire Pricing Comparison

GoodHire’s pricing packages start at $29.99 per check and increase to $54.99 for one additional service and $79.99 for two additional services. In GoodHire’s most popular plan, which is $54.99 per check, you receive an SSN trace, sex offender registry search, global watchlist records, national criminal records, and an unlimited county criminal search. If you want employment or education verification, you will need to scale your plan and pay an extra $20 per check. 

In comparison to other background check companies, GoodHire’s packages offer a much better value for the price you pay. For example, Intelius costs $29.95, but that’s for a monthly subscription rather than as-needed. On the other hand, Accurate has lower prices for simple, one-off services, such as motor vehicle reports and license verifications, which come in at $9.95. 

Overall, we would say GoodHire has the best and most transparent pricing structure on the market today, especially for small businesses that only need a certain amount of services per year. 

GoodHire Trials and Guarantees

GoodHire doesn’t currently offer any free trials or free plans. However, if you are a larger organization that needs more than 10 checks per year, you can request a free quote with free Adverse Action support and US-based customer support at no extra charge. 

GoodHire Background Check Company Review

Compared to other background check companies, GoodHire stands out for its flexible pricing, extensive services, and simple but effective compliance capabilities. You can completely automate your screening process to make hiring faster and more efficient. 

GoodHire can help small businesses perform accurate background checks without the excess price. To read more about GoodHire’s competitors and how they stack up against each other, check out our top picks for background check companies. 

What Makes GoodHire Background Check Company Great

• Extensive background check services: GoodHire has some of the most extensive background checks and screening services on the market today. You can access more than 100 services in its pre-bundled packages or customize your own. For background checks, you can receive criminal records, driving record checks, drug screenings, employment verification, civil court checks, and education verification. And if you want to undertake a criminal background check, GoodHire has several criminal databases it utilizes for screenings. Some of these screenings include federal criminal court records, county criminal court records, statewide criminal records, sex offender registry, watch list search, and international criminal records. 
• Flexible pricing: The main reason why GoodHire is the perfect platform for small businesses is because of how flexible its pricing is. GoodHire’s pricing is structured on a per-check basis, which means that if you only need between two and five checks per year, you will only ever have to pay for that many. Unlike some background check companies that require you to pay for a monthly subscription, GoodHire essentially lets you pay for what you need. Plus, each pricing tier comes with several screening services, so you get more than what you pay for, which is a massive benefit to using GoodHire. 
• Simple compliance capabilities: Running background checks on potential employees can come with a few legalities, but with GoodHire’s built-in compliance capabilities, you can have peace of mind while simplifying your workflow. GoodHire’s compliance feature comes with digital consent and record filtering, which saves time and automates the entire process. Digital consent provides your candidates with an electronic, mobile-optimized portal that helps mitigate litigation risk and prevents confusion. And record filtering helps customize background check results by specifying the different types of records to show or hide and prioritizing the ones that matter the most. 
• Excellent automation: GoodHire knows how to automate your processes and workflow with ease, especially with its integrated Adverse Action functionality. Adverse Action takes more than 180 state, county, and local ban-the-box laws into account based on your candidate’s current location. For companies that have offices in multiple locations, GoodHire’s Adverse Action functionality will help simplify these laws and save you time in the long run. Not only does GoodHire offer Adverse Action, but its platform can also automate your process in a few different ways, including automatic notifications and automated status and adjudication rules for improved background check reviews.   
• Seamless tech integrations: Accurate, fast, and simple employment screening has never been easier with GoodHire’s seamless tech integration system. You can streamline your hiring process by getting secure, FCRA-compliant consent, accessing background screening results, and viewing both candidate information and screening results simultaneously. GoodHire integrates with leading ATS and HRIS platforms, including ADP, LinkedIn, Jobvite, BambooHR, and Rippling, to name a few. And even if GoodHire doesn’t list the platform you already use as an integration on its website, you can request a call with its sales team and create a customizable solution to fit your needs. 

Where GoodHire Background Check Company Falls Short

• Hard-to-navigate interface: Even though GoodHire’s background check process is simplified, unfortunately, many users found its interface difficult to navigate. After reading through dozens of user reviews, we found that many reviewers found it more clunky and less straightforward than other background check solutions. A few reviewers also claimed that the edit functionality on some background check reports didn’t work properly. 
• Pass-through fees: GoodHire will expect you to pay pass-through fees because some counties and most state DMVs charge fixed fees to retrieve criminal or driving records. While this is not necessarily GoodHire’s fault, some other background check companies cover these fees, so it’s still unfortunate if you choose to utilize GoodHire. The fees vary depending on the state, but they start at $2 and can increase to as high as $95 per check. 
• Third-party lab turnaround time: After reading dozens of reviews on a few different review sites, we found the most common claim was that GoodHire’s third-party lab turnaround times for drug screenings were extremely slow. Fortunately, this only seems to apply to third-party lab scenarios, as GoodHire’s background check turnaround times were universally well-reviewed. 

GoodHire Background Check Company Compared

While GoodHire provides extensive background check services with simple compliance capabilities suitable for small businesses, the best background check company is Intelius because of its unlimited screening functionalities. 

• Intelius — Best for unlimited background checks
• GoodHire — Best for flexible pricing and intermittent use
• B&B Reporting — Best for next-day background check results
• Accurate — Most affordable background checks for small businesses
• Verifirst — Best background check service for property management companies

Final Verdict

GoodHire is an excellent background check company that provides its users with accurate checks and screenings for various services. With automation functionalities and flexible pricing, small businesses and large organizations alike can’t go wrong with GoodHire. 

Even though GoodHire has only been in business for nine years, the company has shown time and time again how reliable they are, especially with a 4.6-star rating with Consumer Affairs. And that’s why we would recommend GoodHire to any business needing accurate screening services to simplify their hiring process. 

Want to cut to the chase? The best HR outsourcing service for almost anyone is Rippling or Paychex. Click here to get started with Rippling for just $8 per month.

From recruiting and onboarding new employees to managing payroll and benefits, there is a lot that goes into keeping your team happy and healthy. If you’re not careful, it can be very easy for HR to drain your time and resources.

The time wasted on HR-related tasks in the United States and the United Kingdom adds up to 40 million hours each month, equating to about $8.16 billion in productivity losses.

And here’s the kicker: most of these tasks can be automated or outsourced—an HR employee or manager no longer needs to spend their time dealing with the administrative headaches of monitoring and managing employee data to the extent that they used to. Read on to learn the best ways to outsource your HR tasks and get back all that lost time. 

The 9 Best HR Outsourcing Services for Saving Time and Lowering HR Costs

We’ve tried countless HR outsourcing services over the years. Here are our top 9 recommendations for anyone who wants to save time on HR:

• Rippling — Best for saving time on HR tasks
• Paychex — Best HR outsourcing for complex payment cycles
• Insperity — Best HR outsourcing service that runs itself
• ADP — Best HR outsourcing to handle some (or all) of your HR needs
• TriNet — Best for big business benefits on small business budgets
• Zenefits — Best HR platform to wrangle your current HR systems together
• Engage PEO — Best HR outsourcing for unique compliance needs
• G&A Partners — Best HR outsourcing for employee training and development
• Tandem HR — Best HR outsourcing for minimizing your risk liability

What Is HR Outsourcing?

The human resources department is responsible for various important functions within a company, from payroll and benefits administration to recruiting and training.

Managing these functions internally can be challenging for small businesses, which is why many companies outsource their human resources needs. In some cases, large companies may even outsource specific human resources functions, such as benefits administration.

HR outsourcing is the process of hiring an external firm to handle all or some of the human resources functions for a business. By outsourcing these functions, businesses can save money and free up internal resources to focus on other priorities.

In addition, HR outsourcing can help to improve company compliance with employment laws and regulations. Because of its time-saving, pain-killing, and cost-saving benefits, this model can be an attractive option for businesses looking to streamline their operations.

How Outsourcing HR Works

How HR outsourcing works depends on how you choose to outsource it. In general, you have two options:

• HRO: When you outsource some aspects of your HR program to an external individual or team
• PEO: When you outsource your full HR program to an external provider

The big difference here is that, with HRO, you’re partnering with a company to supplement your internal HR team. With PEO, your employees are still under their employer, the PEO partner.

HR Outsourcing (HRO)

When you use the HRO model, you won’t need to worry about the day-to-day tasks of HR. You’ll have a dedicated team of HR professionals working on your behalf to manage as many of the HR tasks as you need.

HRO services can be a great option if you don’t have the internal resources to dedicate to HR or if you want to free up your current HR team to focus on strategic initiatives.

With an HRO, there’s also flexibility in what services you can outsource. For example, you might only want to outsource your payroll function, or you might want to outsource the entire HR function. It all depends on your needs.

Payroll is often one of the most popular functions to outsource because it’s complex and time-consuming. But benefits administration, recruiting, and employee onboarding are also popular functions to outsource.

Partnering with a Personal Employer Organization (PEO)

If you don’t have the resources to handle most HR duties internally, partnering with a PEO might be a better option.

The co-employment model used by PEO providers means your employees will appear on the books of your provider for tax and legal purposes. However, you still maintain control over employee work assignments, promotions, firings, etc.

A PEO manages your HR tasks and responsibilities. Some PEOs permit you to pick the specific services related to employment that you want them to handle. If you utilize this model, then the PEO has control over all of your company’s legal and financial practices associated with employment.

This model is most commonly used by small to mid-sized businesses that don’t have the internal resources to dedicate to HR.

When to Use a PEO and When to Use an HRO

Both PEOs and HROs can be great options for businesses looking to outsource their HR needs. But how do you know which one is right for you?

In most cases, the answer is to use an HRO to supplement your internal HR team and a PEO to outsource HR liability.

However, there are some exceptions to this rule.

For example, a PEO might be a better option if you’re a small business with very limited resources because they can lower your insurance premiums. Although they may seem expensive at first, PEOs might actually save you money in the long run.

That said, companies that use PEOs usually hire contractors or contract-to-hire team members rather than W-2 employees. They are also popular among companies that need employee visa sponsorships or other international HR support.

Who Is HR Outsourcing For?

The truth is, almost everyone could benefit from outsourcing their HR function to some degree.

Here are a few boxes that you can check off to see if HR outsourcing is right for your business:

• You spend a disproportionate amount of time on HR tasks.
• You’re growing quickly and don’t have the internal resources to keep up.
• You want to free up your internal HR team to focus on strategic initiatives like employee engagement, interviews, or hiring.
• You want to supplement your internal HR team with experts in specific areas like benefits or payroll.
• You have a complex payroll, commission, and/or benefits structure.
• You want to reduce your exposure to HR liability.
• You find that HR duties are spread across employees from other departments.

Even if none of the above apply to you, there’s a good chance that outsourcing at least some of your HR tasks can help improve efficiency and reduce costs.

Any business that isn’t enterprise-level (i.e., they don’t have a network of employee relations, complicated salary variations, and numerous locations that would be challenging to explain to an outsourced provider) can likely find a way to outsource some part of their HR function.

What Functions Do HR Outsourcing Services Provide?

There are plenty of services that HR outsourcing services provide. Here are a few of the most common.

Payroll Processing and Administration

One of the most commonly outsourced HR functions is payroll processing and administration. This includes tasks like calculating hours worked, withholding taxes, and issuing paychecks or direct deposits.

It can also include more complicated tasks like managing 401(k) contributions, calculating commissions, and dealing with garnishments.

Payroll is often outsourced because it’s time-consuming and requires a high degree of accuracy for bookkeeping and liability purposes (in addition to employee retention). It’s also a compliance-heavy task, meaning there’s a greater risk of error.

Mistakes made on employee payroll can be minuscule—maybe a few dollars were left off an employee’s commission check.

But sometimes, payroll errors can result in lawsuits, legal trouble with the IRS, or employee termination.

In other words, outsourcing payroll is a good idea if you want to minimize the risk of making a mistake.

Benefits Administration

Another popular HR function that’s often outsourced is benefits administration. This includes tasks like enrolling employees in health insurance, calculating premiums, and managing retirement accounts. 

Benefits administration is often outsourced for the same reasons as payroll—it’s time-consuming, detail-oriented, and compliance-heavy.

However, there’s an additional reason that benefits administration is commonly outsourced: because it can be infinitely complex.

Especially if you offer a lot of different benefits (like health insurance, dental insurance, vision insurance, etc.), managing them all internally can be a daunting task.

Enrolling employees in the right benefits, calculating premiums correctly, and keeping up with ever-changing regulations is a lot to handle—especially if you’re not a benefits expert.

Legal Compliance

Worker’s compensation regulations and EEO (Equal Employment Opportunity) laws are critical to any business—but they’re also ever-changing and difficult to keep up with.

That’s why many businesses choose to outsource their compliance needs to experts. These experts can help you stay up-to-date on the latest compliance issues, ensuring that your business is protected from legal trouble.

Employee Training and Onboarding

Sometimes, the employee onboarding and training processes can be tricky, especially if you have many new employees or your business is growing quickly.

In these cases, it can be helpful to outsource employee training to an expert. These experts can help design and implement training programs that will ensure that your employees are properly trained and equipped to do their jobs.

Recruiting

One of the most popular HR functions that companies outsource is recruiting and staffing. This includes tasks like posting job openings, searching for candidates, screening them, conducting interviews, and background and reference checks.

Recruitment agencies often have a large network of candidates they can reach out to, which saves businesses the time and effort of finding candidates on their own.

They also often have expertise in screening and interviewing candidates, which can help businesses find the best employees for the job.

Performance Management

Quarterly reviews, annual performance evaluations, and setting goals are all important aspects of performance management. But they can also be time-consuming and difficult to keep track of, even if there is a manager who can take care of everything.

Outsourced experts can help design and implement incentive programs, bonuses, and other ways to improve employee productivity and motivation.

They can also help with setting goals and objectives and measuring and tracking progress. Especially if an organization lacks the expertise to go about these challenges on its own, outsourcing performance management can be a great solution.

The Pros and Cons of Outsourcing Your HR Program

Of course, like anything else, there are pros and cons to outsourcing your HR program.

Benefits of Outsourcing HR

Outsourcing saves money. It may seem counterintuitive that paying someone else to do something would save your company money. But when you factor in the cost of training, benefits, and compliance, it’s often cheaper to outsource HR than to do it yourself.

It frees up time. Time is money, and with HR outsourcing, you’ll save both. By offloading the time-consuming tasks of HR to an outsourced partner, you and your team will have more time to focus on other aspects of running your business.

It offers expert help. When you outsource HR, you’re getting the expertise of a whole team of HR professionals. This is especially helpful if you don’t have an in-house HR team or if your team is small.

Your benefit premiums will be lower. When you outsource HR, your business will often be able to take advantage of the economies of scale and get lower benefits premiums.

Cons of Outsourcing HR

Offloading certain activities makes the overall employee experience impersonal. When recruitment or performance management is outsourced, it can often feel like a cold process. This is because the people conducting these activities are often doing them for multiple clients and won’t have the time to get to know each employee.

It can be difficult to build trust with an outside partner. This is especially true if you’re outsourcing HR for the first time. It’s important to do your research and find a reputable HR outsourcing partner that you can trust.

You might lose control. When you outsource HR, you’re giving up some control of the process. This can be difficult for businesses that like to have a lot of control over their operations.

HR corrections will take longer to make. Since you won’t be handling HR in-house, there will be an inherent lag time that comes with making changes. For example, if you need to change your benefits package, it will take longer to implement when you outsource HR.

What to Look for In an Outsourced HR Partner

If you’ve decided that outsourcing HR is the right decision for your business, the next step is choosing an HR outsourcing partner. Here are a few factors to keep in mind when making your decision.

Compatibility

It’s important to find an HR outsourcing partner that is compatible with your business. This means they should understand your industry and your company’s culture well.

Keep in mind that this will require some input from you. Before you start looking for an HR outsourcing partner, take some time to document your company’s culture and what you’re looking for in your new hires. This will help you find a partner that is compatible with your business.

Cost

Of course, you’ll want to find an affordable HR outsourcing partner. But be careful not to choose the cheapest option. The most important thing is to find an HR outsourcing partner that provides good value for the price.

Reputation

When you’re entrusting someone with your HR needs, you’ll want to ensure they have a good reputation. Do some research and read online reviews to get a sense of what other companies think about the HR outsourcing partner you’re considering.

Industry Expertise

In some cases, it can be helpful to find an HR outsourcing partner with expertise in your industry. Some HR outsourcing service providers offer tailored services based on the niche or industry you operate in. This is particularly true for industries with complex HR needs, such as healthcare and emerging tech spaces like mobile app development.

Final Thoughts About Outsourcing HR

When outsourcing your human resources operation, there are a lot of moving parts. You need to inform your new partner about your company culture, values, and important things to your business.

Outsourcing HR can be a great way to free up time and resources so you can focus on other aspects of your business. It can also help you lower your benefit premiums and access the expertise of a team of HR professionals.

But without an effective communications plan, it can be easy for things to fall through the cracks. Establishing a good relationship with your new HR outsourcing partner is critical to the arrangement’s success.

And if you want to maximize employee retention, you’ll need to put a little extra effort into making sure your employees feel valued and appreciated.