Growing Companies Drowning in HR Tech Stack

“Mostly just curious how common each setup actually is in practice. Company policies can look similar on paper but feel very different depending on the manager. [re: How “lax” is your companies hybrid or remote environment?]”

“1 to 50 people is a wide spread to call a small team, at 40 staff someone is already doing HR. And the free plan caps reference checks at 10 a month, which the pitch doesn't mention. [re: Built a hiring desk for small teams where the AI drafts questions but never ranks candidates]”

“ours is a paper sign in sheet at the front desk. we bought a whole tablet setup for it and the tablet now lives in a drawer, keeping the paper company [re: What’s the manual process in your business that simply refuses to die?]”

“We’ve been longtime Google Workspace users in one of my businesses, and O365 in the other. We’re now looking for alternatives, as we’d like to be less US dependent. But - utility is important, as is price. Anyone made the switch, and if so, who to? What are the gotchas?”

“In HR & Payroll. Pretty useful for job descriptions and offer letters. Once you have the template/ format, you do not really have to start from scratch anymore. Pre-run payroll error checks is another area where AI has made the biggest operational difference. Catching a missing punch, a duplicate entry or an hours anomaly before payroll runs saves a lot of time. What hasn’t held up is using AI for anything that requires current regulatory information. Tax rates, leave law updates, state-spec”

“I just started a new role building a TA practice from scratch and ADP is the tool I have to work with. I'm particularly interested in connecting with anyone who has been able to build analytics dashboards for TTF, TTH, Hires, Source, Offer Acceptance, rate etc. I thought this was pretty standard stuff until I met my new friend ADP. submitted by /u/TheFifthCutter [link] [comments]”

“Hi everyone, So my smaller org primarily uses Google Workspace for all of our identities but we want to give certain staff access to Office 365 and other Microsoft services like Azure. My thinking is to use SSO on Google Workspace with Entra so that our users can login without separate passwords. However, I want to know what the typical practice is for Admin accounts in Entra? We have our companyname.onmicrosoft.com as well as companyname.com which is a verified domain. In Google, we have an OU”

“Currently using Dayforce, and have seen many people frustrated with the position management module. I’m currently tackling this. It seems to be a pain point for lots of people. Has anybody successfully gotten what they want out of their system when it comes to position management (even if the system is not Dayforce)? What I’m looking for is to be able to track the movement of position, being able to see the vacancies, position changes, budget, etc. Would love to run reports showing these changes”

“I’ve spent 20 years in HR and I swear leave and accommodation management is one of those things that somehow still involves way too many spreadsheets, emails, follow-ups, and unnecessary headaches. You’d think we’d have figured out a better way by now. I’m working on a something and was curious if anyone would be interested in giving their perspectives on what challenges they currently have with this? If they had a tool what kind of things could it do, what functionality would it have? Do you ev”

“Yes, I know this is technically more of an HR/Policies issue, but I'm hoping to learn about what some options might be. I am the IT department for a 20-person agency. We change software and test out new things pretty often, which is great because then we aren't stuck using legacy software because of inertia. The issue I'm becoming more concerned about is users signing up for a service (let's say Airtable for an example) and not letting me know. Sometimes they may be using interna”

“Hey there. What systems are you using to reconcile benefits invoices to HRIS enrollments and payroll deductions? Currently using excel but my company is growing and the invoices are a little complex so looking to find a better way to streamline the process. submitted by /u/Then_Branch_5946 [link] [comments]”

“I have 4 years of customer support experience with 3 years in IT service desk and HR management software support. I worked closely with HR software and really enjoyed that side of the job. I created and managed users within the HR system and supported users with account issues. I’m now looking to move into an HR assistant, administrator or recruitment role and would really appreciate advice from people working in HR. I’m mainly looking to understand: What skills should I learn before applying? A”

“Disclosure: DeskTime here, so weigh this accordingly. Whichever tool you recommend, the rollout decides whether it works: Define the purpose first. Cost per project and workload are easy to defend. "Is this person working" is not. Publish the policy: what is tracked, who sees it, how long it is kept, and what it will not be used for. Let employees see their own data and mark personal time as private. Look at patterns over weeks. Single days mislead, especially for roles with low keyboa”

“I’m getting ready to start a new role as a Lead HR Tech Specialist. I have experience with HRIS, integrations/feeds, auditing, reporting, and some AI/automation, but my Power Automate experience has been pretty basic—mostly automating emails, like sending an email with and updated attached report at the same day and time every week to a contact group. I know there are SO many other ways HR teams are using Power Automate and Copilot, so I’m curious what you all are actually using them for? For ex”

“This is a generic question but should IT have full admin access to Rippling (the HRIS system)? They said it's important for sox compliance but all my study is telling me that they should not have full admin access. They are asking for the ability to look at audit logs and create/manage permission profiles. I am new to this field so any advice is welcome. Thank you! submitted by /u/Own-Strat [link] [comments]”

“I have tested lots of software over the past 30 years. My first requirement is that I can use it without a lot of training or book learning... A lot of companies add so many features to cover as many customers and possible that the software becomes unusable unless you are a programmer (which i am not). I have been using ConnectTeam free version (10 or less users) and it has been great. But I added a few test employees not knowing it would add to my user count now I got bumped up to the $50 a mon”

“​I am a Product Manager owning customer extensibility for an HR conversational agent. Because our agent is built on a decoupled platform owned by a different team, I lack direct control over the core capabilities and customization features our customers request. As a result, I often find myself engineering one-off solutions for customers while waiting for scalable platform updates. How can I shift from tactical, one-off firefighting to driving strategic value and defining success in a role where”

“Headcount is a lazy proxy. Trigger a full-time People hire when the complexity is continuous: multi-country contracts, weekly hiring, messy performance or employee-relations load, or founders spending a day a week on People ops. A quiet 60-person single-country team can stay fractional longer than a 25-person team hiring across three entities. If one vendor sells both fractional and permanent, separate the advice from the upsell: ask for a written scope and a clear exit to an internal hire that”

“Hi All, I'm a lurker but I am so fed up with my payroll system I'm posting for help! I work for a California manufacturing company with fewer than 50 employees and I am fed up with Paycom. The system layout has never been intuitive to me and I've had to spend a lot of time cleaning up the workflows. The Indeed/candidate module doesn't map to the right company/account and apparently it's all algorithm-based so there's nothing anyone can do so the recruiting portion is usel”

“i would probably keep a simple master tracker with each client's state employee count mandate status deadline and last review date much easier than trying to remember it all..”

“I keep one simple tracking sheet per firm (not per client): Client, State, Program, employee-count threshold, registration deadline, current status, and last filing date. Then I sort by deadline and review it at each month-end close — takes five minutes and nothing slips. The thresholds are what get people (Virginia's 5 vs 26 employees, for example), so a dedicated threshold column matters more than a fancy setup.”

“Standardizing intake forms alongside simple triage rules usually delivers great results before needing full agentic workflows. Keeps adoption high across business units.”

“I’m in my first ever HR gig as an assistant and medium sized automotive company, and everything is a first for me. First time doing payroll, doing open enrollment, and first time firing someone. It’s all been a little overwhelming, considering my degree is in Psychology, but it was a stable job and the people seem to like me here a lot. The most overwhelming piece though is payroll. There is just so much that goes into it in the automotive world, between commission only, flat rate techs, salarie”

“This has obviously been asked before but it seems to have been a while so I want to see if things have changed for either of these systems. My company was recently acquired by a PE firm and we're going to switch from Gusto (and a bunch of other systems for different functions) to either Workforce Now or Paylocity. We currently have ~140 EEs but we're projecting a good bit of growth, both organically and through M&A. We're hoping to use the system for payroll, HRIS, benefits admin”

“Hey everyone, I've spent the last couple of years talking to HR teams and founders across India, and one pattern kept showing up: most SMBs (10-200 employees) are still running payroll, attendance, and leave tracking through a mix of Excel sheets, WhatsApp groups, and manual follow-ups. It works until it doesn't — payroll errors, compliance misses (PF, ESI, TDS), and HR teams drowning in repetitive admin work. That's what pushed us to build NextIn HRMS — a platform built specifically”

“I have experience using shiftadmin and it's a pain. Wondering if qgenda is any better or worse. submitted by /u/Radiant_Magazine5699 [link] [comments]”

“I am in the market for a software that can do a few things really well, but we’re part of a larger enterprise that has a bigger HRMS system in place. However that system is antiquated and leaves big gaps. Our headcount is about 140. I need: - Performance management software, to include annual performance reviews, check-ins, development plans. - Time keeping capability for a small number of employees. Fewer than 30 employees are required to track their time in this way. I do not need clock punchi”

“I just started as a practice manager at a small private owned healthcare practice. There's around 20 employees 3 drs and 2 nurse practioners. I come from a company where we've used ADP and workday so this is like going back in time... Right now the current system is a time card punched into a time clock... every Monday it seems to be off an hour. We also have a couple of employees who work from home, who then just hand write their hours on their time card. I have to manually put in their”

“Hey guys, We are getting to the size where we are investing a lot into setting systems to better help us as we grow. We are heavily working on HR and Accounting (2 seperate items) and I would love to know any recommendations you all may have. We are 7 figures gross income range now to give you a frame of thought. US based. Questions: What accounting codes do you find helpful for tracking income? We are a Quickbooks (Desktop version) shop and are breaking down our income codes now. Labor, BCDR, A”

“Hey restauranteurs, I'm trying to find HR software that actually fits a restaurant and could use some recommendations. The reason I ask is because I don't think most of the normal HR tools really fit a restaurant. Feels like they assume doubles, earning different roles and spilitting tips at the end of the night. From my pov, the first thing worth having is payroll that sorts tips and different pay rates on its own, since that's the part that eats my whole weekend otherwise. From the”

“Keystroke/app tracking is usually accurate enough at measuring activity, but it’s pretty bad at measuring productivity and will feel like surveillance if managers treat teh reports as performance scores.”

“Our employee onboarding is mostly spreadsheets, random emails, and people asking who owns what. I’m trying to clean it up before our next hire because this is getting tiring... any hints? submitted by /u/Parkinmarjog_alt1144 [link] [comments]”

“At your size you might also want to think about overflow. What happens when the whole team needs to be in the same space for an all hands? Some of these tools degrade badly at full team capacity and you don't want to discover that during a company wide meeting.”

“One thing I liked is We360ai it’s quite affordable compared to some of the other solutions I looked at. We also didn’t need to buy a separate project and task management tool, which was a plus. The only issue was that when I introduced it to my team, some of my employees weren’t very happy about the monitoring part. I think that’s something you need to handle carefully when introducing these tools.”

“Hi everyone, I’ve been researching tools like We360.ai for the past month, mainly for understanding employee activity in remote teams. I’m also trying to understand more about the technical side, like how these tools collect and analyse data and how employee data is kept secure on their servers. I’m trying to figure out how useful these tools actually are in day to day work. Has anyone here used We360.ai? I came across it while comparing more affordable options with some of the other tools in th”

“Clockify just changed their terms to only be free for teams 5 people or less. We have 7. We're looking for another simple app for time tracking. We have an accounting team that handles payroll, and we're flexible with hours, so we don't want schedule features. Literally just a free app that supports 7 users where they can clock in and clock out. No project tracking or billable tracking. As long as we can export a spreadsheet of hours every two weeks. We specifically do NOT want any A”

“I'd push for security logging only, becuase the second HR gets mouse movement data everyone starts optimizing for looking busy instead of working.”

“Hey fellow admins, I reckon this is a question a lot of people have asked already, but i haven't found a setup i'm fully happy with yet. We are currently looking into changing our onboarding flow to contain passkeys. We would like to have end users to register both WHfB and register a passkey via MS authenticator as soon as possible and as seamless as possible. The current setup consist of: - 2 CA policies. One requiring registration with a custom authenticator strenght including TAP, WH”

“So i just took on a MASSIVE project It spans/covers 6 states, and is regarding the new HR1 medical changes. Each state has the same generalized requirement changes(federal) but some states are non expansion, some have state specific expansion programs, some have different population impacts. Right now all the state leads are sending me MASS documents with their states requirements, state specific org differences (ehr systems, billing teams etc,) I am incredibly overwhelmed and have no clue how t”

“For a one-person IT department supporting ~80 users, I wouldn't over-engineer this at first. The ticketing system matters, but I think the bigger win for your onboarding problem is standardizing the information that comes into IT before you start trying to automate everything. I'd make one onboarding request form that requires the manager to give you, at minimum: Employee name Start date Manager Department / job role Location / remote status M365 license needed Security / M365 groups Tea”

You monitor their output…

“Kinda hard to do all those things when remote workers become completely detached form team members that are in office. No judgement but both have perks and downsides. I’ve done both and personally I like a balance as I find it depressing unless you have zooms all day - to sit at your home office or kitchen and have no human communication for 8 hours. I can do that when I’m 80”

“My corporate job has software to monitor everything u do at every second of the day, creating a report showing how long ur idle all day & then u get in trouble if ur not " productive " all day. Its so fucked.. . The worst is the software that will monitor ur face as u sit at ur damn desk. .. I understand ppl need to work but this stay busy 8 straight shit is out of control & prison.”

Mouse jiggler de.

“What about California?”

“My company makes us use Hubstaff. It's not terrible, but all those trackers are annoying af.”

“My last job tried to monitor everyone on by requiring cameras on always in Teams. It lasted a week. Most of us were just playing bacl an hour loop of us working, someone higjer up finally had a rare moment of intelligence and had realized it wasnt too productive to monitor us, and they dropped it.”

Clearly.

Is that you CEO?

“Before you recommend any software, make HR define exactly what problem they’re trying to solve. “Employee monitoring” can mean anything from confirming someone is logged in to screenshots, keystrokes, app usage, location tracking, or productivity scores. If you pick a tool first, you may accidentally give them far more surveillance capability than they actually need. I’d put your recommendation in writing like this: my first choice is no monitoring and evaluating people based on output/results.”

Horrid!

“Not to mention those of us who mostly use keyboard shortcuts and avoid slowing down to use a mouse.”

“Like anything else, there is an ROI calculation. If there is lower productivity that easily offsets the monitoring costs.”

“Pinning them down on the actual problem also keeps HR from buying the creepiest tool just because it has more dashbaords.”

“I’m thinking this is what op is referring to. Not as much as what it is, but why.”

“Our company use Velofloor it takes a different approach by verifying presence without screenshots or recording employee's screens. It has a Deep work mode that reduces distractions while you work., while its presence system can verify that someone is actually at their workstation without taking screenshots or recording our screen.”

“Tell the company to monitor people's work output, that will show their true productivity.”