Top 20 Best BambooHR Alternatives and Competitors in 2026

In-depth Reviews: Top 10 BambooHR Competitors in 2026

Our detailed reviews cover their features, pricing, clear pros & cons, and why we selected each alternative to help you choose the best.

1. Skima AI

Skima AI is a recruiter-centric, end-to-end AI recruiting software. It directly addresses BambooHR's biggest hiring gaps: basic resume parsing, lack of intelligent candidate matching, and weak sourcing automation.

Unlike BambooHR's manual review process, Skima AI uses machine learning trained on millions of resumes to rank candidates by job fit with explainable match scores instantly.

The best part is you don't need to leave your familiar BambooHR workflow, as you can integrate Skima AI within it.

Key Features of Skima AI

Below are the notable features of Skima AI, one of the top BambooHR competitors:

• AI Search Engine trained on millions of resume databases with contextual understanding
• AI Resume Matching with explainable match scores and job-fit rankings
• Advanced Resume Parsing (200+ data points extracted from each resume with 99%+ accuracy)
• AI-Powered Resume Tagging and Skill Evidence Detection (industry-first)
• Multi-Channel Outreach Automation (email, SMS, calls, LinkedIn with AI personalization)
• Integrated ATS with candidate pipeline management and collaboration tools
• 130+ integrations with job boards, HRIS platforms, and communication tools

Skima AI Pricing

Pros of Skima AI

• Explainable AI Screening: Candidates receive transparency on why they matched a role, improving hiring fairness and team confidence in decisions.
• Talent Rediscovery Automation: Automatically resurfaces past applicants who now fit current open roles, eliminating manual database searches.
• Speed at Scale: Screens thousands of resumes in minutes with higher accuracy than manual review, reducing time-to-hire by 70%+.
• Enterprise-Grade Security: SOC 2 certified, GDPR compliant with in-house AI models (no external APIs), critical for regulated industries.
• Seamless ATS Integration: Works with 130+ platforms, including BambooHR, allowing AI insights without system switching.

Cons of Skima AI

• Recruitment-Focused Only: Doesn't handle payroll, benefits, or core HR functions, designed as an ATS enhancement, not a replacement.

Our Take

Skima AI solves BambooHR's most frustrating limitation: weak ATS and manual recruiting. If your primary pain point is spending 20+ hours weekly screening resumes and sourcing talent, Skima AI delivers measurable ROI through automation.

It integrates directly into BambooHR, so you don't need a platform replacement, just an AI layer on top. Best for: recruitment-heavy companies and agencies.

2. Rippling

Rippling is a unified HR, IT, and Finance platform that eliminates the need for separate point solutions. Unlike BambooHR's focus on HR basics, Rippling natively integrates device management (MDM), app provisioning, and spend management alongside core HR and payroll.

When a new hire joins, Rippling automatically provisions their laptop, Slack account, email, and fills out their HR paperwork, eliminating manual coordination across tools. Users consistently praise the time savings from workflow automation.

Key Features of Rippling

Below are the core features of Rippling, one of the top BambooHR alternatives:

• Unified HRIS with centralized employee records, org charts, and compliance tracking
• Automated Onboarding Workflows that provision IT devices, apps, and generate HR documents
• Time & Attendance Tracking with PTO management and accrual rules
• Native Device Management (MDM) for MacOS, Windows, and Linux
• Employee Self-Service Portal with mobile app for approvals and document signing
• Time-Off Automation with approval workflows and balance tracking
• Applicant Tracking System with interview scheduling and offer management
• Payroll with US and global modules; EOR services available

Rippling Pricing

Rippling does not publish standard, transparent pricing. All pricing is custom-based on your organization's size, the modules you select, and feature requirements.

For accurate quotes, you need to contact sales because final costs depend on modules, country coverage, and transaction volumes.

Pros of Rippling

• No Tool Stack: Consolidates HR, IT, and finance, eliminating context switching and data silos.
• Superior Onboarding Automation: Automatically provisions devices and apps on day one, reducing new hire setup time from hours to minutes.
• Device Lifecycle Management: Unlike any HR platform, Rippling manages device inventory, security patches, and remote wipes natively.
• Scalable Infrastructure: Handles 5,000+ employees with complex multi-entity structures better than BambooHR.
• Competitive Pricing at Scale: Mid-market companies report ROI within 6-12 months through time savings.

Cons of Rippling

• Opaque Pricing Structure: Base pricing is hidden; requires a sales call for an accurate quote, making budget planning difficult.
• Complex Setup: Initial configuration and data migration require 6-12 weeks and often need implementation partner support.
• ATS Limitations: Recruiting features are basic compared to dedicated ATS platforms; can't match advanced candidate sourcing or screening.
• Support Variability: Users report inconsistent response times, especially during implementation; chatbot support improved, but is not always helpful.

Our Take

Rippling excels if you're paying for multiple point solutions (separate HRIS, MDM, IT management). However, if recruiting is central to your business, pairing Rippling with Skima AI via API is common; Rippling remains HR/IT, and Skima AI handles intelligent sourcing.

Best for: tech-forward companies that want unified workflows and device management. Avoid if: you need best-in-class recruiting features out of the box.

3. ADP Workforce Now

ADP Workforce Now is an enterprise-grade HCM platform designed for mid-to-large organizations. It offers deep payroll processing, comprehensive benefits administration, workforce management, and talent acquisition.

Users praise the reporting capabilities and data accuracy, making it trusted for payroll operations. However, the interface feels dated, implementation is lengthy, and support quality varies.

Key Features of ADP Workforce Now

Below are the standout features of ADP Workforce Now, one of the best BambooHR competitors:

• Core Payroll Processing with multi-state, federal, and international tax compliance
• Time & Attendance Integration with mobile clock-in and attendance tracking
• Benefits Administration with plan configuration and invoice auditing
• Talent Acquisition (ATS) with job posting, applicant tracking, and offer management
• Employee Self-Service Portal with direct deposit and W-2 access
• Reporting and Analytics with pre-built and custom reports
• Workforce Management with scheduling and labor optimization
• API and integrations for third-party data exchange

ADP Workforce Now Pricing

ADP does not publish exact pricing on its website. All pricing is custom-based on company size, modules selected, and specific requirements.

Pricing factors include: number of employees, state/local tax setup, pay frequency, additional modules (onboarding, compensation benchmarking, background screening), and integration requirements.

Pros of ADP Workforce Now

• Enterprise-Proven Reliability: Used by thousands of organizations; minimal payroll processing errors due to maturity and compliance rigor.
• Excellent Reporting: Pre-built and customizable reports for compliance, labor cost analysis, and workforce trends.
• Multi-State/International Payroll: Handles complex scenarios (multi-FEIN, multi-country) that BambooHR cannot manage.
• Compliance Automation: Automatic tax updates and ACA/benefits compliance checks reduce HR team workload.

Cons of ADP Workforce Now

• Outdated User Interface: Platform feels like a legacy ERP system; navigation is not intuitive, and setup is complex.
• Slow Customer Support: Reported delays (15-30 minute wait times); support quality varies by representative.
• Limited Customization: While flexible, deep customizations require ADP professional services at a premium cost.
• Expensive for Small Teams: Cost-prohibitive below 50 employees; mid-market sweet spot is 200-2,000 employees.

Our Take

ADP Workforce Now is the proven choice if payroll reliability and regulatory compliance are non-negotiable. However, if you're mid-market and want a modern interface, Rippling may feel snappier.

Best for: established mid-to-large enterprises with complex payroll, risk-averse HR teams, and multi-state/international operations. Avoid if: you want a modern UX, rapid implementation, or sub-50 employee headcount.

4. Workday HCM

Workday is the gold standard for global enterprises. Built entirely on cloud infrastructure, it manages HR, payroll, talent, and planning. Employees consistently praise the centralization: approvals, benefits, timesheets, and payroll data all live in one system.

However, Workday is expensive and designed for enterprise complexity; small businesses and mid-market companies often find it overkill.

Key Features of Workday HCM

Below are the notable features of Workday HCM, one of the best BambooHR alternatives:

• Unified Cloud Platform with real-time data and no siloed databases
• Core HR with employee records, org charts, job codes, and global compensation management
• Payroll Processing across 60+ countries with local tax and labor law compliance
• Talent Management, including recruiting, performance reviews, and succession planning
• Benefits Administration with eligibility rules, plan configuration, and benefits statements
• Global Workforce Planning with headcount forecasting and scenario modeling
• Comprehensive Reporting and Analytics with role-based dashboards
• API-first architecture enabling deep integrations and data exchange

Workday HCM Pricing

Workday does not publish a standard per-user price on its public site. Pricing is custom and handled through sales, typical for enterprise HCM suites.

Pros of Workday HCM

• Enterprise-Grade Global Payroll: Payroll compliance, multi-country support, and real-time tax updates are seamless.
• Unified Data Model: No data silos; all HR, payroll, and talent data synchronized in real-time.
• Strong Reporting and Analytics: Built-in dashboards and ad hoc reporting give HR and finance complete visibility.
• Scalability for Global Orgs: Designed for Fortune 500 complexity; handles multi-subsidiary structures effortlessly.
• Best-in-Class UX: Interface is modern, intuitive, and mobile-friendly compared to legacy competitors.

Cons of Workday HCM

• 6-12 Month Implementation: Lengthy deployment requires significant internal resources and external consulting.
• Steep Learning Curve: Configuration requires Workday expertise; internal IT/HR skills often insufficient.
• Limited Customization: Out-of-the-box functionality is strong, but custom configurations require Workday Professional Services at premium rates.
• Not Suitable for Sub-1000 Employee Orgs: Over-engineered and cost-prohibitive for mid-market and small businesses.

Our Take

Workday is the right choice only if you're a 3,000+ employee global enterprise with complex multi-country payroll and talent needs.

For mid-market companies (200-1,000 employees), Rippling or ADP Workforce Now are more cost-effective. Best for: Fortune 500 and large multinational corporations. Avoid if: you're under 1,000 employees or need rapid deployment.

5. SAP SuccessFactors

SAP SuccessFactors is an HR management suite designed for large companies with over 1,000 employees in various countries. It brings together core HR (Employee Central), recruiting, performance management, learning, succession planning, and global payroll in one system.

SAP excels in offering detailed features and global compliance. It effectively manages complex talent workflows, dual-language performance reviews, and multi-country benefits using built-in rules engines.

Key Features of SAP SuccessFactors

Here are the core features of SAP SuccessFactors, a leading alternative to BambooHR:

• Employee Central with employee records, org charts, and compliance tracking
• SuccessFactors Recruiting with job posting, applicant tracking, and onboarding portal
• Performance & Goals Management with 360-degree feedback and continuous feedback workflows
• Compensation Management with salary planning, pay equity analysis, and benchmarking
• Learning Management System with course delivery and competency tracking
• Succession Planning & Development with talent pipeline and high-potential identification
• Workforce Analytics with predictive insights and labor trend reporting
• Multi-Country Payroll integration with local tax and labor law compliance

SAP SuccessFactors Pricing

SAP SuccessFactors charges on a per-user, per-module basis, which can be very expensive for large organisations. The total cost includes implementation (data migration, configuration, testing), training, and ongoing support from SAP or certified partners.

Most contracts need at least 1,000 users. Organizations usually save 15-40% by bundling multiple modules. Typical spending for mid-market firms (1,000–5,000 employees) ranges from $25K to $200K a year; enterprise spending goes over $500K.

Hidden costs include customization, API development, third-party integration, and annual maintenance renewals.

Pros of SAP SuccessFactors

• Comprehensive Talent Suite: From recruiting through succession planning, SuccessFactors covers the entire talent lifecycle.
• Global Multi-Country Support: Built-in compliance for 150+ countries; handles complex international payroll, benefits, and labor laws.
• Deep Customization: Highly configurable for complex organizational structures and workflows.
• Enterprise-Ready Security: SOC 2, GDPR, and industry compliance certifications (HIPAA, FedRAMP) for regulated industries.
• Strong Performance Management: Comprehensive 360 feedback, goal alignment, and continuous feedback workflows.

Cons of SAP SuccessFactors

• Steep Learning Curve & Clunky UX: Interface feels legacy and unintuitive; navigation is confusing even for experienced HR practitioners.
• Complex Implementation: 6-9 month deployments typical; requires specialized SAP consultants.
• Rigid Report Creation: Creating custom reports is time-consuming and often requires technical expertise
• High Minimum Commitment: 1,000 employee minimum means cost-prohibitive for mid-market; per-transaction recruiting pricing can add up quickly
• Poor Customer Support: Users report lengthy support wait times, and support staff knowledge varies widely.

Our Take

SAP SuccessFactors is designed for Fortune 500 and large multinational corporations managing complex, multi-country talent workflows. If you have 1,000+ employees and already use SAP ERP, SuccessFactors integrates seamlessly.

Best for: Enterprise organizations (3,000+ employees) with complex global talent management and existing SAP infrastructure. Avoid if: you're mid-market, want rapid deployment, or need modern UX.

6. Ceridian Dayforce HCM

Ceridian Dayforce HCM is a mid-to-enterprise-level human capital management platform to manage payroll, benefits, time & attendance, talent acquisition, and workforce management.

Dayforce prioritizes "always-on" payroll, meaning hourly workers can access real-time pay data and request on-demand payments, a capability unique to Dayforce.

Key Features of Ceridian Dayforce HCM

Here are the standout features of Ceridian Dayforce HCM, a major competitor of BambooHR:

• Core Payroll with real-time pay calculations and multi-state/international tax compliance
• Time & Attendance Tracking with mobile clock-in, scheduling, and attendance analytics
• Benefits Administration with enrollment, plan management, and compliance
• Recruiting & ATS with job posting, applicant tracking, and interview management
• Workforce Planning with scheduling optimization for hourly and shift-based workers
• Employee Self-Service Portal with mobile access to pay, benefits, and leave
• Real-Time Payroll Insights Dashboard with visibility into pay, hours, and compliance

Ceridian Dayforce HCM Pricing

Dayforce does not publish standard per-seat pricing on its public site. Pricing depends on the modules you select (payroll, HR, workforce management, talent, etc.), the number of employees, geographic complexity, and implementation scope.

Pros of Ceridian Dayforce HCM

• Always-On Payroll for Hourly Workers: Real-time pay access and on-demand payment reduce worker anxiety and boost financial wellness.
• Best-in-Class Workforce Scheduling: Optimized scheduling for shift workers, automated compliance with labour laws, and coverage planning cut down on manual admin tasks.
• Multi-Country Payroll Compliance: Manages payroll for over 150 countries, keeping up with local tax and labour law updates. It's ideal for multinational organisations.
• Unified Employee Lifecycle: Onboarding, recruiting, performance, and offboarding are all in one system, reducing data silos.

Cons of Ceridian Dayforce HCM

• Outdated User Interface: The interface feels cluttered and outdated. It requires too many clicks for simple tasks, which slows down everyday workflows.
• Steep Implementation & Learning Curve: Typical deployments take 6-9 months. This demands dedicated resources, and the setup is complicated, even with consulting help.
• Complex Custom Reporting: Non-technical users find custom report creation unintuitive. Pre-built reports are limited, making ad-hoc analysis a struggle for many.
• Weak Recruiting Module: The ATS lacks features found in modern platforms. Candidate matching and sourcing automation are quite basic compared to others.

Our Take

Dayforce excels if your primary need is complex shift scheduling, international payroll compliance, or real-time payroll for hourly workers.

However, if recruiting is central to your business, the weak ATS means you'll need a separate recruiting tool. Best for: Retail, healthcare, and manufacturing companies with hourly/shift-based workforces. Avoid if: You want modern UX, rapid deployment, or best-in-class ATS.

7. Personio

Personio is a German HRIS tailored for European SMBs (50-2,000 employees). It features core HR, recruiting, payroll, performance, and learning management.

Also, its user-friendly interface makes it accessible. While popular in 40+ countries, payroll is limited, recruiting is basic, and reporting falls short compared to enterprise solutions.

Key Features of Personio

Below are the notable features of Personio, one of the top BambooHR competitors:

• Core HR with employee profiles, document management, and workflow automation
• Recruiting Module with job posting, applicant tracking, and candidate evaluation
• Payroll Processing with monthly salary calculation, tax filing, and benefits (limited to fixed salaries)
• Performance Management with 360-degree feedback, goal tracking, and review cycles
• Time & Attendance Tracking with PTO management and accrual rules
• Employee Self-Service Portal with mobile app for access and requests
• Document Management with templates and digital record storage

Personio Pricing

Personio publishes plan names and the modular approach. However, prices are quote-based and depend on company size and selected apps. Below is a concise table summarizing the official plan structure and billing model:

Pros of Personio

• User-Friendly Interface: Intuitive, clean design that even non-technical employees find easy to use; minimal training required.
• Quick Implementation: Deployment is typically 4-8 weeks (vs. 6+ months for enterprise platforms); self-service configuration reduces consulting costs.
• European Compliance Focus: Built with EU regulations in mind; GDPR compliance, local tax rules, and multi-country support are native.
• Affordable Entry Point: Starting at $5/employee/month makes it cost-effective for SMBs; modular pricing lets you pay for only what you use.
• Strong Onboarding & Offboarding: Pre-built workflows and templates streamline employee lifecycle processes.

Cons of Personio

• Weak Payroll Functionality: Limited to fixed salaries. It struggles with variable pay, bonuses, commissions, and complex pay structures. It also shows a bias towards German regulations.
• Basic Recruiting Module: The ATS lacks smart matching, advanced sourcing, and candidate ranking. It's better for passive recruiting than for high-volume sourcing.
• Limited Reporting & Analytics: Pre-built reports are basic. Custom reporting is clunky and lacks advanced workforce analytics and predictive insights.
• Scaling Limitations: The system isn’t designed for large enterprises. It struggles with multi-entity structures, complex org hierarchies, and operations with over 10,000 employees.
• Support in Non-English Markets: English support is available but lags behind German support. Some features and documentation still prioritize German.

Our Take

Personio is ideal for European SMBs seeking a simple, affordable HR platform with quick implementation. If payroll is complex or multi-variable, and if you need enterprise-grade recruiting, look elsewhere.

Best for: European companies with 50-1,000 employees with straightforward HR needs. Avoid if: You need advanced payroll, best-in-class recruiting, or global multi-currency support.

8. Deel

Deel is a global HR and payroll platform that streamlines international hiring and payments. It offers a modular suite, including Global Payroll, Contractor Management, and Employer of Record services.

Moreover, Deel enables companies to hire and pay workers in over 150 countries without local entities, though pricing and transparency can vary.

Key Features of Deel

Below are the core features of Deel, one of the top BambooHR alternatives:

• Global Payroll Processing with multi-currency support and automated tax compliance (150+ countries)
• Employer of Record (EOR) Services, where Deel is the legal employer, handling all compliance
• Contractor Management with automated invoicing, payments, and compliance tracking
• Employee Self-Service Portal with payslips, tax documents, and benefits access
• Compliance Automation with local tax updates, labor law compliance, and filing support
• Global Payments with fast international transfers and multiple payout options
• Add-on Modules: Compensation, Engagement, Workforce Planning, Benefits Admin, Talent, Immigration support

Deel Pricing

Based on company size, Deel's plans and pricing are divided into 4 categories:

1. Payroll
2. HR
3. IT
4. Services

There are various plans under these 4 categories.

Pros of Deel

• Fastest Way to Hire Globally: EOR service lets you hire in 150+ countries within weeks. No need to set up local entities.
• Transparent Multi-Country Compliance: Automated payroll tax filings and benefits management ease the burden on HR teams.
• Strong Global Payments: Enjoy multi-currency support, quick international transfers, and various payout options. Managing remote teams is simple.
• Excellent for Contractors & Remote Teams: Contractor management and global payroll cater to remote-first and contractor-heavy organisations.
• Built-in Compliance Automation: Get support for visas, work permits, and background checks. This reduces legal and compliance risks.

Cons of Deel

• Fragmented Pricing Transparency: Global Payroll and EOR pricing are straightforward. In contrast, US PEO and custom add-ons require sales calls, complicating budget planning.
• Not a Traditional HRIS: This tool misses key HR features like performance management, learning management, and advanced benefits. It mainly focuses on payroll and compliance.
• Complexity for Multi-Country Setup: Navigating different service tiers—Global Payroll, EOR, and PEO—can be confusing. Selecting the right tier for each country adds to the challenge.
• Limited Reporting & Analytics: Its reporting features are basic compared to enterprise HCM platforms. There are no workforce analytics or advanced insights.

Our Take

Deel is the right choice if you're expanding internationally and need to hire quickly without setting up legal entities. However, if you also need performance management, learning, or traditional HR functions, you'll need a separate platform.

Best for: Startups, tech companies, and scaling businesses with global remote teams. Avoid if: You need comprehensive HR beyond payroll/compliance or primarily hire in one country.

9. Gusto

Gusto is a small business payroll and HR platform designed for US-based companies with 1-500 employees. It combines payroll processing, benefits administration, time tracking, employee onboarding, and basic HR into an all-in-one system.

However, Gusto is US-only, lacks advanced ATS capabilities, and doesn't scale well for complex organizations with 1,000+ employees.

Key Features of Gusto

Below are the notable features of Gusto, one of the best BambooHR alternatives:

• Full-Service Payroll with automated tax filing (federal, state, local) and direct deposit
• Benefits Administration including health insurance, 401(k), FSA, and HSA management
• Employee Onboarding with digital form signing, I-9 verification, and document management
• Time Tracking & PTO Management with a mobile app and integration with scheduling
• Contractor payments with automated 1099 processing across all 50 states
• Employee Self-Service Portal with mobile access to paychecks, tax documents, and benefits
• Compliance Management with automated tax updates and compliance alerts

Gusto Pricing

Pros of Gusto

• Transparent, Predictable Pricing: Clear pricing with no hidden fees. You can easily calculate the total cost before signing up.
• Simple Setup & Fast Payroll Launch: Onboard in just 30 minutes. Payroll runs in days, not weeks, and you need minimal tech skills.
• Strong Compliance Automation: Automatic updates for tax filing, multi-state payroll support, and compliance alerts help reduce HR workload.
• Excellent User Experience: The intuitive interface and mobile app get consistent praise. Employees enjoy the simplicity.
• Best-in-Class Customer Support: 24/7 phone and chat support with quick response times. Users often praise the quality of support.

Cons of Gusto

• US-Only Platform: No international payroll or multi-currency support; can't hire outside the US.
• No Recruiting Module: Lacks ATS; can't post jobs or track applicants; needs a separate recruiting tool.
• Limited for Enterprise Growth: Best for 1-500 employees; not made for complex structures or operations with over 5,000 employees.
• Payroll Delays Reported: Some users report occasional direct deposit delays, needing backup payment methods.
• Lack of Advanced HR Features: No performance management, learning management system, or succession planning.

Our Take

Gusto is the best choice for small US businesses (1-300 employees) prioritizing simplicity, speed, and great customer support. However, if you need recruiting, international hiring, or enterprise complexity, Gusto won't grow with you.

Best for: US-based startups and small businesses, freelancers, and agencies. Avoid if: You need international hiring, recruiting capabilities, or enterprise-grade complexity.

10. Paycom

Paycom is an HRIS and payroll platform for over 30,000 businesses with 100-2,000 employees. It centralizes payroll, HR, and scheduling, promoting employee empowerment through self-service tools.

While users appreciate its functionality and interface, they express concerns about high implementation costs and inconsistent customer support.

Key Features of Paycom

Here are the core features of Paycom, a leading alternative to BambooHR:

• Full-Service Payroll with tax filing, multi-state support, and real-time gross-up calculations
• Time & Attendance Tracking with employee self-service time entry and PTO management
• Benefits Administration with plan management and employee self-service enrollment
• Recruiting & ATS with job posting, applicant tracking, and offer management
• Performance Management with 360 feedback, goal tracking, and annual reviews
• Employee Self-Service with paycheck access, tax forms, and benefits enrollment
• Reporting & Analytics with pre-built and custom reports for payroll and HR metrics

Paycom Pricing

Paycom does not publish fixed product prices on its website. Pricing is customized and varies by number of employees, modules selected, transaction volume (payroll runs), and implementation needs.

Pros of Paycom

• Strong Payroll Capabilities: A powerful payroll engine handles complex tax situations, supports multiple states, and provides real-time calculations.
• Employee Empowerment Through Self-Service: Employees can enter their time, request PTO, and enroll in benefits on their own. This greatly cuts down the HR workload.
• Unified Platform Advantage: Payroll, HR, recruiting, performance, and time tracking are all in one system, reducing data silos.
• Compliance & Tax Updates: Automatic updates for tax laws and compliance checks lessen the legal burden on the HR team.

Cons of Paycom

• Weak Recruiting Module: The ATS lacks smart candidate matching and advanced sourcing. It needs to pair with a dedicated recruiting platform for high-volume hiring.
• Support Quality Issues: Users feel that support is sales-driven and focuses more on upselling than on solving issues. Responsiveness is inconsistent, and reports mention an offshore support team.
• Limited Customization: While the system is flexible, significant customizations require Paycom Professional Services, which can be costly.

Our Take

Paycom works well for mid-sized companies (100-1,000 employees), prioritizing straightforward payroll and HR in one platform with strong employee self-service.

Best for: Mid-market companies with strong payroll needs and a desire to offload admin to employees. Avoid if: You want transparent pricing, rapid deployment, or best-in-class ATS.

10 Other BambooHR Alternatives

Below are 10 more worthwhile BambooHR competitors, compare their ideal use case, trial availability, and trial info: