Find your fit
Who it is for
It suits a growing people-operations team that has outgrown spreadsheets and wants a shared employee record, controlled access to sensitive information, a repeatable new-hire process and a way for employees to submit leave without routing every question through HR. The vendor's pricing page is aimed at 20-500 employees, with custom pricing requested above 1,000.
A team mainly replacing paper leave forms may start with Core; a team that also needs applicant tracking or structured performance reviews should examine Premium. VIP is oriented toward organizations that need its extra support and administrator allowance. Confirm the real employee count, administrator roles and needed modules before comparing quotes.
The work it supports
Core capabilities
An employee record can hold contact and emergency details, position and salary history, leave, training, assets and attached documents. Contracts and certificates can sit with the person, while renewable-document reminders and access controls help HR separate routine information from sensitive records. Map roles before importing actual personnel files.
Leave begins with policy setup: choose types, accrual and reset rules, waiting periods and any group restrictions. The vendor's setup guide specifically calls for checking starting balances and policy calculations before inviting employees into self-service. A small set of fictional employees with different schedules is a useful validation case.
Through the employee portal, staff can request time off, see their balance and view a configured leave calendar. Administrators can use simple or multi-tier approval rules, notifications, balances and leave history when deciding requests. Check which approver and employee group each rule reaches before turning on live notifications.
The portal can also surface the company library, forms, timesheets and checklists according to what an employee should see. This gives HR one place to distribute routine resources, but the visibility settings matter when documents or forms differ by location or role.
Onboarding checklists can be reused for different roles and include tasks, document links, uploads, forms and signing steps. HR can delegate items to IT or a manager, require administrator verification for selected items, and see completion and reminders. Files uploaded during the process attach to the employee record.
On Premium, a recruiting team can track applicants in a visual pipeline, move them through stages and coordinate interview communication. A selected candidate can be converted into an employee record and enter onboarding. This handoff is valuable when hiring and HR own adjacent steps, but should be checked with fictional data before migrating candidate files.
Premium also provides reusable performance review forms, schedules and reminders, plus goals that can be assigned to people or groups. Employees can update goal progress in self-service. Agree who can see reviews and goals, because these records may contain sensitive feedback.
The record ties the modules together: leave goes into absence history, completed checklists remain with the employee, and a recruited candidate can become an employee record. This reduces repeated entry, but a buyer should test the handoff and permissions with invented profiles before relying on historical data or payroll balances.
Understand the offer
Pricing and getting started
Core includes employee records, the employee portal, leave requests and accruals, onboarding checklists, the company library and org chart, up to five administrators and three implementation sessions. Premium adds applicant tracking, performance and goals, enhanced approvals, timesheets and eSignatures, with up to ten administrators. VIP adds priority support, a dedicated account manager, custom domain and leave displays, unlimited administrators and five implementation sessions.
The pricing interface asks for employee count, currency and monthly or yearly frequency. It lists USD, GBP, AUD and EUR, but the retained static page did not expose a reliable numeric card rate; obtain a quote for the actual bracket and currency. The vendor positions the standard plans for 20-500 employees and asks teams above 1,000 to seek custom pricing.
The current FAQ advertises a 14-day free trial without a credit card and says almost all features are available during it. Its plan grid differs by tier, so check which trial tools will remain under the intended paid plan before setting up a process around them.
The FAQ says there are no extra setup or onboarding fees and that the standard yearly subscription charges for 11 months instead of 12. Additional admin users beyond the included allowance carry a fee, and a move into another employee-count bracket adjusts pricing. Ask for a written all-in total at the real staff and admin count.
The vendor says plans can be upgraded or downgraded with prorated adjustment and canceled without penalty. After cancellation, data remains accessible only for a limited time and export assistance is available. Request the actual post-cancellation access window and export format before relying on a long migration period.
A non-card payment route has a different annual rule: the FAQ says it requires an annual plan priced at 12 times the monthly fee, rather than the usual 11-month annual offer. Verify the payment method and invoice total in writing if bank deposit is required.
Look a little closer
Before you choose
For a pilot, create fictional employees in two leave-policy groups, set opening balances, invite only a test portal user, submit a sample request and inspect the resulting approval and absence record. Do this before inviting staff, because incorrect accruals or approver routing are harder to untangle once requests accumulate.
Test onboarding with a role-specific checklist, a delegated task and a document upload. Confirm which person can see and verify each item and where the finished file lands in the employee record. If recruiting is in scope, repeat with a fictional candidate-to-employee conversion under Premium.
Compare plans using actual employee-count brackets, administrator count, billing currency and payment method. Record the exact features available after the trial, the annual amount, any extra administrator charges and how quickly data can be exported after cancellation.
9 distinct sources behind this profile. Research observed Oct 26, 2026. Features and offers can change.
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