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Remote Contract Jobs

Thinking about going remote, but don’t want to commit to full-time employment? Contract work is a popular way to get your foot in the door and live that gig life ✈️ Find the latest remote contract jobs below!

All Remote Contract Jobs Latest post about 3 hours ago

• New View Company Profile NoGigiddy Remote Customer Service Rep Up to 19/hour - No Degree Needed featured Contract / USA Only
• View Company Profile OnTheGoSystems Top 100 Full-Stack Developer featured Contract / Europe Only
• View Company Profile AE Virtual Class S.A German/Mandarin online teachers featured Contract / North America Only/Latin America Only/Americas Only
• View Company Profile Report Owl LLC Remote Inside Sales featured Contract / Anywhere in the World
• View Company Profile Omni Interactions Work From Home Customer Service featured Contract / USA Only
• View Company Profile OnTheGoSystems Top 100 Senior RoR&React Developer featured Contract / Europe Only
• View Company Profile DataAnnotation.tech FT/PT Remote AI Prompt Engineering & Evaluation - Will Train featured Contract / USA Only/UK Only/Canada Only
• View Company Profile PickleBali Technical Apparel Designer - Help Design Unique Sports Apparel & Equipment using CLO3D, Browzwear, Marvelous and Illustrator featured Contract / Anywhere in the World
• View Company Profile AE Virtual Class S.A French, German or Mandarin online teachers (night shifts) featured Contract / Americas Only
• View Company Profile Netguru S.A. Senior Product Owner/Manager with Arabic featured Contract / Anywhere in the World
• View Company Profile Native Camp Pro Online English Teacher featured Contract / Anywhere in the World
• View Company Profile TELUS International AI Data Solutions US Internet Rater - English Language featured Contract / USA Only
• View Company Profile Legalcom Group Freelance Writer to Simplify Legalese featured Contract / Anywhere in the World
• View Company Profile ProWriterSites Content Writer featured Contract / Anywhere in the World
• View Company Profile FRC Technical Content/Prompt Evaluator/Editor featured Contract / USA Only/UK Only/Canada Only
• New View Company Profile Niceboard Technical Customer Support (Part time) Jun 29 Contract / Americas Only
• New View Company Profile LeadSimple, Inc. Top 100 Business Development Representative Jun 28 Contract / Anywhere in the World
• New View Company Profile Mills Truck and Tractor services Proofreader Jun 27 Contract / USA Only
• View Company Profile NoGigiddy Remote Customer Service Rep Up to 19hour No Degree Needed Jun 26 Contract / USA Only
• View Company Profile Century Property Tax Consultants Customer Representative Jun 25 Contract / USA Only
• View Company Profile Artisan Experienced B2B SaaS Sales Copywriter Jun 25 Contract / Anywhere in the World
• View Company Profile Vericasa Python developer - Brazil Jun 24 Contract / Latin America Only
• View Company Profile TELUS International AI Inc. Online Data Analyst Jun 24 Contract / USA Only
• View Company Profile miniExtensions Technical Support (Full-time contract, 40+hr/wk) Jun 21 Contract
• View Company Profile miniExtensions Sales & Marketing Operations Manager (Full-time contract, 40+hr/wk) Jun 20 Contract
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How to Find the Best Contract Management Software for Your Legal Department in 10 Steps

June 17, 2024

If you’re reading this, you’re likely already considering purchasing contract management software (CMS) to help overcome your most pressing contract management process challenges. You’re likely seeking a solution that not only simplifies and streamlines the contract life cycle but also aligns seamlessly with your organization’s existing workflows and enhances efficiency without imposing undue financial burdens.

Contract management software is designed to automate and streamline the legal contract management process. These powerful contract automation tools offer a unified platform for legal departments and business teams to create, negotiate, sign, renew, and report on business contracts by automating the manual work traditionally involved in a contract workflow.

The right choice can make a big impact on your legal team. An automated contract management system can speed up negotiations by 50%, reduce payment errors by 75-90%, and lower the cost of managing contracts by 10-30%, according to a Goldman Sachs report.

Making the wrong choice has the potential of wasting your organization’s time and money, with little to no improvements to your department’s contract management efficacy.

[Download our Buyer’s Guide to Contract Management Software for a structured approach to finding the right contract management tool for your legal department.]

Benefits of a focused contract management solution

To ensure the successful selection, implementation, and adoption of CMS solutions, follow the golden rule: start small and stay focused!

Don’t attempt to tackle all your contracting problems at once. Start by identifying the top problems you are trying to solve and then seek out solutions that are designed to solve those problems without getting distracted by all the other bells and whistles. This is especially important for legal teams who are transitioning from manual approaches, such as using spreadsheets and shared drives to track and store their contracts.

The allure of enterprise CMS vendors , with their attractive “one-stop shop” guarantee to address every legal and business challenge, might initially captivate buyers. However, it’s crucial to tread this path with a discerning eye and a healthy dose of skepticism. End-to-end contract management solutions that try to be everything to everyone often fail to deliver key features for the legal team.

That’s why 75% of in-house counsel are dissatisfied with their existing contract workflow technology and 53% of organizations with an enterprise CMS are considering switching providers ( InnoLaw Group CLM Market Study ). It’s impossible for one technology solution to be good at every phase of the contract lifecycle.

A focused CMS solution allows your legal team to take an iterative “crawl-walk-run” approach to solving their most pressing contract management workflow challenges without the resource-intensive implementation and high risk of failure that come with end-to-end solutions.

The benefits of a focused CMS solution include:

• Specialized for legal – One of the primary reasons for choosing a focused CMS solution is they are purpose-built to address the unique needs of legal teams. These specialized tools are designed to solve the most pressing contract management challenges.
• Shorter implementation time – Unlike enterprise CMS solutions that include modules for CRM, ERP, procurement, and more, focused CMS solutions concentrate on contract-related functionalities. This specialization means they need minimal input from IT and require only basic training, allowing them to be rolled out in a matter of weeks to months.
• Easier change management – These solutions are often more straightforward and user-friendly because they are built for the day-to-day operations and needs of legal teams, with interfaces, workflows, and features tailored to contract management.
• Faster time to value – Faster implementation and adoption means quicker return on investment, which can be a critical factor for legal departments looking to demonstrate value and gain organizational support for further technological advancements.
• Scalability and flexibility – These solutions are designed to grow with your organization. Companies can start with the basic functionalities they need and add more features as their contract management and business needs evolve. This scalability ensures that the value of the system continues to grow over time without significant additional investment or disruption.
• Better price to value – With enterprise CMS solutions, you are likely going to pay for a lot of functionality that you don’t need. This is not the case with focused CMS solutions as you will only purchase features that are essential to the legal team’s operations.

10 steps to evaluating and selecting a CMS solution

With hundreds of options to consider and various features and pricing models, identifying the right solution requires careful consideration and planning.

[For more details and tips for finding the right CMS for your legal department, download our complete Buyer’s Guide to Contract Management Software .]

1. Map your current and future contracting processes

Before you dive into the process of evaluating and implementing a CMS at your organization, you should first assess your existing contract management process and clarify your vision for the future state.

If you need help establishing and maintaining a contract management framework, download our Contract Management Playbook for a step-by-step process checklist to help create a more efficient and consistent approach to contract management.

If you already have well-defined and documented processes, run a quick audit with our Sample Contract Management Review Questionnaire to identify any potential gaps or areas for improvement.

2. Identify the contracting problem you want to address first

Don’t tackle all your contracting problems at once. Identify quick wins for fast time to value. For example, consider addressing one or a few of the following areas:

• Requests: intake and workflow management
• Contract generation: template creation and clause library
• Storage: repository, search, and metadata
• Management: post-signature obligations tracking

3. Determine who will be impacted by the solution and who will be involved in the purchasing process

Are you looking to implement a solution that solves the needs of the legal team? Multiple departments? The entire company?

Identify the key stakeholders to consider in your contract management process:

• Who makes decisions?
• Who provides input?
• Who needs to be informed?
• Who will be power users?

4. Form a buying committee

Assign an individual or group of key stakeholders to lead the selection process from beginning to end and ensure your evaluation process works as seamlessly as possible.

5. Determine your annual budget for contract management software

As detailed above, there are two primary categories of CMS – focused and enterprise – and these different types of contract management tools can vary widely in cost. There is the baseline annual cost of the software, often priced by the seat, and additional implementation or support costs might also factor in.

Focused solutions are often a minor investment typically starting around $20,000 per year. Enterprise solutions can be a significant investment of $100,000 or more per year.

6. Research solutions that can address your identified needs

There are many ways to dig deeper into vendors and their contract management offerings, including:

• Check out third-party software review sites, such as G2, Capterra, and Gartner Peer Insights.
• Read vendor websites to learn more about their features, pricing models, and customer success stories.
• Ask your fellow in-house counsel peers for insights, advice, and references.

Tip: Proceed with caution when exploring startups in the CMS space. Due to the rapid pace of innovation, the CMS marketplace is constantly shifting, with startups frequently consolidating, exiting, and entering the market. There’s an inherent risk in the potential for startups to fail or change direction quickly, which can impact the continuity and reliability of their service. By 2026, 25% of existing legal tech providers will no longer exist, according to Gartner’s 2023 Legal Technology Trends and Predications report.

This constant state of flux underscores the importance of careful consideration and due diligence to safeguard your investment. It’s important to evaluate not just the products and services offered, but also the long-term viability of the technology vendors you’re considering.

7. Develop a decision-making framework

Rank your priorities and avoid valuing any two as equal. This will help you make decisions and identify the solution that excels in the areas that matter most to you.

Take your list of criteria and divide it into two clear categories: “must-haves” and “nice-to-haves.” This approach will refine your evaluation of options. Specifically, if a product is missing a must-have feature, it can be ruled out without further consideration, regardless of the number of nice-to-have features it might include.

8. Evaluate your finalists (take your time here)

Host discovery calls with each vendor to discuss your goals and determine whether their product can help.

Tip: Don’t forget to carefully vet each vendor’s privacy and security measures and protocols . It’s essential to assess their ability to protect sensitive contract information from unauthorized access, breaches, and leaks. This includes encryption of data in transit and at rest, regular security audits, and compliance with data protection regulations (such as GDPR or CCPA ).

Schedule initial demos with each vendor to see the product in action and gain an understanding of whether their features address your must-haves.

Tips for successful CMS demos:

• Schedule a prep call with the vendor to set priorities and expectations.
• Include all relevant stakeholders to avoid buy-in and change management issues down the road.
• Record the demos so you can revisit them later and share with stakeholders who were unable to attend.
• Gather stakeholder feedback and follow-up questions to ensure you have all the information you need to make a final decision.

9. Turn your decision-making criteria into a scoring system

Evaluate each demo and rank them against each other, including an assessment of each organization’s track record and implementation support staff. When you invest in any software, you’re also investing in the people who build, refine, and support that technology. Their expertise, commitment, and service quality significantly impact the software’s value and effectiveness within your organization.

10. Craft a persuasive business case and present it

Building a convincing business case involves addressing the specific concerns of key stakeholders and demonstrating how your solution aligns with the organization’s broader goals. Illustrate the pain points you’re addressing with the selected technology and the potential consequences of inactions, backed up by data.

Choose the right contract management solution with confidence

While there are many contract management solutions on the market, it’s important to consider all of the relevant factors to understand which contract management tool is the best solution for your legal department.

Our  Buyer’s Guide to Contract Management Software  offers insights into evaluating your current contract management processes and identifying key areas for improvement. It provides a structured approach to understanding contract management software options so you can better align your organizational needs with the capabilities of various solutions.

Choosing the right contract management software is crucial. Bloomberg Law’s innovative Contract Solutions platform is built by lawyers for lawyers and tailored to meet the needs of corporate legal departments, specifically when it comes to addressing the most time-consuming and labor-intensive parts of the contract management workflow.

Request a demo to see how Contract Solutions can help you take back your time.

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Save valuable time when you trust Bloomberg Law Contract Solutions to draft, manage, and execute contracts efficiently and effectively. Sign up for your Contract Solutions demo today.

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Best Construction Accounting Software of 2024

Hillary Crawford is a small-business writer at NerdWallet, with a special focus on business software products. Her previous roles include news writer and associate West Coast editor at Bustle Digital Group, where she helped shape news and tech coverage. Her work has appeared in The Associated Press, The Washington Post, Yahoo Finance and Entrepreneur, in addition to other publications. She is based in Traverse City, Michigan.

Karrin Sehmbi is a lead content management specialist on the small-business team. She has more than a decade of editorial experience in the fields of educational publishing, content marketing and medical news. She has also held roles as a teacher and tutor. Karrin is based in the San Francisco Bay Area.

Sally Lauckner is an editor on NerdWallet's small-business team. She has over 15 years of experience in print and online journalism. Before joining NerdWallet in 2020, Sally was the editorial director at Fundera, where she built and led a team focused on small-business content and specializing in business financing. Her prior experience includes two years as a senior editor at SmartAsset, where she edited a wide range of personal finance content, and five years at the AOL Huffington Post Media Group, where she held a variety of editorial roles. She is based in New York City.

Many or all of the products featured here are from our partners who compensate us. This influences which products we write about and where and how the product appears on a page. However, this does not influence our evaluations. Our opinions are our own. Here is a list of our partners and here's how we make money .

Managing construction projects requires the ability to quickly respond to changes in material costs and accurately scope projects and labor. It also involves accounting for multiple types of expenses and assigning them to jobs accordingly. Throw in equipment cost allocation and things get even more complicated. The best accounting software will make it easy to record the cost of goods sold, get the most out of your equipment and monitor project costs so you don’t go over budget.

Why trust NerdWallet

250+ small-business products reviewed and rated by our team of experts.

95+ years of combined experience covering small business and personal finance.

75+ categories of best business software selections.

Objective and comprehensive ratings rubric for accounting software. ( Learn more about our star ratings .)

NerdWallet's small-business software content, including ratings, recommendations and reviews, is overseen by a team of writers and editors who specialize in business software, including accounting, payment processing and payroll. Their work has appeared in The Associated Press, The Washington Post, Nasdaq, Entrepreneur, ABC News, Yahoo Finance and other national and local media outlets. Each writer and editor follows NerdWallet's strict guidelines for editorial integrity to ensure accuracy and fairness in our coverage.

The Best Construction Accounting Software

QuickBooks Online

Additional pricing tiers (per month): $60, $90, $200.  

$30 per month for the Simple Start plan.

$60 per month for the Essentials plan.

$90 per month for the Plus plan.

$200 per month for the Advanced plan.

» MORE: Explore all QuickBooks plans and pricing

Why we like it: QuickBooks already holds a strong name in accounting software. The capabilities built into its Plus and Advanced plans, specifically, are well-suited to construction accounting and project management. Particularly relevant features include invoicing, customizable reporting and job costing as well as direct integrations with industry-specific software such as Buildertrend and Housecall Pro. If you’re looking for a no-frills, dependable construction accounting software solution at a comparatively reasonable price point, QuickBooks Online may be a great fit for your business. Read our full QuickBooks Online review .

» MORE: See the top alternatives to QuickBooks

Sage 100 Contractor

Quote-based.  

Quote-based.

Why we like it: Sage 100 Contractor is the construction accounting and project management product that falls within the large ecosystem of Sage Business Cloud software. It can help you manage all aspects of your construction business — from monitoring job progress completion and profitability to creating accurate estimates and managing change orders. Because Sage has an intricate network of software products, it’s not always clear which features are part of which product and therefore when add-ons and integrations are required. Be sure to get clarity on this when you contact Sage for a quote and more detailed product information.

» MORE: Best business software solutions

Per user. Additional pricing tiers per user (per month): $70.  

$35 per month per user for the Standard plan.

$70 per month per user for the Enterprise plan.

Why we like it: Striven software includes not only a built-in accounting tool that has all the standard accounting functions such as reporting (including customizable reports), invoicing, audit trails and accountant access, but also offers features for project and inventory management, job costing, scheduling and more. Striven also has both customer and vendor portals for quicker and easier collaboration with clients and vendors. Each portal is included in your software package free of charge for up to 100 customers and 100 vendors; for more than 100, there is an additional monthly fee. Note that Striven currently lacks a mobile app, which may be a make-or-break deciding factor for some construction businesses. The software is, however, responsive on mobile and other devices, so you can access your information on the go.

QuickBooks Enterprise

Additional pricing tiers (per year): $1,922; $2,363; $4,668. Adding users or cloud access costs extra.  

$1,481 per year for the Silver plan.

$1,922 per year for the Gold plan.

$2,363 per year for the Platinum plan.

$4,668 per year for the Diamond plan.

Why we like it: If you’re outgrowing the small business category and find yourself in need of more powerful software with robust reporting tools and can handle the price tag to go along with that, then QuickBooks Enterprise could be a solution worth exploring. Similar to QuickBooks Online for Contractors, QuickBooks markets an industry-specific edition of its Enterprise product, which contains many features relevant to construction and field service management. Read our full QuickBooks Enterprise review .

» MORE: Best accounting software for medium-size businesses

Buildertrend

Additional pricing tiers (per month): $799, $1,099.  

$499 per month for the Essential plan.

$799 per month for the Advanced Plan.

$1,099 per month for the Complete plan.

Why we like it: The monthly price is certainly steeper than some of the other products on this list. But if you’re in the market for more than just a construction accounting product, Buildertrend will likely fill all your business needs within a single software solution — no need to purchase separate software products and try to integrate them. It can help you manage finances, projects, sales, materials and customers. Particularly noteworthy is Buildertrend’s highly rated mobile app, available on both iOS and Android devices, which keeps your entire team connected and working efficiently at all times of day and from all locations — even when internet connection and cell service are spotty.

» MORE: NerdWallet's best small-business apps

How to choose construction accounting software

In addition to your standard profit and loss statement and balance sheet, here are some other reports and features to look for when shopping for construction accounting software:

Job costing: Job costing lets you assign expenses to each individual job. Without job costing, you have no way of knowing which jobs — or which types of jobs — are most profitable for your construction company.

Project management: Project management is more than just knowing what phase each job is in, even though that in itself is extremely important. Proper project management helps you appropriately allocate resources to the various jobs your construction company has going on at any given time. It also allows you to forecast your needs for projects in bid.

Budget and completion analysis: Budget and completion analysis lets you see how your construction projects are proceeding from a budget standpoint. In order to maximize your profitability on a job, you want to deliver it under budget and on time. Without this analysis in your construction accounting software program, you can be left guessing on whether or not this will happen.

Change order tracking: A construction project without change orders is rare. If you can’t track your change orders, you could easily leave money on the table or have to make costly changes to work that is improperly done.

Also consider whether you prefer an all-in-one construction management product, like Buildertrend, or a more focused accounting product, like QuickBooks Online, that can integrate with hundreds of other business apps to build the precise solution you need.

Methodology

NerdWallet independently reviews accounting software products before determining our top picks. We collect the data for our software ratings from products’ public-facing websites and from company representatives. Information is gathered on a regular basis and reviewed by our editorial team for consistency and accuracy.

NerdWallet’s accounting software ratings favor products that are easy to use, reasonably priced, have a robust feature set and can grow with your business. The best accounting software received top marks when evaluated across 10 categories and more than 30 subcategories. Learn more about how we rate small-business accounting software .

These ratings are meant to provide clarity in the decision-making process, but what’s best for your business will depend on its size, growth trajectory and which features you need most. We encourage you to research and compare multiple accounting software products before choosing one.

NerdWallet does not receive compensation for any reviews. Read our editorial guidelines .

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Best workforce management software in 2024

Dennis O'Reilly

Sierra Campbell

“Verified by an expert” means that this article has been thoroughly reviewed and evaluated for accuracy.

Published 7:53 a.m. UTC June 28, 2024

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Successful businesses of all sizes know the importance of investing in their workers. The best workforce management software provides SMBs with the same technologies and techniques that empower the workforce of large enterprises. They automate common HR workflows, inform managers’ decision making and deliver self-service tools that boost the productivity of workers and HR teams alike.

Among our choices for the top workforce management solutions for SMBs are products that apply AI and other technologies to make HR and payroll administration faster, more accurate and more efficient. We highlight the most outstanding features of each product and point out the industries and types of businesses they serve best.

Featured payroll software offers

Via OnPay’s website

Monthly fee

$40 per month plus $6 per employee

Direct deposit

Via Rippling’s website

$35 per month + $8 per user

Via Gusto’s website

Starting at $40 plus $6 per month per employee

SurePayroll

Via SurePayroll’s website

$29.99 per month plus $5 per employee

Best workforce management software

• Zoho People : Best for customizable HR workflows.
• TriNet : Best for benefits administration.
• SAP SuccessFactors : Best for AI-assisted workforce management tools.
• Paycor : Outstanding payroll and workforce analytics features.
• GoCo : Best for onboarding and offboarding.
• Workday : Best for workforce optimization.
• UKG Ready : Best for talent management.
• Paycom : Best for employee self-service.
• Namely HR : Best for combined managed payroll and managed benefits.
• Uzio : Best for the staffing industry.

Why trust our small business experts

Our team of experts evaluates hundreds of business products and analyzes thousands of data points to help you find the best product for your situation. We use a data-driven methodology to determine each rating. Advertisers do not influence our editorial content. You can read more about our methodology below.

• 25 companies reviewed.
• 1,068 data points analyzed.
• 100+ hours of research.

Best for customizable HR workflows

Zoho people.

Starting monthly fee

Performance management, compensation management, pros and cons.

• Rule-based workflow creation automates common HR processes.
• Prices range from $1.50 to $10 per user per month.
• Offers a free plan for up to five users and a 30-day free trial.
• Payroll, benefits management, recruiting and other HR features sold separately.
• Provides only a handful of third-party integrations.
• Entry-level plan lacks time and attendance tracking.

Why Zoho People is the best

Small business owners recognize the need to keep their workers engaged and productive, but they’re usually short on time and often strapped for cash. Zoho People delivers the necessary HR functionality with plans that are quick and easy to set up and use, and that range in price from free to $10 per user per month. That’s an HR deal that many SMBs will find difficult to pass up.

It doesn’t get cheaper than free, but unlike some teaser-free accounts that are little more than extended demos, Zoho People’s no-cost offering comes with document management, e-signature support, time-off management and 250 MB of storage. For small companies with more than five users, the Essential HR plan from Zoho People adds onboarding and other core features for only $1.50 per user per month.

The value delivered by Zoho People extends to larger organizations through the advanced HR tools in the Enterprise package that’s priced at $5 per user per month. Alternatively, you can step up to Zoho’s People Plus which costs $10 per user per month and adds recruiting, payroll, expense tracking and other tools.

Functionality

Many small businesses will be well served by Zoho People’s core functions, including office readiness, onboarding, time-off management and Zoho Analytics integration. The Professional plan adds attendance tracking, while the company’s Premium offering comes with performance management and employee engagement.

Businesses that want a soup-to-nuts workforce management solution that covers everything from recruitment to benefits administration will need to enhance Zoho People’s features with the company’s many add-ons.

For example, only the high-end Enterprise plan ships with learning management tools, which cost $2 per user per month as an add-on. Similarly, recruiting and expense management are offered only in the People Plus package but can be added to other plans.

Zoho People offers customers three levels of support. Businesses using the company’s free version can submit questions by email that Zoho promises to respond to within eight hours. They can also access Zoho’s self-help resources, which include an employee handbook, a guide for administrators and training tools.

Premium support adds 24/5 live chat and telephone access to support staff for $114 per month, while Enterprise support comes with 24/7 live chat and phone support, as well as four hours of training for 25% of your recurring license fee.

Full details

Best for benefits administration

• Benefits administration includes employee self-enrollment and compliance.
• 24/7 live chat support and extended-hour telephone support Monday to Friday.
• HR Plus packages add payroll and compliance management.
• Five-employee minimum for all workforce management plans.
• Employee engagement and people hub available only with the high-end Zen package.
• HR Plus plans start at $20 per employee per month.

Why TriNet is the best

One way small businesses can compete with larger firms for talent is by offering a solid benefits package. TriNet’s benefits administration features can be purchased separately and are included when a company signs with one of TriNet’s benefits broker partners.

The workforce management solutions sold by TriNet may not be the best choice for very small businesses because they have a five-user minimum. However, they give SMBs an abundance of HR options through TriNet’s HR Platform and HR Plus administrative services organization (ASO).

The full-featured workforce management products sold by TriNet encompass all aspects of employment, from recruiting and onboarding to benefits, payroll and compliance. SMBs that are looking for a comprehensive HR solution will appreciate the power and capabilities of TriNet’s Growth and Zen plans, which are priced at $20 and $33 per employee per month, respectively.

However, TriNet’s HR plans deliver less value to very small businesses that don’t need the packages’ full range of features, which include performance and compliance management, as well as talent acquisition and expense management in the Zen plan. Similarly, the HR Plus services sold by TriNet are most valuable to organizations with relatively large workforces requiring advanced tax and compliance support.

Functionality 

The strength of TriNet’s HR software is its ability to be configured with all the employee management tools your business needs. The company’s base Essentials, Growth and Zen plans are complemented by add-ons for collaboration and communication, benefits administration, recruiting and advisory services. However, the added features can quickly drive up your monthly bill for HR services.

The entry-level Essentials package meets the HR needs of businesses that require only scheduling, time-off tracking, onboarding and workforce analytics. Most SMBs are better served by the features in TriNet’s Growth and Zen plans, such as performance management, compensation management and talent acquisition.

As businesses grow, they can upgrade to the HR Plus services from TriNet that add payroll tax compliance, workers’ compensation payroll reporting and annual benefits reviews with brokers.

The TriNet support staff can be reached by live chat 24/7, and by telephone from 6 a.m. to midnight ET Monday to Friday. The company provides email support for administrators and employees, as well as a help center that features a getting-started guide, a training portal, e-guides and webinars.

Best for AI-assisted workforce management tools

Sap successfactors.

• Joule copilot applies AI to assist employees with enhanced self-service capabilities.
• Employee Central features advanced time-tracking and compliance tools.
• Offers an extensive collection of native and third-party integrations.
• Users report a steep learning curve and non-intuitive interface.
• No free version or free trials available.
• No low-cost option available for small businesses.

Why SAP SuccessFactors is the best

Just like their larger counterparts, successful small businesses take advantage of every edge they can get. SAP SuccessFactors presents SMBs with a technology edge in the form of its Joule AI-based copilot that provides natural-language feedback to employees, answers their questions and facilitates the promotion process.

The company’s Employee Central HR platform empowers workers by providing self-service tools for time and attendance, benefits and other purposes.

SuccessFactors and SAP’s other human capital management (HCM) products are designed for midsize businesses and enterprises. SAP SuccessFactors is sold as the HR component of the company’s HCM solutions. The product’s value is in its ability to transform a business’s workforce management into a resource that drives productivity by automating HR processes and enhancing business decision-making.

SuccessFactors pricing is based on a custom quote from SAP. The core Employee Central platform costs $75.60 per user per month with a minimum contract of one year. SAP’s focus on midsize and larger organizations is evident in its offerings for such industries as aerospace, chemicals, government, insurance and telecommunications.

Few workforce management products can match the scope of SAP SuccessFactors’ features. The Joule AI copilot helps HR run more efficiently by automating common tasks such as time-off requests and feedback, assisting with candidate interview preparation and mentoring staff members by suggesting learning opportunities and peer connections.

In addition to core HR features such as time-tracking, payroll and benefits administration, SuccessFactors supports employee performance monitoring and recognition, worker engagement and workforce planning. The product’s workforce analytics features allow businesses to identify trends and implement evidence-based decision-making.

SAP’s Customer Information Center provides non-technical assistance 24/7 using live chat, telephone, email and social media. Technical support is available through your SAP account, as well as by searching the company’s knowledge base and SAP Help Portal, which includes feature scope descriptions and getting-started guides.

The SAP Community lets businesses connect with other users to post questions or share experiences.

Outstanding payroll and workforce analytics features

• Analytics include workforce retention, compensation and predictive resignation.
• Bundles HR and payroll software with expense tracking and employee recognition.
• Recruiting features automate talent sourcing of active and passive candidates.
• Compensation planning and talent development in high-end Complete plan only.
• Essentials plan has only basic HR features.
• Integrates with only a handful of third-party accounting systems.

Why Paycor is the best

SMB managers know the importance of being proactive in keeping their valuable workforce engaged and motivated. Paycor’s workforce management software puts analytics tools in the hands of business decision-makers that enhance their ability to measure the effectiveness of operations and anticipate staff changes.

The company’s Core and Complete plans combine payroll processing with HR features that include expense management and one-on-one sessions with certified HR professionals.

Businesses looking to combine their HR and payroll operations will realize the greatest benefits from Paycor’s higher-end Core and Complete packages. The least expensive of the four solutions Paycor sells for SMBs is Basic, which supports only payroll operations.

The company’s Essential plan adds a handful of HR functions, but it lacks many features that SMBs require, such as expense management and employee engagement.

The Core plan from Paycor helps businesses take the pulse of their workforce so they can better anticipate and respond quickly to trends and operational changes. Stepping up to the top-of-the-line Complete package allows managers to assist employees in realizing their career goals, identify and develop talent, and optimize their compensation packages.

One of the greatest potential benefits of AI for businesses is the technology’s ability to enhance the effectiveness and productivity of managers and employees. Paycor’s AI Digital Assistant aims to make operations more accurate and efficient by allowing people to interact with analytics using natural language.

The company’s predictive data model anticipates staff resignations and employee turnover trends extending 12 months into the future.

Paycor analytics tools take advantage of public information sources to perform competitive analyses, predict absences and reduce overtime by anticipating and redirecting workloads. Managers are able to compare compensation across departments, locations and job titles to monitor compliance and pay equity.

Paycor’s Employee Summary Page features a tool that tracks employee exits and the likelihood of future departures.

Paycor administrators can contact the company’s support staff by telephone from 8 a.m. to 8 p.m. ET, Monday to Friday. The Paycor support page features FAQs for employees and administrators. The company’s support center provides knowledge bases for employees and administrators, while its resource center features webinars, case studies and an HR glossary.

Best for onboarding and offboarding

• Automated onboarding gets new hires ready quicker while reducing costs.
• Workflow Builder automates work processes using drag-and-drop tools.
• Benefits administration includes compliance and employee self-service.
• HR compliance, time management and other features sold as add-ons.
• Doesn’t offer a free trial.
• Fewer reporting and analytics options than competing products.

Why GoCo is the best

Getting off on the right foot is as important in business relationships as it is in personal interactions. GoCo makes sure your company makes a good first impression with its new hires by automating much of the onboarding process, making it faster and more accurate.

The company saves HR staff time and effort by creating automated workflows for common tasks using templates and simple drag-and-drop tools.

Businesses looking to craft a custom HR solution will appreciate GoCo’s cafeteria-style approach to workforce management that lets them choose one of four base plans and then add the features they prefer. The Premium HR plan starts at $5 per employee per month and is designed to streamline HR processes.

The premium HR + Benefits Admin plan allows companies to combine their existing payroll service with GoCo’s HR tools, while the Premium HR + Payroll plan integrates with their current benefits providers.

Companies that want a soup-to-nuts solution can choose the top-of-the-line Premium HR + Benefits Admin + Payroll plan. Once you’ve decided on the most appropriate base plan, you select any of the eight add-on services GoCo offers, which include performance management, engagement surveys, advanced workflows and HR compliance. All prices are based on a custom quote generated by a company sales rep.

The workforce management tools offered by GoCo cover all aspects of HR management and payroll processing for SMBs. GoCo’s core Premium HR platform provides applicant tracking, offer letters, document management, self-service benefits enrollment, time tracking and scheduling, and reports for employee performance and engagement, diversity and turnover.

The company’s payroll services are powered by Gusto and include tax calculation and filing, custom payroll views and unlimited payroll runs. Benefits administration lets businesses work with their existing benefits provider or with a GoCo partner for health, dental, vision, insurance, retirement, commuter benefits and savings accounts. Its performance management tools feature customizable templates and checklists for monitoring tasks, due dates and team performance.

GoCo’s telephone support hours are 9 a.m. to 6 p.m. CT, Monday to Friday. Support staff can also be reached by email and social media. The company’s help center includes a knowledge base and articles on more than a dozen topics, such as ACA compliance and tax withholdings.

Other support resources are webinars, ebooks and guides for onboarding, employee engagement and compliance.

Best for workforce optimization

• Workforce optimization strategy helps reduce labor costs and focus on goals.
• Workday Recruiting app unifies talent search, acquisition and onboarding.
• Analytics tools cover employee sentiment, skills and motivation.
• Too costly and complicated for most small businesses.
• Free trial available only for Workday Adaptive Planning software.
• Many users report that the system is complex and difficult to learn.

Why Workday is the best

A primary goal of workforce management is to ensure your business is maximizing the return it receives on its investment in labor. Workday’s focus on workforce optimization helps companies streamline employee scheduling, time and attendance, and the processing of time-off requests and other absences.

The product’s advanced workforce management features and complexity suggest it is best for midsize and large enterprises.

Workday’s workforce management products target specific industries that include finance, energy, communications, insurance and manufacturing. Because its solutions require an investment of time and money, the products deliver the greatest value to organizations that are large enough to convert this investment into productivity and efficiency enhancements. For most small businesses, Workday’s wide range of features and complexity won’t save much time or money anytime soon.

The only Workday product that offers a free trial is the company’s Adaptive Planning financial software, which can be used for free for 30 days.

It’s difficult to imagine an aspect of HR management that Workday’s workforce management solutions don’t support. They extend far beyond HR to serve as a complete enterprise resource planning (ERP) platform that puts a skills-based people strategy front and center.

The tools promise to enhance your organization’s resilience to changing work trends, improve employee experiences and support faster and more accurate decision-making.

The question for small businesses is whether Workday’s high-powered workforce management capabilities will deliver the improved HR processes they’re seeking quickly and affordably. Many companies with fewer than 100 employees may be overwhelmed by the complexity and investment required to implement Workday’s HR products.

For these businesses, a simpler and less expensive solution such as Zoho People or TriNet may be a more practical option.

The Workday support page states that the company’s experts are available “day and night,” but the company doesn’t post its live support hours. The company sells four support plans that feature online resources, collaboration forums and knowledge articles, as well as webinars and self-guided training, on-demand learning and one-on-one technical account management.

The support packages also provide access to the Workday Community,

Best for talent management

• Supports talent management from recruitment to succession planning.
• Centralizes employee data for fast and efficient processing.
• Ready Boost promises full implementation within 100 days.
• HR, payroll, scheduling and other modules are sold separately.
• Users report a steep learning curve and difficulty with the user interface.
• Limited customization options.

Why UKG Ready is the best

UKG was formed in 2020 by the merger of Kronos and Ultimate Software. The company’s two products are UKG Pro for large enterprises and UKG Ready for SMBs. The strength of UKG Ready is its focus on maximizing the potential of your business’s workforce through comprehensive talent management.

The product’s workforce management tools track the progress of employees from their recruitment through succession planning as their careers proceed.

UKG Ready helps businesses convert the talent in their organization into a valuable asset and promotes collaboration for achieving your goals. The focus on talent starts with the company’s recruiting module, which makes it easy for candidates to apply and stay in touch with them through the hiring process. Employees and managers benefit from UKG Ready’s compensation planning that centralizes programs and guidelines to ensure compensation meets budget and other requirements.

Another way UKG Ready adds value to business operations is its ability to support teams by helping them define and meet goals. The product’s Performance module contributes to a company’s bottom line by providing consistent performance documentation and applying analytics to ensure unbiased assessments of results.

UKG Ready runs on the UKG Flex platform that centralizes all employee data. Companies build their workforce management solution by selecting the features they need: HR, payroll, talent, time and attendance, scheduling, compliance and analytics. They can ensure implementation within 100 days by using Ready Boost to bring all HR, payroll, time-keeping and other functions online quickly.

Employees can access their payroll, benefits and other information using UKG Ready’s HR Service Delivery that combines self-service with the ability to update information and find training and other resources relevant to their career goals.

UKG’s “premium support experience” promises 24/7 support and rapid responses for all subscribers using phone, live chat and online forms. The company’s community includes advice from its own product experts as well as from its customers and partners. The community conducts virtual and regional events throughout the year.

Best for employee self-service

• Beti self-service app gives employees control over payroll and HR functions.
• Automated benefits administration combines self-service with advanced reporting.
• Learning management supports custom courses and video microlearning.
• Lacks third-party integrations.
• Global payroll services are limited to the U.S., Mexico, Canada, Ireland and the U.K.

Why Paycom is the best

Empowering employees to manage their payroll and HR accounts is one of the best ways to transform a cost center into a revenue generator. Paycom’s Beti self-service tool allows workers to update, verify and troubleshoot their own payroll and HR records quickly and accurately.

Paycom’s self-service approach frees HR teams to focus on people rather than administration while giving employees a sense of ownership of their work environment.

Paycom’s payroll and workforce management software is priced based on a custom quote from the company. We determined its value to small and midsize businesses based on the product’s ability to boost a company’s profitability through more efficient operations and support for employees.

By these measures, Paycom demonstrates its value by allowing employees to review and update their own payroll and HR information, and by improving the efficiency and effectiveness of managers and HR teams.

For example, the company’s Manager on-the-Go app brings the workplace to managers, giving them the ability to make approvals, monitor projects and screen job applicants from any mobile device. Companies also realize value from Paycom’s Direct Data Exchange that automatically identifies opportunities for reducing labor and non-labor costs.

Paycom’s workforce management products are sold modularly. SMBs can choose from among several payroll components that include Beti for self-service, the Vault Visa payroll card and Paycom Pay for using Paycom’s bank account for clearing paychecks.

Among the HR modules sold by Paycom are Documents and Checklists for secure storage and e-signatures, Global HCM, which supports workers in more than 180 countries, and Benefits Administration, which features automated enrollment and secure communications with carriers.

Small businesses can maximize the revenue-generating capacity of their workforce by taking advantage of Paycom’s talent acquisition, talent management and time and labor management tools. One such feature in the company’s time management software is the precision time clocks that prevent unauthorized punches and add a Microfence for proximity clocking in and out.

Paycom’s customer support relies on self-help resources that include an FAQ, about two dozen on-demand webinars on payroll and HR subjects, and podcasts featuring luminaries such as Neil deGrasse Tyson and Robin Roberts. The company doesn’t provide live chat support, telephone support or community support.

Best for combined managed payroll and managed benefits

• Managed benefits and payroll combine Namely technology with expert advice.
• Users cite Namely’s clear interface and ease of use.
• Offers dozens of third-party integrations.
• Entry-level Namely Now excludes onboarding, recruiting and other HR features.
• Reliance on Service Pods for support has led to slow response times.

Why Namely HR is the best

Businesses looking for as many workforce management options as possible will appreciate the range of payroll and HR services offered by Namely. The company’s managed payroll and managed benefits let SMBs take advantage of Namely’s HR platform while tapping the expertise of its broker partners to craft a workforce management solution tailored to your needs.

While very small businesses may have their HR and payroll needs met by Namely’s entry-level Now package, most SMBs will realize more value from the company’s higher-end Plus People and Complete plans. Namely Now charges extra for onboarding and large group benefits, and it lacks recruiting, time-tracking and other features many businesses require.

Companies that have between a dozen and several dozen employees may find value in the Namely Plus plan that comes with onboarding, recruiting and other standard HR tools, but it excludes Namely’s managed benefits and payroll services.

The company’s Plus People package adds these options, but only Namely’s high-end Complete plan features large group benefits and other workforce management tools many SMBs need.

Namely serves as an HR and payroll platform that businesses can build upon by combining the features they choose to create an integrated workforce management solution. At the platform’s base level come tools for onboarding new hires, talent management, analytics and reporting, and a compliance library.

Upon these base functions businesses can add recruiting, payroll and timekeeping, and benefits administration. Namely’s managed payroll and managed benefits services are included with its Plus People and Complete plans. Employees are able to access their pay and HR information, request time off and perform other HR tasks using the company’s self-service portal.

Namely relies on Service Pods to connect its customers to the company’s support staff during the implementation of the software and in day-to-day use. Its employee support page instructs employees to log into their Namely account to access their tax and other forms and information.

The Client Care page links to the Namely community that provides a list of upcoming events and a handful of other resources.

Best for the staffing industry

• Solutions for staffing companies cover all steps, from interviews to billing.
• Provides payroll and HR services for the cannabis industry.
• Sells enhanced HR compliance services starting at $50 a month.
• Doesn’t include recruiting features.
• Offers only a handful of third-party integrations.
• Limited reporting capabilities.

Why Uzio is the best

It’s not unusual for SMBs to outsource their workforce management operations to full-service staffing agencies that handle everything from applicant interviews to benefits administration. Uzio’s solution for the staffing industry promises to speed up new hire onboarding, automate the collection of employees’ payroll information and manage all compliance and tax matters.

The company also meets the HR and payroll needs of the cannabis industry, which has a long list of unique payroll and compliance requirements.

Companies that want to take a modular approach to workforce management can create their own HR and payroll bundle by combining Uzio’s offerings, each of which is priced separately.

For example, they can start with the company’s HR information system which costs $4.50 per employee per month and then add time-tracking for an additional $3 per employee per month, scheduling for $1.50 per employee per month and expense management for $3.00 per employee per month.

Conversely, a business could combine Uzio’s HRIS with the vendor’s payroll services that cost $6.50 per employee per month plus $55 a month, and then add benefits administration for another $4.50 a month.

The benefit of the cafeteria approach for SMBs is the ability to pay for only the workforce management features they need, but the downside is that a business’s monthly tab for HR and payroll can quickly skyrocket.

The two approaches most businesses take to workforce management are to either go with a top-to-bottom solution that covers all aspects of HR services and payroll processing, or to take a build-it-yourself stance that gives them more control over their management operations. Uzio’s strategy leans toward the latter but can also accommodate organizations that are looking for a single-vendor solution.

While Uzio’s services support nearly all HR and payroll functions, recruiting is one important exclusion. The company’s AI Copilot promises to enhance a business’s decision making by gleaning insights from its HR data that enhance the role of HR professionals in the organization.

Its solutions for benefits brokers, professional employer organizations (PEO), administrative service offerings (ASO) and CPAs are tailored to the needs of each industry.

Uzio’s support staff can be reached by telephone during normal business hours as well as by email and web form. The company promises to respond to questions within 24 hours. Other support resources include blog posts, infographics and videos on such topics as Uzio for accounting services, features of the company’s employer portal and its premium module for law firms.

Best workforce management software comparison