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HR software and payroll dealsSupport your people.

Explore WPism’s HR software offers for payroll, employee administration and global workforce management. Compare the service you need in each location before weighing an introductory offer.

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THE DEAL LIBRARY

Explore payroll and HR offers

The current selection centres on payroll and workforce operations. It is not a complete directory of recruitment, learning or performance-review products. Open each guide for the available promotion and its conditions.

Explore the offer library

Payroll & HR

Gusto

Explore payroll, benefits and employee administration tools for a small-business HR workflow.

Check supported payroll locations, service tiers and which accounts qualify for the offer.

Get Gusto offer
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Deel logo
Global workforce

Deel

Explore services for managing payroll and workforce operations across countries.

Confirm country coverage, worker arrangements and the specific products eligible for partner credits.

Get Deel offer
Read deal guide

Offers can change. Open the individual guide for redemption steps, then confirm the final price, eligible plan and conditions with the provider.

BUILD A TOOLKIT THAT WORKS TOGETHER

Match the service to your workforce

Payroll, HR records, contractor administration and employer services are distinct jobs. Start with a country-by-country picture of your team and identify which responsibilities a provider would take on.

Run recurring payroll

Compare support for your locations and pay schedules, including what the provider handles and what remains with your team.

Explore relevant tools

Organise employee administration

Check how starters provide information, who approves changes and how staff access sensitive records on your intended subscription.

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Manage people across borders

Distinguish international payroll, contractor tools and employer services, then confirm the specific product available wherever you intend to engage someone.

Explore relevant tools

THE BUYING GUIDE

How to choose HR and payroll software

A payroll switch affects deadlines, employee records and day-to-day responsibilities. Establish the service scope and a workable handover before comparing promotional prices.

  1. 01

    Map locations and worker arrangements

    List the countries and regions where people work, your employing entities and the worker arrangements you currently use. These determine which products deserve evaluation. Have the appropriate adviser review questions about employment status or local obligations; a software category cannot settle them.

  2. 02

    Define what the provider will handle

    Separate payroll calculation, payments, filings, benefits administration and HR record keeping in your requirements. For global teams, distinguish payroll for your own entity from contractor administration or an employer service. Ask for the responsibility split in writing for the particular product and location.

  3. 03

    Walk through a complete pay cycle

    Use a demonstration or trial to follow onboarding, pay changes, time-off inputs, approval and payslip access. Include a correction and an offboarding scenario. Check submission cutoffs and how late changes are resolved so the process fits your actual operating timetable.

  4. 04

    Control access to employee information

    Identify which staff need payroll, benefits or basic directory access. Review permission settings, authentication options and the provider’s data-handling documentation. Test employee self-service and administrator access separately, including how access is removed when a manager or employee leaves.

  5. 05

    Prepare the migration with your payroll team

    Confirm which historical and year-to-date records must transfer, who validates them and when the first live pay run will happen. Check accounting exports and time-tracking integrations on your intended plan. Agree a cutover checklist with the people responsible for payroll before ending the previous service.

  6. 06

    Compare ongoing costs and offer scope

    Model the base fee, per-person costs, country charges and optional services for your expected workforce. Read minimum commitments, onboarding charges and cancellation terms. For partner credits, confirm the eligible product, redemption steps and expiry rather than assuming credit applies to every invoice.

Match the software to your goalExpand the comparison of tool types, features and plan limits.
Software types and the limits to compare
Your goalLook forCheck before you buyExplore
Run payroll for an existing teamPayroll and HR platformSupported locations, pay schedules and responsibility splitFind tools
Keep employee onboarding organisedHR records and employee self-serviceRequired documents, approval flow and access permissionsFind tools
Coordinate payroll across countriesGlobal payroll servicesEntity requirements, country coverage and local service scopeFind tools
Administer international worker relationshipsContractor or employer-service productsWorker arrangement, contracts, responsibilities and product feesFind tools
Pass payroll records to accountingPayroll integrations and exportsPosting detail, cost categories and correction handlingFind tools

BEFORE YOU COMMIT

HR and payroll software questions, answered.

Choosing a plan, comparing offers and getting your tools to work together.

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Is HR software the same as payroll software?

Payroll software supports paying people and maintaining the related records. HR software can also cover employee information, onboarding, time off and other administration. Providers may combine these functions, but a listed capability can depend on the subscription or an added service. Compare the exact product scope rather than the platform name alone.

Can I choose a payroll tool without checking country coverage?

Country and regional coverage should be an early check. A provider may offer one service in one location and a different service elsewhere. Confirm support for each worker location and your employing entity, then ask what the provider handles and which tasks your business retains.

Does global payroll mean I can hire anywhere?

No. Global payroll, contractor administration and employer services have different arrangements and availability. Check the country-specific product and your business requirements with the provider. Where the hiring arrangement or employment status is uncertain, get suitable professional guidance before committing to a service.

Can a small team use these HR offers?

Potentially, but compare the service and cost at your actual team size. A base subscription, per-person charges, minimum commitments or optional services can affect the result. A straightforward payroll workflow may be sufficient for one business, while another needs international worker administration from the start.

What should I prepare before switching payroll providers?

Work with whoever currently runs payroll to identify employee details, historical pay records, balances and the timing of the first pay run. Confirm what the new provider imports and who checks the results. Plan the handover around submission deadlines and retain access to records you will need later.

Do introductory credits cover every HR product?

Do not assume so. Credits and referral offers can apply only to specified services, new accounts or an approved sales process. Read the individual WPism guide and ask the provider to confirm eligible charges, activation steps, expiry and any conditions before including the credit in your cost comparison.

How should I evaluate employee data access?

Review administrator roles, employee self-service, authentication and how access changes when someone joins or leaves. Check the provider’s documentation for data handling, exports and retention. Use a demonstration to test whether managers can do their work without receiving unnecessary access to payroll or personal information.

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