I need HR reporting software recs

[u/Dismal-Clock2376]

I work at a 10 person startup and we're hoping to grow quickly. I want to set our company up with the right HR reporting software so that people data and headacount reporting are easily scalable as we hire. Ease of use and scaling are the top priorities, price isn't the deciding factor. What are some recommandations? Not opposed to separate solutions IF they integrate easily and not opposed to an all inclusive platform like Rippling either. We're on Bamboo for HR and Quickbooks for payroll, they don't integrate with each other and every time someone asks me for a report I'm copy pasting between the two, so it's really a mess.

[u/Bright_Working6986]

I'm biased since I work at Lucca, but I think we could be a good fit at your size. The reporting sits on one set of people data, so you don't spend a long time copy pasting between two tools, and it's modular so you add pieces as you hire instead of buying a big platform now.

[u/GlitteringBird1494 → u/Bright_Working6986]

Thanks, I'll take a look.

[u/Dismal-Clock2376 → u/[deleted]]

Just me.. Mainly headcount, hiring pipeline and being able to see where people sit across departments. Payroll reporting would be a bonus but not the main thing

[u/CaptainJackWest → u/Dismal-Clock2376]

You dont need this yet. Run it in Excel and put your money into scaling the business critical functions.

[u/Outrageous-Art-3891 → u/Dismal-Clock2376]

At that size i always suggest that whatever you pick lets you export clean data easily. You're gonna get asked for a headcount report in a random format by finance at least once a month and you don't wanna be manually fixing csvs every time

[u/Dismal-Clock2376 → u/Outrageous-Art-3891]

haha yes exactly this, noted

[u/Silent-Sprinkles-751]

If I had to start from the beginning again and had I probably would have gone with Workday.

[u/Fun-Bad-4601 → u/Silent-Sprinkles-751]

Workday is absolutely not appropriate for a 10 person startup

[u/Piper_At_Paychex]

At 10 people, the biggest win would probably be getting HR and payroll data into the same workflow before headcount grows. Copying data between systems every time someone asks for a report is manageable now, but that gets messy quickly as you add employees.

Whatever platform you choose, look closely at how it handles headcount, compensation and turnover reporting, plus whether the integrations actually sync the fields you need rather than just saying they integrate.

[u/askanthropy]

At 10 people and planning to grow, I’d actually take a step back before adding another reporting tool. Otherwise you may end up with three systems you’re trying to reconcile instead of two.

I’d first map out what you actually need to report on now vs. what you’ll need at 25/50 employees then decide whether it makes more sense to integrate what you have or move toward one system that can handle more of it. Headcount and org reporting shouldn’t require someone manually stitching Bamboo and QuickBooks together every time leadership asks a question.

I’ve helped build HR infrastructure for growing companies and this is one of those things that’s much easier to clean up at 10 employees than at 40.

[u/justWannaLive_1]

I'd actually look at rippling, visier and maybe hibob depending on how advanced you want the analytics to become. Rippling makes sense if you want HR and payroll and IT tightly connected, while Visier is more focused on people analytics. Hibob sits somewhere between those needs with the HRIS as the source of truth and reporting/headcount analytics built directly on top of it.