Startups · HR

Zenefits and TribeHR?

Anonymous

May 29th, 2015

Thinking about setting up HR / benefits and wondering which service people have had luck with. I know Zenefits and TribeHR are widely used platforms - what experiences have you had with them? Are there any other platforms I should consider?

Jeff Wallace President, Global Kinetics / Angel Investor / President & Managing Partner at The Batchery / EIR @ SKTA

May 30th, 2015

Hi Kimberly, Just a few considerations: Zenefits is a benefits broker and vendor aggregator, they have no advantage over other benefits brokers in going to market to purchase benefits for their customers and they take a percentage of payroll. TriNet is a professional employer organization and helps mitigate employer risks and they are fixed fee. Other PEO platforms to consider: - ADP TotalSource - JustWorks - BambooHR - Insperity - Oasis - Paychex - Sequoia One Additional things to consider is to invest time to have vendor demo their respective environment, understand fees when paying commissions and bonuses, and understand implementation plans.

Jason Alexander Chief Operations Officer / Chief Technical Officer at Kalkomey Enterprises, Inc.

May 29th, 2015

I recently rolled out Zenefits here at my company (~50 employees), and it has been wonderful. Its a breath of fresh air from our previous broker, and services. I truly consider Zenefits the Uber of the benefits space.

Julie Wolfe CEO / Consultant at Tru HR Solutions

June 4th, 2015

I am not a fan of tribe hr. Demo bamboo hr.  They are great to work with and site is very intuitive. 

Kendra McPhee Entrepreneur | Creative Producer | Model

May 29th, 2015

I've used Algentis before and had a good experience.

Zachary Mortensen Founder, Ghost Robot

May 30th, 2015

We use Zenefits, (our NYC based company is less than 20ppl),  it's been a pretty bumpy ride, but I like the service in theory and plan to stick with it for a while.

Erica Brescia Co-founder and COO of Bitnami

June 2nd, 2015

We had an absolutely horrendous experience with Zenefits. They made several very big mistakes, including giving us incorrect information about employee insurance coverage. The errors were so egregious that we moved off of the platform to Baypoint 3 months after signing up with Zenefits. I even had a conversation with the CEO and head of customer success about it because I was worried they were going to end up in court if they didn't fix some of the issues.

We're much happier at Baypoint and know we can count on them to get correct answers to our questions. Their dashboard isn't as good and they don't have automation, but I care more about getting things right. 

It probably sounds like I have a vested interest in this, but I don't, other than being horrified at our Zenefits experience and wanting to save others from the same pain. 

Jasmine Alexander

May 29th, 2015

It really depends on the number of employees. Depending on the state (I'm in NY), there maybe a limit of anywhere from 2-5 employees to institute a company benefits plan. I use zenpayroll to process payroll, but, wave apps also has payroll waveapps.com/payroll/ , but, not benefits/HR. Justworks.com does benefits/payroll as well. Of course, the big players ADP, Paychex, Insperity are other options.

https://www.staffmarket.com/ You can also try this directory or have them help you find a PEO.

Andrea Macario CMO / Co-founder Kweak.ly

June 2nd, 2015

hi, I setup my company on trinet and so far I have been quite happy at least in terms of not having to spend time at all on operative hr issues. as someone who had been both self employed and in large f500 companies, I also appreciated to be able to offer large company style benefits to our employees essentially spending no time at all on the topic, from a service perspactive the only thing I missed was a 401k plan as easy to offer as benefits. 

I heard of zenefits and looked at a demo. sw wise looks like one would expect sw to look like in 2015 (trinet definitely does not look like that). however I kind of understood that it's not really a full service model, so I would assume that there would still be costs involved to set up things like benefit plans or is it a misperception on my part?


Justin AP CEO at EcoCosm, Inc.

June 3rd, 2015

We use Zenefits and are happy with the service.  They appear to be working out the bugs and their health insurance was $3 less than through a standard broker.  Plus you have access to all the other onboarding, FSA and other HR features for free.  Really simplifies HR.

Michael Kwak Consultant at TriNet / Data Science at General Assembly

June 2nd, 2015

Hi, I'd like to clarify one of the previous posts regarding a common co-employment myth, "hold your feet over the fire if you ever choose to leave". The full-service model of a PEO helps SMBs offload the responsibilities such as health benefits, worker's compensation claims, payroll, payroll tax compliance, and unemployment insurance claims so the PEO client can focus on operational and revenue-producing side of it's operations. As such, when deciding to exit a PEO relationship due to i.e. growth such as an IPO or acquisition or various other exit strategies deemed appropriate by the business, the process of PEO decommission is very involved and can feel as if your 'feet are held to the fire' because the PEO is no longer outsourcing the entire HR task. (Source: http://www.napeo.org/peoindustry/)