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They used false “help wanted” ads to fire their own employees that were looking for a new job.I worked for a lead generation service which sold qualified lists of homeowners (and their telephone numbers) to financial advisers. Then, they sold those same financial advisers a telemarketing service that would call those homeowners and arrange appointments with them. There is so much that is “shady” about this company that it is impossible to bring up one questionable act without first explaining several previous questionable or downright illegal acts. (UPDATE: if you want more details about how bad it was to work for this place, check out John Hursey's answer to What is the most ridiculous reason for which you have been fired?)After a particularly horrifying series of events right around the holiday season, I decided to begin looking for a new job. I got on craigslist, and I found several positions in customer service and data entry that were available right in my city. I sent them a quick email with my resume attached, and waited for a response.The next day I was called into the President’s office. He invited me to sit down. His mother (the vice president of the company) was standing behind him. He asked me if I was happy working for him.Luckily for me, I knew this was a trap of some kind and answered honestly. I told him that I was interested in having more free time with a more flexible schedule and that it would be impossible to do so with my current job, so I was in the process of looking for something else. I also told him that I had informed my direct supervisor of my intentions last week, and that I would give the company adequate warning—at least two weeks notice—before I quit.He and his mother looked at each other. Well, he said, it turns out that one of the companies I had applied to was the very same company I worked for now. I thought that was odd, because I don’t have any intellectual disabilities or mental impairments that would indicate I would apply to the same company that I currently worked for. Nevertheless, I told him that I suppose this was good news, since perhaps I could simply transfer to whatever this open position was and still maintain my employment with his company while working the schedule that was most convenient for myself.Not so fast. It turned out there wasn’t any positions available in those departments. Their strategy was to entice applicants with positions in data entry and customer service and then during the interview inform them that those positions had been filled; those applicants were then offered much less pay and schedule flexibility as a salesman. In addition, current employees that applied for these jobs were summarily fired for being “disloyal.”A month later I was terminated, for reasons I still do not fully understand. I applied for unemployment, and when I explained the series of events leading to my termination the lady at the unemployment office literally scoffed at me and told me that my story was unbelievable. She even called me personally at home to tell me that the company was contesting my unemployment filing and that she expected me to lose the arbitration process.The day of the hearing I got a phone call from the same lady, in tears. She apologized profusely for how she had treated me. She had just completed a five-minute interaction with the president and his mother, confirming not only my story but also her worst fears about humanity in general.

I was Shaken. Felt VOIDAnswer is going to be very long - I have not expressed my feeling to anyone after that day so here is lengthy answer (yeah - another Introvert !). This happened in PUNE.It was a good day with blue cloudless sky and warming temperature, I woke up early since I was in first shift so started earlier to office.signNowed office, had some work that I owned and went with colleagues for breakfast, when came back noticed HR and manger were discussing something in meeting room, I continued my work, until interrupted by manger to come along with him, so I did.In Meeting RoomM: How are you Mr. XXX?me: I am well and good , feeling quite good today.M: hmm, so Mr. XXX, how many years you have been working for XYZ and how was your experience so far ?me : (what the hell he is asking me this, wondering why he is asking this question to me) completed 2.5 years so far (I joined as fresher there ) and told regular rotten things like feels good , good work culture,bla bla bla.M: okay, let me come to the point - there is feedback for you from team mates that you are not doing well and keeps sleeping at nights when you are in night shift , your attitude towards work is not good. Is that true ?me : (I was shocked for few mins and I took me while to get out of it )I am sure there must be some misunderstanding, this is not true (In my mind, I smelled something fishy )M: Well, Mr. XXX, I have feedback in written for you and that must be true and I don’t think it might be some misunderstanding. Let me call HR to join here ( I came to know this later that this was pre-planned and both HR and manger were already hand in hand)While waiting for HRme : (sweated, my throat went dry ) -felt anxious, my heart was beating fastlyM: waited calmly with mild smile on his faceHR joins meetingHR: how are you Mr. XXX,M: hmm, he is quite frightenedHR: hey XXX, relax, do you want to drink some water ? (while opening a bottle )me: did not utter a single word (I was sweating )HR : Forcefully handed over water bottleme: did drink some waterHR : I have a news for you, we here are XYZ no longer require your services and you are relieved from today and you may leave after this meeting.me : what ? what ? (heartbeat on high, could not believe on my ears )HR: Relax, calm down, you will get your 2 months salary and relieving letter along with form 16 and pay slips, you may leave nowme : Almost broke into tears literally, my eyes were RED.HR and M : they were just watching me what I am going through.me: Sir, Madam, there is some misunderstanding here, I kept telling this is not true in different ways.HR & M : both silent - no words spoken.me : again - I kept telling and trying to explain.HR : Please leave your id at me and get your stuff and leave - otherwise I have to call securityme : (coming out of shock , I was explaining like a beggar to someone rich )I am from lower middle classed family, my father is retired from school as clerk and mother is housewife , I have responsibility of younger brother for his education and I have to support my family. (M was very well aware about my background )HR : (in somewhat harsher and loud voice) : Please get out.me : I literally grabbed HR and manager feet to show me some mercyHR : XXX, please leave ASAP.meanwhile, M calls security to escort me to the gate , few mins passed, a security personnel comes in and requests me to come along with him.me : while standing and giving merciful look to both - still hoping they will revert their decision and came out of meeting room and headed towards washroomI asked security personnel to wait outside washroom and let me wash me eyes that were much REDDER and shred me tears.I came out of washroom and asked security personnel to wait at main door and requested not to come by desk very politely, he agreed, went to my cubicle , did not show any sign for what happened, took my stuff as if I am searching for something from my drawer ,just so as not to take doubt among team mates , took my stuff and gave a smile back to team mates who were not having any idea that I am leaving PERMANENTLYI walked very SLOWLY with security guy and came out of building.signNowed room (there was no one at room- room mate was at job, we were just two guys )- I CRIED AND CRIED AND CRIED FOR HOURS - and for the first time in life I experienced GREAT VOIDI was constantly thinking of my family (I was unmarried then ) and their dreams, their hopes - all gone just like that !!(I always used to send 90% my salary to home for support and brother’s education so I was not having any big bucks in banks )On the same day - I got some many calls from my colleagues - news was spread finally , did not answered single one.They all came to meet me and I told what M told me about them and they said no one has given any feedback.I did not broke news to my home - I broke it when I went to home after 1.5 months.I broke it to my room mate after 2 days.Meanwhile - I decided to change my spends towards my lifestyle since I was only having 3k in my salary account and I have to live with that for at least 2.5 months since I could not ask for money at home.I used to eat just a SINGLE WADA PAO for a day and cup of tea - you heard it - just a single wada pao for a day and a cup of tea and I have to prepare for interviews as well with this empty stomach -Whenever I got interview call - I spent money for transport and skipped eating Wada Pao and shamelessly used to ask at interview locations if they are proving free meals for candidatesI lost almost 15–20 kgs in 1.5 monthsThis continued for 8 months and finally I got a decent job !!(I faced so many cross questions like why did you leave your job in middle while holding no offer - since it was mentioned by HR on releasing certificate that I am, XXX, wants to move on )P.S.Later I come to know that HR had hired someone from college pass out from M referral who was relative of M.There were no issues among team mates - my team was really decent team - just t0 be clear.My Room mate helped me a LOT during this periodForgive my poor English and grammatical errorsI moved on and LIFE HAS TAUGHT ME A GOOD LESSON THAT I WILL NEVER FORGET.

First thing, You are not alone. I know many people who have learnt Hadoop technologies with the same intent that you have but left it after some time. I will mention few reasons why they have left.1) In India, many companies are service based and so while recruiting a Hadoop Developer, they are looking for a person who is also good at Java. As far as I know, many companies does not have Hadoop projects ready. So, these companies are thinking if they does not have hadoop projects, they want to use the resources for Java projects. This is the main reason why a person who does not have a Java background struggle to get into Hadoop jobs. So, to get into a job in service based companies, you might be good at Java as well.2) Many companies are either started working into Hadoop projects or have just trying their hands on to hadoop. So, they don't have requirement of many Hadoop resources as for other technologies like Java. So, there is a less requirement as compared to other technologies. In the interviews, they will ask from administration questions to developer and support questions as well because of the same reason that they don't have hadoop projects ready and so they really don't want to take a person with a particular skill. They look for almost everything about hadoop from the person appearing for the interview. Coming to getting a job in Hadoop, there are few things on which you should have good command on.1) Internal architecture of Hadoop1 & Hadoop2.2) Differences between Hadoop1 & Hadoop2.3) Basic knowledge of Installing Hadoop, the configuration files and the most common properties.4) Do a POC in your company or on your own and make sure to learn as much as you can from it. Use some tool to bring data into Hadoop (sqoop, kafka, flume), manipulate the data using MapReduce or Pig. Use it for further analysing the data using Hive or Use HBase for storing the data.5) If possible, try to get in touch with the BigData team in your company and move into that team. That way you will get hands on experience on using Hadoop before you actually look for the job. The Idea is use as many components as possible so that you will know how to use them in real time. Once you have got good knowledge about the usage of different components in your POC, you are good to attend hadoop interview.Once you start attending the interview, you will know what are the questions being asked. As you are already aware of your POC and is good in the above said topics, you can fill the answers for the unknown questions asked in the interview into your mind. In about 5-10 interviews, you are sure to get one offer.I don't think nobody has called you for an interview, you put your resume in naukri or monster, you are sure to get calls.All the Best.

This didn’t happen to a friend of mine :PThis happened to me !There was this Data Analytics Startup company (Now Stop Guessing, Its not MUSIGMA, I wasn’t even shortlisted in the first round of MUSIGMA)..The Job Post said, “We are looking for minds who can innovate. No prerequisites. Any candidate from any department who has a CGPA above 8 can enroll.’’First Round: I had a CGPA of 8.3. So I appeared for the screening test. Screening test primarily consisted of questions that test your personality.From the whole university only 14 people were selected. I was one among the 14.Second Round: We had this Group Discussion on the topic, How science can be incorporated into movies to make stunts more realistic, at least theoretically ?Oratory and Writing was never a problem for me since childhood. So got through the round 2.5 were shortlisted from 14 for the final round.Final Round: I went into the Interview Room. There were 2 interviewers in the panel.Interview kick started with normal basic HR interview type questions, I was painting the smile on the face of the interviewers with every answer of mine. (The skill which I developed over consecutive fall outs in the first round of 8 companies that visited my college previously.)Interviewers: So Ganesh, Your Resume says you are from ECE, How comfortable are you, with coding ?Me: I am pretty much comfortable sir, though am no coding geek. In the past 6 semesters, I have had good amount of exposure to coding. I learnt C, CPP BASICS (Appending Basics to every skill set of yours, was always a safe option ) in my first year. After getting into department, I got familiarized with MATLAB and SCILAB. I took Virtual Instrumentation Elective so I have a good amount of knowledge in Labview too.Interviewer: I can see it from your mini projects, that you have a good knowledge in software tools relating to your domain (ECE). But we are a Data Analytics Company, so tell us if you have any previous experience with any of the Data Analytics tool ?Me: No sir. I don’t have any. Maybe I could relate a bit to the Scopus journal which am currently working under my Mentor. Since it is a journal paper I cannot let you the details completely. So I’ll just let you know the concept of the base journal. We collect the data from MIMO systems, process it and predict the perfect Transceiver design. And MATLAB serves the purpose.Interviewer: Do you have any luck with R language or Hadoop ?(Luck! I smelled his Sarcasm)Me: No Sir, I did my 11th and 12th through State-Board. When I joined college, I used to envy at people who did 11th & 12th through CBSE, find coding so comfortable. Those guys who could write Double Linked List code with such ease scared me. Then slowly I learnt, I started to get the hang of it. And here I am, ending up in the Top 5. So I feel I can learn the languages required for our company too in due course of time.Interviewer: I can understand your desperation to get placed. But, hereafter when you are applying for a company, first sit and check whether your profile matches with the company’s profile. Thanks !(Desperation to get Placed ! Enough Said !)Me: I can understand that you couldn’t find me a place in your firm. With all due respect, I applied for this company just because you have mentioned “No Prerequisites” in the Job post. Hope you edit in the future Job posts of yours. Thanks !Result:REJECTED !!

First off, don’t panic. It is not as unusual as you may feel and it is not as complicated as made out to be. I went through this almost 3 weeks ago, and here is the entire process that happened. I am, 24, unmarried, IT professional in Pune. I found this out on a Wednesday after I was late by 2 weeks. Got the Home pregnancy kit and it was negative. We were relieved, but decided that we need to check it again as there was a slightest of slight shadow of that other pink line. That was by far the smartest decision we had ever made. Next 3 tests on Thursday morning confirmed the fears. Then began the most insane Google search ever, we tried to figure out safe way to end it. By afternoon, we found out the nearest, highly rated hospital to get the process started. The first hospital balked at us being unmarried, young, clearly from different religion. We were scared and they took down the name, address, office where we work and shoed us away saying they don’t entertain unmarried folks. We questioned them that they wasted hr., caused us anxiety, when they could just have told us straight up that they don’t want us. Since they have our name, we can’t do anything about it and the "doctor" "graciously" told us that he is giving us free consultation! He directed us towards a place which 'may entertain our special case". First question to ask before you share your details: Do they entertain unmarried cases. The next place (the place we were referred to), it was shabby but the doc and his wife (also a doc) were very professional. They told us to get a sonography and come back with a report. The sonography person was an ass, since the preg was barely 4 weeks old, it was not detectable. This was blamed on my being fat. Since the fat layer was so dense h couldn’t get result through external or internal ultrasound. (BS much!) We paid 1100 for the test and 400 for the blood test. The doc obviously asked us to wait for another week, get the sonography again and once the location of fetus is known (it can be either outside uterus or inside0, he would give us the pill. That was 500/- cash for the doc, without receipt.We waited a week, thought and overthought it all, so much so that we each took random day off office and read every bloody story on the net. My guy was particularly careful about not letting me lift anything heavy, or doing anything to cause any pain. It was endearing and scary at the same time. The no receipt part freaked us out so we went to another hospital post the sonography (new place, 800/- and very professional). This was specifically mother and child place. The doc was an MD and she was the coldest human being on earth. She confirmed the test, asked us to sign forms, took ID s of both me and my guy, took consent confirmations and gave the pill subscription. We asked her what to expect she said it’s going to bleed, there will be pain. I asked her, when I will join work, she said within few days. We even asked if we should come back in case of heavy bleeding or any issues (Thanks to internet, we knew this to be a pain point) she said it’s obviously going to bleed for 4-14 days. Do not come before that. I swear to god, she did not help in any other way. Because they were giving bills/receipts and were an establishment with some hierarchy and if something gone wrong (we were sure it was going to go wrong), the place will be able to handle it. So we took the first pill on Wednesday. No issues faced. There was slight cramps in the tummy but that could have been anxiety. The next pill was taken on Friday night. My guy cleaned out the room, the mattress, the bed sheet. It was the one thing he could control and he did it. We took the pill around 10-30 pm. Keep water, some candy , comfort food , pads and hot water bag handy. The hot water bag was the most important thing. Nothing happened for 2 hrs. we took one painkiller with 3 pills from Mifegest. Around 12-30 the bleed started. It was regular period stuff. Nothing worrisome. Around 2am the cramps started, the hot water bag eased it a lot. This continued till 4 am after which we just fell asleep. Morning was almost like any other period day. No lumps or anything coming out. We took the next pill with another pinkiller. Saturday went off with no fetal matter exiting me. Sat night, I slept soundly. Sandy the lumps started flowing out, again manageable with slight discomfort. We even went for a walk on Sunday. Monday we took leave from work and by now the flow had become minimal. There were few big chunks on Sunday night, they were gel type stuff usually experienced during menses, just a little bigger. I was back to work on Tuesday. The flow continued till Thursday but life was back to normal on friday. We went in to test again after a fortnight, nd got the all clear from the sonograhy guy. The cold doc asked us to come for a consult after the sonography and today it will all be over in all honesty. My case was 8 weeks , treated with MTP and closed without any comlication. Be strong and know that it is okay. The stories online are sometimes way too horrible. It is not the case always. Thecost for the entire thing with sonography came to 8500. India is very friendly about this, if we overlook the social stigma. The emotional tool will be heavy, be clear about your decision and do not hesitate to ask for help. Few positive stories online helped me through, i hope this answer helps you. Feel free to signNow out via comments and I will answer your querries.Dont worry, you got this !

I am listing few major features of an HRM, they are:-Attendance Management System: An attendance management system is an important feature in HRM. Recording and showcasing employees attendance in a distinctive way helps them to keep a track of their daily attendance. Few sub-features an attendance management system must have are:Web-clock InRemote Log-InGeo-locationWork from Home attributeLeave Management System: Customisable leave management system helps to execute organisation’s leave policy and apply it to all the employees. Leave management system should be integrated with employee’s attendance as they are categorically interdependent to each other.Timesheet Management: Timesheet is a feature for calculating and managing resources according to projects. This feature is widely useful in an IT industry as there are project wise employees segregation and payment are on the basis of the project status.Performance Management System: To streamline the process of performance management to increase transparency and to remove management-employee clashes performance management system was introduced. Forward thinking companies are taking steps to successfully implement Performance Management System. So i believe it could be counted as a minimum feature for an HR software.HR Anlaytics and Report: Analytics and Reports are one of those features which cannot be overlooked. A MIS(Management Information System)report showcases all the related employees data in a structured way.Reimbursement & Expense Management System: A comprehensive Expense Management system is an exquisite feature which is used to help employees to claim their share of money. It should be integrated with the Payroll to keep the system synchronized.Loan Management System: If an organisation gives out loan to their employees for special purpose then the loan management system helps out to keep the track of the amount and even EMIs can be framed out of the lent amount.This also should be integrated with Payroll.Payroll Management System: Payroll management system is an integrated feature. Having a payroll system along with HRMS is like icing on the cake. A single system for Payroll and HRMS eliminates integration limitations. So i think it is an important feature.I have listed more or less all the major features of an HRM. Well if you are interested in taking a first hand experience of these features. Then Keka provides you a FREE TRIAL version. Just Sign-Up and see it yourself.

Bringing on new employees is always an exciting time. New employees always bring fresh energy, new perspectives and skill sets, and signals to your staff that the business is growing.It is arguable that the most important part of hiring someone new is not the recruitment process but the onboarding process. This is due to the fact that anyone can look good on paper and have the required experience level, however, if they do not have a stable platform to build from all that is useless. This is especially true for businesses that are establishing or growing their remote team.It is no secret that outsourcing is an amazing tool. One that is capable of transforming just about any business. However, for outsourcing to truly become a profitable part of your business, you need the sound onboarding processes that will allow your new team members to succeed.Unfortunately, we have heard a number of times, how due to a lack of quality onboarding processes remote operations have failed or produced lack-lustre results. At Deployed, we do everything we can to help with new employee onboarding. Our approach is to manage all the time-consuming back-of-house HR and admin tasks, such as organising office space, IT and technology needs and managing all legal requirements. Which means you can focus on running a quality onboarding process.Every business’ onboarding process will be different. But, in our experience, there are several core features that every business should include.A business playbookWhile this is great to have for all hiring, local or remote, we feel it is especially key for onboarding remote employees. Having a playbook that gives employees a clear picture of your company, will set them off on the right path.Things to include in your companies playbook are an overview of the company including strategic mission and goals, personalised login details, team bios including photos and any information that is specific to their role or department.Send this out to your new employee before their first day. That way you give them time to digest the information, ask questions and familiarise themselves with their new co-workers. This means, on their first day, you can focus on getting straight to business, not going through the inner-workings of the company.A 90-day planThe key to success, in any situation, is preparation and planning. Set your new employee up for success by creating a straight-forward 90-day plan for them.What this will do, is clearly outline their start point, the activities they need to undertake and where they should be by the end of that 90-day. Use it as a tool to hold, both, you and your new employee accountable to make sure this plan is being followed. And thus, they are producing the desired results.Regular meetingsMake sure you set aside time on a regular basis to catch up with your new employee or at least for them to meet with their direct supervisor.Having regular catch ups in the first few months of employment is key. It will let both parties provide feedback and discuss the progress of your new team member. Hopefully, the result of these meetups will be that they are comfortable with the work and progressing nicely.These meetings will also allow you to get a greater insight into who your new employee is on a personal level. Not everything has to be about business. Thus, make an effort to learn what makes your new employee tick.Onboarding is one of your business’ most important processes and one that you should make a real effort to design and improve as your business grows. Because your ability to create a strong platform for new employees to succeed from could be the difference between them staying and becoming important pieces of your business, or leaving after a few months.We make a real effort to help our clients with all of their onboarding processes when they hire new employees. We look after all of the back-of-house tasks so you can focus on setting them up properly, we can even advise and help you design your onboarding processes if needed.Original Post: The Importance of Your Onboarding Processes | Deployed

About 2 years ago, I was asking the same question for my company. We were disappointed with the products in the market and felt that India deserved better HR products. That’s when we started building Keka - a modern HR Payroll platform. So, I could be biased about my own product but I will be honest with the criteria for you to pick the best software.Below are the decision making criteria you need to look into in identifying the best software for your needs.User Experience: A software that you and your employees don’t find intuitive and easy to use, will end up being a failed experiment with no one every using the software at all. This is what happens most of the time with HR software. Having failed once, HRs don’t attempt to experiment with another software again. User experience should therefore be your top most priority in ensuring employee adoption of the software. I answered another question on how to identify most user friendly HR software, that should help you shortlist user friendly products.Security: Many businesses in India do not see security as a top criteria, but the new age businesses seriously care about security and privacy of their employee data. If you are serious about security, I have written in another question about safety concerns when selecting a payroll software.Cloud vs Desktop:This is no more a debate. All modern HR softwares are cloud based and this is the future. The desktop based software due to their inherent limitations cannot serve the needs of your employees on par with cloud based systems. While there are concerns about your employee information residing in third party servers, choosing a right vendor should alleviate this concern as well.Quality, not quantity of features: Most customers evaluate software products based on number of features & modules. In tune with that, almost every vendor boasts of a laundry list. What you should really be looking at is the depth and usefulness of each of the funtions.The HR suites that have entire hire-to-retire modules like performance management, learning & development, recruiting etc. all suffer from lack of depth of functionality in any of those features. The very fundamental building block such as Payroll is in fact signNowly lacking in depth in all of these suites of products.At Keka we chose to focus on core HR & Payroll activities first and have been actively refining these modules before jumping to develop new modules. Even basic modules such as Attendance Tracking got deeper attention. We are the only product in the world that support more than 120+ attendance devices along with GPS tracking for attendance. And not to mention the simple and beautiful UI for such a boring module.Demo & Trial: Nothing beats the experience of trying a software and getting a hang of it. Have a demo walkthrough of the softwares. Run a sample payroll and then imagine if that is the software you are going to spend time all day long at your job.Strong Tech Team: Often times this is overlooked, but it matters to know if the team building the product is technically competent enough. If you are looking for a product that is here to stay for years with constant upgrades, you’ll need a strong tech team backing it.Most HR-Payroll software vendors really struggle to hire and retain top tech talent for many reasons. Hence their product update cycles are slow and sometimes years behind causing them to get out dated fast. Most traditional products backed by non-technology founders coming from HR and Payroll functions in particular seem to have this problem. Good programmers prefer to work with good Tech founders than work for a HR/Payroll services firm.About our product Keka: Having launched just 6 months ago, our product Keka is the youngest of all HR and Payroll products in the market and yet the fast growing product consistently being chosen as the preferred platform by top tier companies. Here are few examples.One of the top 5 HR services companies in India evaluated 18 products in the market and selected Keka as their preferred HR & Payroll platform to service their customers. They have 1 lakh+ employees on their payrolls.India’s top tax filing startup chose Keka as their preferred HR software, after having used and evaluated many other HR platforms.I am not claiming we are a perfect product, but we are the on the right track if we have to believe what our customers say. Give it a try.

As a start-up CFO/COO I have used a bunch of services, many of which are mentioned here, so here's my 2cents on those I have direct experience of:Trinet -  a soup to nuts PEO so they are ideal if you just want to outsource all your payroll/benefits. The on-boarding process is a somewhat complicated partly because they are a PEO, so you need to conduct a detailed staff census, have a really good sense of your budget for benefits, etc. The staff side of on-boarding (and subsequent use of Trinet) is all web-based mitigating piles of paperwork and info gathering. The range of benefits they offer is exhaustive - including health, dental, vision, various insurance products, etc. They will also manage PTO, hourly paid works etc. They will not however manage 1099 contractors, so you will have to run those separately through your books. Trinet is pretty much a black box and because they are a PEO they are  taking on the liability in the event they make mistakes with taxes, etc. - which is a good thing! Once you are set up then you can do most things through their web site, which is pretty terrible. The functionality to add/change employees, make payroll adjustments, etc. is reasonably straightforward, but reporting is very clunky and unintuitive. If you have questions or problems you are assigned an account manager and they tend to be pretty helpful and responsive, although I have found they tend to change a fair bit and as a result dont expect them to know much about your business. Trinet is expensive for a start-up - for under 10 employees you will be looking at around $75 per pay period per employee (of ~$150/month/employee), but then again you save money on other areas as a result. I would give Trinet an 8/10.ADP - I have used ADP for both payroll and benefits. As they are not a PEO the onboarding is a bit more straightforward although the employee is required to complete a fair amount of paperwork. For payroll ADP manages the whole payroll process and provides reasonably intuitive reports so you can get the data into your books. I worked with ADP twice and was hesitant to use them the second time as first time around they made some fairly signNow errors in their tax calculations that ended up costing us a fair bit. So second time around I made sire we put in place a process for far more oversight and checking. Their benefits packages tended to be reasonably basic (at least for a start-up) and some employees grumbled about the options available. They also do not offer an exhaustive list of benefits so you may have to look elsewhere for some of them. I would give ADP a 7/10, maybe 8/10Administaff - your basic payroll service. Small so you get a lot of support, but poor web site and I always felt they were going to make mistakes (to be fair they never did)!. Probably a 6/10Self/Quickbooks - I have used Quickbooks and the help of an Office Manager to manage our own payroll. As long as you have all your employees in one office (and therefore state) then it works just fine. That said the admin overhead is much higher as you need to do all the tax filings, etc. yourself. The main drawback to doing it yourself is that you then have to look elsewhere for other parts of the puzzle - benefits mainly - which can be a pain. I have worked with a great broker here in CA on past start-ups for this last piece so its not that problematic, but others may find it more challenging to source good providers. I give the 'self' approach a 8/10 as well.As you can see none of the above get higher than an 8/10 and that's because they all have downsides and pain points - wish it were not so!Happy to help if you need more info, etc....