HR & People Platforms 2026 — Rippling / Gusto / BambooHR / Deel / Remote / Lattice / Greenhouse / Ashby Deep Dive

Prologue — Why HR Software Became the Last Big Cloud Battleground

In the spring of 2026, every act of hiring a person, paying them, evaluating them, and benchmarking their compensation has moved into SaaS. A ten-person startup and a 300,000-employee ADP customer solve the same problem — the contradiction of treating humans as a system. So the market is pulled by two opposing forces. On one side, Rippling closed a Series F at a $13.5B valuation by selling "Workforce + IT + Finance in one platform." On the other side, Lattice had to publicly apologize for an "AI digital employee" announcement.

This post catalogs the 25 platforms across that landscape. HRIS (information systems), Payroll, EOR (employer of record), PEO (co-employment), Performance, Engagement, ATS (recruiting), Compensation, Cap Table, plus the Korean and Japanese local champions. One map of the whole market.

An HR platform is not the sum of its features but the sum of its opinions about the word "person." Rippling thinks of people as managed assets, Lattice thinks of them as measurable growth curves, Bonusly thinks of them as motivated by peer recognition. Same word, completely different philosophies.

What this post covers:

1. The 2026 HR platform map — six categories
2. Rippling — the Series F $13.5B giant
3. Gusto — the new SMB payroll standard
4. BambooHR — the HRIS bestseller
5. Justworks — the PEO model
6. Deel / Remote.com / Oyster — the global EOR three-way race
7. Workday / ADP / Paychex / Paylocity — enterprise and legacy
8. Lattice — Performance, and the AI announcement controversy
9. 15Five / Culture Amp / Bonusly — Performance and Engagement
10. The ATS five — Greenhouse / Lever / Ashby / Workable / Pinpoint
11. Personio — European HRIS
12. Pave — comp benchmarking
13. Carta + AngelList Stack — cap tables and equity
14. Korea — Shiftee, flex, wagle.ai
15. Japan — SmartHR, freee, jinjer, KING OF TIME
16. Who should pick what
17. References

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1. The 2026 HR Platform Map — Six Big Boxes

The simplest way to slice HR software is by "what does it automate?" As of 2026 the market roughly splits into six categories.

1) HRIS — the master record for people

Employee database, onboarding and offboarding workflows, PTO, org chart, performance history — "everything we know about a person." Leaders are BambooHR (SMB), Personio (Europe), Workday (enterprise), and the unified-workforce player Rippling.

2) Payroll — the paycheck system

Tax filing, direct deposit, W-2/1099, or in Korea the four social insurances. In US SMB, Gusto has effectively become the standard. ADP, Paychex, and Paylocity hold the legacy enterprise payroll market.

3) PEO / EOR — outsourcing employment itself

PEO is a US-specific model where the PEO becomes a co-employer, sharing employer liability — Justworks is the canonical example. EOR (Employer of Record) lets a company legally hire someone in a country where it has no entity — Deel, Remote.com, and Oyster fight over this market.

4) Performance / Engagement — evaluation and engagement

OKRs, 1:1s, 360 reviews, pulse surveys. Lattice defined the category, 15Five centers on weekly check-ins, Culture Amp on engagement surveys, Bonusly on peer-to-peer recognition.

5) ATS — Applicant Tracking System

Candidate database, job posting (auto-publishing to LinkedIn/Indeed/career site), interview scheduling, scorecards, accept/reject, hiring analytics. Greenhouse is the category standard, Lever is second, Ashby is the rising star (backed by Sequoia), Workable owns SMB, Pinpoint owns the UK.

6) Comp & Cap Table — compensation and equity

Pave is the new standard for real-time comp benchmarking. Carta is the de-facto monopoly on cap tables, options, and equity issuance. AngelList Stack is the early-stage alternative.

Now let us walk through them one by one.

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2. Rippling — The Series F $13.5B Workforce Giant

Rippling is the most ambitious single-platform bet in the market. Founder Parker Conrad was once the CEO of Zenefits and stepped down after an insurance compliance scandal, then started Rippling in 2016 with a simple thesis — "my next company will run every employee-related system on one platform."

The product surface area is unlike anyone else's:

• Rippling HR — HRIS, onboarding workflows, PTO, org chart
• Rippling Payroll — payroll across all 50 US states plus global
• Rippling IT — laptop shipping, MDM, app provisioning, SSO, identity
• Rippling Spend — corporate cards, expenses, bills
• Rippling EOR — direct global hiring

All five connect to one employee data model. A new hire fills out the onboarding form once and — an employee record is created in the HRIS, payroll registration happens, a MacBook is automatically ordered and shipped to their home, Google Workspace and Slack and GitHub accounts spawn, a corporate card is issued — and the whole thing is one workflow. Competitors do this with five separate SaaS products.

In April 2024, Rippling closed a Series F at a $13.5B valuation. By 2025 to 2026, headcount crossed 4,000. ARR is estimated at$700M+, and persistent rumors suggest an IPO or secondary Series G is near.

There are real downsides. Putting so much into one platform pushes the price up to $35/employee/month when you take every module. There is also an open debate about whether buying Workforce and IT from a single vendor is appropriate from a security and governance standpoint — segregation of duties between IT and HR blurs.

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3. Gusto — The New SMB Payroll Standard

Gusto was once called ZenPayroll, and after the 2015 rebrand became effectively the US SMB payroll standard. By 2026, roughly 300,000 businesses run on Gusto.

What Gusto does well:

• Painless payroll — W-2s are filed like magic once a year. 1099 contractor payments live in the same UI.
• Benefits integration — Health insurance, 401k, FSA/HSA, commuter benefits, life insurance — all enrolled inside Gusto.
• Tax filing automation — Federal, state, and local filings are automated by Gusto, with a guarantee that Gusto covers the cost if it gets it wrong.
• R&D tax credit — A module that helps startups capture up to $500k in R&D tax credits is popular.

Pricing (2026):

Weakness: Once headcount crosses about 200, many companies migrate to Workday or Paylocity. Gusto is optimized for SMB and is weaker on complex global payroll and complex compensation policies.

Gusto raised a Series E at a $9.5B valuation in 2021. The 2022 to 2024 IPO drought pushed listing plans back. In 2026 there are renewed rumors of an IPO filing.

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4. BambooHR — The HRIS Bestseller

BambooHR was founded in Utah in 2008 and grew up positioning itself as "the friendliest HRIS for companies under 500 employees." By 2026 it serves 33,000 companies across 30+ countries.

BambooHR's strengths:

• Usability — The friendliest UI, and the dashboard an HR person actually wants to see in their first hour of the day.
• Onboarding workflow — Day-one checklists, document e-signature, and introduce-yourself pages are clean.
• Time tracking + PTO — PTO policies can be set up in a few clicks.
• Reporting — Tenure distribution, turnover charts, headcount graphs are clean.
• Marketplace — 70+ integrations (Greenhouse, Slack, Zapier, Lattice, 15Five, and more).

Weakness: BambooHR itself does not run payroll. (Since 2021 there has been BambooHR Payroll in select US states, but it is an OEM of ADP Run.) So the BambooHR + Gusto combination is very common.

Vista Equity Partners took a majority stake in 2019. Because the company is private, exact revenue is not public, but ARR is estimated at $200M+. CEO is Brad Rencher.

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5. Justworks — The PEO Model

Justworks is a PEO (Professional Employer Organization). PEO is a US-specific model — Justworks becomes a "co-employer," puts employees under the Justworks EIN, and handles benefits, payroll, and compliance.

Why companies pick a PEO:

• Benefits pooling — A 10-person company joins the same insurance pool as a 50,000-employee one, getting better health insurance more cheaply.
• Compliance — Workers Comp, EPLI, and ACA reporting are handled by the PEO.
• Tax and payroll — Payroll runs under the PEO's EIN.

Justworks pricing (2026):

Weakness: Because employees are employed under the Justworks EIN, leaving Justworks can be processed as "job change" in employee payroll histories, and there is real switching pressure at benefits renewal time. PEO also only works inside the US — for global employees you need an EOR like Deel or Remote.

Justworks tried to IPO in 2022, withdrew because of the market, and in 2026 is again rumored to be preparing a filing. Competitors include TriNet, Insperity, Sequoia One, Paychex PEO, and ADP TotalSource.

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6. Deel / Remote.com / Oyster — The Global EOR Three-Way Race

EOR (Employer of Record) exploded as a category after 2020. The model — when a US company wants to legally hire an engineer in Korea as a full-time employee without setting up a Korean entity, Deel plays the role of the Korean entity and handles the four social insurances and severance.

The three-way race:

Deel's strengths:

• Fastest growth — ARR $400M+ in 2023, crossing$1B+ by 2025.
• The broadest country coverage at 150+.
• Rich integrations (Slack, Notion) and a clean UI.
• Contractor payments (1099) + EOR + global payroll on one platform.

Deel's weaknesses / controversy: There is an ongoing 2024 legal fight with Rippling — Rippling sued Deel claiming an insider had leaked secrets, and the litigation is still active as of May 2026. There are also gray areas around the legality of EOR in some countries.

Remote.com's strengths:

• Open-source friendly — the Remote API is public, and a GitLab-origin founding team brought open culture.
• Earlier entry into Korea and Japan.

Oyster's strengths:

• B Corp certified.
• Good mix of global contractors plus EOR.
• UK HQ means strong GDPR and EU compliance.

Who is winning? Deel is the undisputed number one in 2026. The gap to number two is wide in both market share and ARR, and the company is on the IPO runway. The catch is the $599/employee/month price tag — when headcount in a country crosses about 50, setting up a local entity becomes cheaper.

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7. Workday / ADP / Paychex / Paylocity — Enterprise and Legacy

Companies past 1,000 employees usually narrow down to four options.

Workday (NASDAQ: WDAY)

The de-facto enterprise HCM standard. Founded in 2005 by Dave Duffield after PeopleSoft was sold. Market cap $60B+. For 5,000+ employee companies, Workday runs both HR and Finance. Weaknesses are slow implementation (6 to 18 months,$1M+) and a UX that lags SMB tools like BambooHR.

ADP

A nearly century-old company, the dictionary definition of payroll. Market cap $120B+. Product line splits into RUN (SMB), Workforce Now (mid-market), Vantage HCM (enterprise), and ADP TotalSource (PEO). ADP is so big it functions like infrastructure.

Paychex

ADP's smaller sibling. Founded 1971, market cap $50B+. Strong in SMB and mid-market payroll; 401k administration is a separate revenue pillar.

Paylocity (NASDAQ: PCTY)

Younger than ADP and Paychex (founded 1997). Market cap $10B+. UX is better than ADP, which makes it the common alternative for mid-market companies (500 to 5,000) that have churned off ADP.

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8. Lattice — Performance, and the 2024 AI Announcement Controversy

Lattice was founded in 2015 by Jack Altman (brother of Sam Altman) as a performance management platform. OKRs, 1:1s, 360 reviews, and comp cycles in one place. In 2022 it raised a Series F at a $2.3B valuation and looked like the category champion.

Then 2024 happened.

In July 2024, Lattice's new CEO Sarah Franklin (former Salesforce CMO) posted on LinkedIn — "Lattice will let you register AI digital workers as formal employees in your HRIS, with managers, performance reviews, and goals." The HR community pushed back hard. "Putting an AI under a manager and giving it a performance review devalues human labor." "Putting AI bots and people in the same system lets people's data flow into AI training." The criticism cascaded.

Within days, Lattice rescinded the announcement. But the damage was done. Late in 2024, reports emerged of a down round valuing Lattice at $400M, roughly a fifth of the prior mark (Pitchbook and The Information). One of the largest vibe shifts in HR Tech history.

Lattice's product features (controversy aside):

• OKR tracking
• 1:1 meeting notes
• 360 review cycles
• Comp cycles (running compensation increase rounds)
• Engagement pulse surveys
• Slack integration

Where Lattice stands: Still the category leader, still the most common first performance tool for 100 to 500 person companies. Pricing is $11 to$15/employee/month.

Competition: 15Five, Culture Amp, BetterUp, Reflektive (acquired by Workhuman in 2021). Many companies now switch to the performance modules built into Workday or BambooHR.

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9. 15Five / Culture Amp / Bonusly — Performance and Engagement Variations

The three companies in Lattice's neighborhood look at the same employee data from different angles.

15Five

The name comes from the weekly check-in — 15 minutes for the employee to write, 5 minutes for the manager to read (the "Best Self Review"). 15Five staked out a lighter performance tool, bundled with coaching, pulse, and engagement. Pricing is $4 to$16/employee/month across three tiers (Engage, Perform, Total Platform).

Culture Amp

Founded in Melbourne, Australia, this is the engagement survey specialist. The core is scientific surveys for measuring employee engagement. 6,000+ customers in 2026. Pricing is typically $6 to$12/employee/month, negotiated. Where Lattice positions itself as "performance to comp," Culture Amp positions itself as "measuring emotion and engagement."

Bonusly

The peer-to-peer recognition champion. Every month each employee gets a pool of "points" and can send them to colleagues to recognize good work. Accumulated points convert into gift cards, charity donations, or PTO. The Slack integration is the killer feature — recognition becomes a single line in a Slack channel. Pricing is $3 to$5/employee/month plus the cost of the points themselves.

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10. The ATS Five — Greenhouse / Lever / Ashby / Workable / Pinpoint

ATS (Applicant Tracking System) manages the hiring pipeline. Candidate database, JD posting (auto-publishing to LinkedIn, Indeed, careers page), interview scheduling, scorecards, accept/reject, hiring analytics.

Greenhouse — the category standard

Founded 2012 in New York. The first ATS in almost every US startup. Strength is Structured Hiring philosophy — every interview must be scored against a predefined "scorecard." "Do not hire on vibes" is the product philosophy. Pricing is negotiated, roughly $6,000 to$15,000/year for a 100-employee company.

Lever

Greenhouse's direct competitor. Founded 2013 in San Francisco. Acquired by Employ Inc. (parent of JazzHR and Jobvite) in 2022. Acquired Modern Hire in 2023 to strengthen interview assessment. Strength is the combination of CRM and ATS.

Ashby — the rising star (Sequoia)

Founded 2018 in San Francisco. Sequoia led from seed through Series C. Ashby's differentiator is "All-in-one" — ATS + CRM + Analytics + Scheduling in one product, with a very flexible data model. Strong AI-driven candidate matching and reporting. Between 2024 and 2026, modern startups like Notion and Vercel migrated from Greenhouse to Ashby. Pricing is roughly $200 to$500/employee/year (so $20k to$50k/year for a 100-person company).

Workable

Founded in Athens, Greece. SMB-friendly and reasonably priced. $99 to$599/month per company. Strength is 100+ job board integrations.

Pinpoint

UK camp. Popular across European SMBs. AI hiring assistant is rapidly improving.

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11. Personio — The European HRIS

Personio was founded in Munich in 2015 and is the European HRIS champion. Think of it as the European version of BambooHR. As of 2024 it serves 12,000+ customers across 14 countries, covering companies up to 8,500 employees.

What Personio does well:

• EU GDPR compliance — Data handling, retention, and deletion policies aligned with GDPR. US SaaS competitors cannot catch up.
• European-style PTO and labor rules — Germany's 30 days, France's 35-hour week, Spain's siesta — Personio handles them well.
• Multilingual — 13 languages supported as first-class citizens.
• Recruiting module — Personio Recruiting has grown into a credible ATS, competing with Greenhouse and Lever.

Weakness: Almost no US presence. So European companies with US R&D often pair Personio + Gusto/Rippling US.

Raised a Series E at $8.5B in 2022. Estimated ARR$300M+ in 2026.

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12. Pave — The New Compensation Benchmarking Standard

Pave was founded in 2020 as a compensation data company. Comp benchmarking used to be Radford or Mercer consulting reports — PDF documents with data that was 6 to 12 months old. Pave connects directly to HRIS and payroll and matches company comp data in real time.

What Pave solves:

• "I am hiring a senior backend engineer at a Series B — how much should I offer in base + bonus + equity?"
• "Is my current package at the 50th percentile or the 75th?"
• "If a candidate declined our offer, what did the other company offer?"

Pave Marketplace aggregates comp data from 7,000+ companies and lets you slice by company size, industry, geography, and role in real time. The Pave Comp Planning module runs comp cycles directly.

Raised a Series C in 2022 at a $1.6B valuation. Pricing is negotiated, typically$15,000 to $50,000/year.

Competition: Carta Total Comp (launched in 2024), Radford (Aon subsidiary), LinkedIn Talent Insights, Levels.fyi (free for individuals).

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13. Carta + AngelList Stack — Cap Tables and Equity

Companies that issue stock options to employees need to manage a cap table. Two players essentially split this market.

Carta

Founded 2012 (originally eShares). Series G at a $7.4B valuation. The de-facto standard for US startup cap tables. Share issuance (SAFEs, preferred, common), option grants, vesting schedules, 409A valuations (fair market value of the stock) — all on one platform.

Carta's strengths:

• 409A valuations — An annual IRS requirement, and Carta has its own NACVA-certified valuation practice.
• Liquidity programs — Secondary transactions and tender offers.
• VC Fund Admin — VCs use Carta to manage LP relationships.

Carta's weaknesses / controversy: In January 2024, the Carta CEO mishandled LP information by exposing it to another VC (the Linear cap table leak story), causing a major trust crisis. As a result, Pulley and AngelList Stack gained ground.

AngelList Stack

AngelList's bundle of the entire startup back office — company formation, cap table, payroll (OEM'd from Gusto), benefits, banking (OEM'd from Mercury). The fastest setup option for seed-stage companies. Pricing is $99 to$500/month.

Pulley

Carta's direct competitor. Founded 2019. Stripe and Y Combinator alumni. Cleaner UI and lower price than Carta.

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14. Korea — Shiftee, flex, wagle.ai

Korea is hard for global SaaS to enter directly — there are Korean-specific regulations (four social insurances, year-end tax reconciliation, the Labor Standards Act, the 52-hour workweek, the mandatory wage statement) and employees expect Korean-language UI. Local players grew up filling that gap.

Shiftee (시프티)

A Seoul-based workforce management (WFM) platform. Attendance, shift scheduling, PTO, overtime requests in one place. Strong in industries with heavy hourly labor — cafes, retail, call centers, logistics. 8,000+ businesses in 2026. Pricing is approximately $4 to$8/employee/month.

flex (플렉스)

A Seoul-based HRIS + payroll. One of the fastest-growing Korean HR SaaS, adopted as standard by Korean startups like Toss, Karrot, and SOCAR. Four social insurance filings, year-end tax reconciliation, wage statements, electronic employment contracts — all on one platform. Raised a Series C in 2022 at roughly $400M. 5,000+ customers in 2026.

wagle.ai (와글에이아이)

An up-and-coming AI-driven HR analytics startup. Combines Korean HR Tech with an LLM to answer questions like — "What were the common patterns among employees who left last quarter?" Fast growth between 2024 and 2026.

Other Korean HR Tech:

• Instawork (인스워치) — A platform matching day-laborers and short-term workers.
• Jobis (자비스) — Payments for freelancers and contractors.
• Workflex — Remote work monitoring.
• Dooray! HR — NHN's HRIS.

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15. Japan — SmartHR, freee, jinjer, KING OF TIME

Japan is similar to Korea — local regulation (social insurance, year-end tax, My Number) and Japanese-language UI make global SaaS hard to drop in directly.

SmartHR

Founded 2013 in Tokyo. The undisputed number one Japanese HRIS. Series E in 2024 at roughly 170 billion yen (about $11B). Employee data, onboarding and offboarding workflows, year-end tax, social insurance filings on one platform. Pricing is approximately$5 to $10/employee/month. 70,000+ customer businesses.

freee Jinji Roumu (freee 人事労務)

freee started as a Japanese SaaS accounting tool and expanded into HR and payroll. Listed on the Tokyo Stock Exchange Mothers in 2019. Market cap about $2B. Strength is the bundle of freee Accounting + freee HR + freee Sign.

Money Forward

Together with freee, the two pillars of Japanese SaaS back office. Money Forward Cloud includes HR and payroll. Listed on the Tokyo Stock Exchange Prime, market cap about $3B.

jinjer

An integrated jinji SaaS platform. Modules — attendance, HR, payroll, expense — can be purchased separately. Reasonable pricing makes it popular with SMB.

KING OF TIME

Japan's number-one attendance management SaaS. 40,000+ customer businesses. Strong hardware integration with card readers and biometrics.

freee Sign

freee's electronic contract tool. Electronic signatures for employment contracts.

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16. Who Should Pick What — Recommendations by Scenario

If you buy every tool listed here, your per-employee cost crosses $200/month. So here are scenario-specific picks.

Scenario 1 · US seed stage (1 to 10 employees, US only)

• HRIS: Rippling or Gusto (if payroll only, Gusto)
• ATS: Greenhouse ($6k/year) is expensive, so Ashby Starter or Workable
• Cap Table: Carta, or AngelList Stack if you want the bundle
• Comp: Levels.fyi (free) or Pave Free Plan
• Engagement: Skip — at this size, 1:1s are enough

Scenario 2 · US Series A (10 to 50 employees, US + 1 to 2 global)

• HRIS + Payroll: Rippling, or Gusto Plus + BambooHR
• EOR (1 or 2 global hires): Deel or Remote
• ATS: Greenhouse or Ashby
• Performance: Lattice or 15Five (start around 30 employees)
• Comp: Pave
• Cap Table: Carta

Scenario 3 · US Series B+ (50 to 500 employees, multi-country global)

• HRIS: Rippling or BambooHR (payroll via Gusto or Rippling)
• Global EOR: Deel (primary) + Remote (backup)
• ATS: Greenhouse or Ashby
• Performance: Lattice or Culture Amp
• Peer Recognition: Bonusly (Slack integration)
• Comp: Pave full license
• Cap Table: Carta

Scenario 4 · Enterprise (1,000+ employees)

• HCM: Workday (single source of truth)
• Payroll: Workday Payroll or ADP Workforce Now (ADP Global View if global)
• EOR (only for countries you have not entered long-term): Deel
• ATS: Greenhouse Enterprise or Workday Recruiting
• Performance: Workday's built-in or Lattice (companies often run both)
• Cap Table: Carta Enterprise

Scenario 5 · Korean startup (1 to 100 employees)

• HRIS + Payroll: flex (handles four insurances and year-end reconciliation)
• Attendance: Shiftee (if you have hourly staff)
• Global employees: Deel or Remote
• ATS: Start with JobKorea/Saramin careers pages and Notion; switch to Greenhouse past 50 employees
• Comp: Pave + Levels.fyi Korea data
• Cap Table: Korean shareholder ledgers are still paper-driven — Carta does not yet support Korean K-SAFE well. Most companies manage with a spreadsheet plus their corporate lawyer.

Scenario 6 · Japanese startup (1 to 100 employees)

• HRIS + Payroll: SmartHR + freee Jinji Roumu (or SmartHR + Money Forward)
• Attendance: KING OF TIME or jinjer Attendance
• Global employees: Deel or Remote
• ATS: Greenhouse, or Japanese local (HRMOS, Wantedly Hire)
• Contracts: freee Sign

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17. Closing — HR Platforms Fight Over How to Define "Person"

At the top of this post I wrote that "an HR platform is the sum of its opinions about the word person." Let us return to that.

• Rippling treats people as managed IT assets — laptop shipping, app provisioning, and MDM live in the same data model as the employee record.
• Gusto treats people as someone-who-gets-paid-monthly — payroll is the center of gravity.
• BambooHR treats people as cards an HR admin opens every day — UX first.
• Lattice treats people as measurable growth curves — OKR + 360 + comp. Trying to add AI to that curve is what blew up.
• Bonusly treats people as motivated by peer recognition — one line in Slack becomes a reward.
• Deel treats people as something to be legally employed anywhere they live — global EOR.
• Carta treats people as carriers of company equity — options and shares.
• Shiftee treats people as someone-who-works-a-5-hour-cafe-shift — shifts and time tracking.

The big picture for 2026:

1. Rippling's bundle strategy is being validated — the Series F at $13.5B is the market agreeing with the bet.
2. The Lattice episode showed what happens when HR Tech mishandles AI. Positioning AI as "augments humans" rather than "replaces humans" is the way to survive.
3. EOR has become standard — a US company hiring a Korean engineer as a full-time employee is ten times easier than in 2020.
4. Local champions are robust — SmartHR (Japan), flex (Korea), Personio (Europe) blocked the global-SaaS invasion. Regulation and language are the moats.
5. The Carta trust crisis taught SaaS companies the weight of LP and customer data governance.

HR is "the business of dealing with humans," but written as software it becomes "the business of dealing with rows that represent humans." Whichever company solves that contradiction best will be the category champion of the next decade.

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References

• Rippling Series F announcement (2024.4) — https://www.rippling.com/blog/series-f
• Rippling vs Deel lawsuit (2024) — https://techcrunch.com/2025/03/17/rippling-sues-deel/
• Gusto company page — https://gusto.com/
• BambooHR — https://www.bamboohr.com/
• Justworks — https://www.justworks.com/
• Deel — https://www.deel.com/
• Remote.com — https://remote.com/
• Oyster — https://www.oysterhr.com/
• Workday — https://www.workday.com/
• ADP — https://www.adp.com/
• Paychex — https://www.paychex.com/
• Paylocity — https://www.paylocity.com/
• Lattice AI digital employee controversy (Sarah Franklin, 2024.7) — https://www.theinformation.com/articles/lattice-ai-employees-controversy
• Lattice valuation cut to $400M (2024) — https://pitchbook.com/news/articles/lattice-valuation-2024
• 15Five — https://www.15five.com/
• Culture Amp — https://www.cultureamp.com/
• Bonusly — https://bonus.ly/
• Greenhouse — https://www.greenhouse.com/
• Lever (Employ Inc.) — https://www.lever.co/
• Ashby — https://www.ashbyhq.com/
• Workable — https://www.workable.com/
• Pinpoint — https://www.pinpointhq.com/
• Personio — https://www.personio.com/
• Pave — https://www.pave.com/
• Carta — https://carta.com/
• Carta LP data controversy (2024.1) — https://www.theinformation.com/articles/carta-lp-data-leak
• AngelList Stack — https://www.angellist.com/stack
• Shiftee — https://shiftee.io/
• flex — https://flex.team/
• wagle.ai — https://wagle.ai/
• SmartHR — https://smarthr.jp/
• freee Jinji Roumu — https://www.freee.co.jp/hr/
• Money Forward — https://moneyforward.com/
• jinjer — https://hcm-jinjer.com/
• KING OF TIME — https://www.kingoftime.jp/