Best Talent Management Software: Top 7 Tools for HR Teams

The most important features of talent management software

Great talent management software (TMS) empowers organizations to attract, develop, and retain their best people. By combining performance management, learning and development, and workforce analytics, effective TMSs deliver a cohesive, data-driven experience for your people.

Here are the key features your HR leaders need to look for when evaluating TMS:

The seven best talent management software

The best TMS systems combine recruitment, performance management, learning and development, and more, to empower your HR teams to make data-driven decisions and keep your people engaged.

Here are 7 of the best TMS platforms to consider:

Deel Engage: Integrated global talent suite

Deel Engage is the talent management module of the Deel HR platform, known for its global HR and payroll capabilities. It offers a unified suite for performance management, learning and development, career pathing, and worker feedback, all tightly integrated with Deel’s HRIS, compensation, and global payroll systems.

Top features

• Performance reviews with customizable 360 feedback, competencies, or goals
• Goal tracking at individual, team, department, or location levels
• AI-assisted learning management platform to build training courses in minutes
• Competency-based career roadmaps
• Development plans linked to career paths, feedback, and learning courses
• Automatically populated skills matrices and 9-box charts using live feedback data
• eNPS, pulse surveys, and other tools to keep employees engaged, with real-time dashboards
• Connection between performance outcomes and compensation decisions

Strengths

• Deel Engage is a holistic, integrated platform, sitting alongside Deel’s HRIS, compensation management, and workforce planning, providing a single source of truth for people data
• Supports all worker types from contractor to EOR to full-time employee
• Intuitive, versatile UI with self-service orientation, allowing workers to easily access learning courses, review role and level expectations, track goals, and fill in performance reviews
• Highly flexible performance review and survey modules with advanced anonymity settings

Weaknesses

• Some mobile app features are limited compared to desktop. If you have a large remote or mobile-only workforce that needs full LMS, feedback, or review functionality on mobile, this might be a constraint
• Occasional platform slowness or support delays in some instances
• Because Engage offers many configurable features (custom review forms, competencies, goal frameworks, global workforce support), some users report that getting everything set up takes time or specialist support

Pricing

• $20 per worker per month for all modules: learning, career, surveys, performance

Best fit

• Mid-size and enterprise organizations operating globally and looking to centralize talent management
• Companies with remote, distributed workforces

Paycom: All-in-one HCM for mid-sized companies

Paycom is a US-based human capital management (HCM) suite that includes robust talent management modules in addition to its core HR and payroll systems. It provides end-to-end functionality, including recruiting, applicant tracking, performance management, learning, and workforce planning, all within a single cloud-based platform.

Top features

• Automated performance reviews with configurable workflows
• Intuitive, self-service learning management
• Streamlined compensation budgeting with analytic support, e.g., standardized review scores tied to compensation rules, reducing bias
• Tightly integrated core HR and compliance capabilities, e.g., payroll tax filing and benefits admin, eliminating double-entry for promotions or role changes

Strengths

• Known for its self-service ethos, Paycom’s intuitive and capable self-service UX empowers workers and managers to complete HR tasks directly, reducing HR’s administrative burden
• Built in-house as a single application, offering a unified database with all modules sharing a consistent UI and data model, minimizing integrations and reducing IT errors
• Robust and capable US-compliance monitoring, ensuring tax, wage, and talent processes (e.g., new hires or time-off requests) automatically meet regulatory requirements
• Easily scalable, e.g., from 50 to 1,000 workers, with capacity to handle increased complexity

Weaknesses

• Inconsistent or inadequate support responsiveness at times: “the customer service is terrible and the platform isn’t easily functional”
• Lengthy and complex implementation process, with some user reports describing it as lengthy and requiring more support than expected
• Limited integrations with third-party HR tools: “It doesn’t integrate with much … there is no way to customize and make a usable report for KPIs”

Pricing

• Typically $25-36 per worker, per month for the full suite plus setup costs
• Does not require long-term contracts

Best fit

• Small-to-midsize US businesses (50-1,000 workers) that need a single, unified HCM platform
• Industries with complex payroll and compliance needs, where having HR, payroll, and talent in one system ensures accuracy, e.g., healthcare, manufacturing, and multi-state companies
• Mid-market companies that can leverage Paycom’s full suite, maximizing automation and minimizing the need for integration with third-party tools

Dayforce (Ceridian): Comprehensive HCM for large enterprise

Ceridian Dayforce HCM is a large-scale, all-in-one cloud-based talent management platform built for global enterprises. It covers every major TMS module, including recruiting/ATS, performance, compensation, and workforce management. Its modules operate in real-time off one data set, allowing continuous pay calculations and instant HR updates.

Top features

• Single database approach, connecting the entire worker lifecycle in one integrated system
• Dayforce Wallet, allowing workers on-demand access to earned wages, demonstrates payroll innovation that drives engagement
• Advanced analytics, including real-time dashboards and reports spanning HR and talent metrics, useful for strategic planning

Strengths

• Global compliance and scalability, handling multiple currencies, languages, and complex regulatory rules to manage a worldwide workforce in one system
• Consistent UI with seamless data flows across HR and talent modules without the need for integrations
• Feature-rich, reflecting Ceridian’s deep payroll expertise and commitment to innovation, ideal for companies with sophisticated needs

Weaknesses

• Difficult learning curve, with users noting complexity and a lack of intuition: “It’s convoluted and so slow”
• Long implementation timeframes, often requiring more than 6 months, with a significant configuration effort and, according to some users, insufficient onboarding support: “The system is powerful, but it takes some time to get it up and running … the implementation time might be cut in half with better onboarding materials”
• An outdated user interface relative to competitors and can be slow to navigate: “I don’t love the interface, I feel like it seems a bit outdated and it also takes time navigating to find different things I am looking for.”

Pricing

• Pricing is not publicly listed, however industry sources estimate $22-31 per worker, per month

Best fit

• Large and growing organizations (500+ staff) that need a unified system with heavy-duty capabilities
• Industries with complex scheduling, pay rules, or global payroll needs, such as retail, manufacturing, healthcare, and financial services
• Mature HR functions looking to streamline processes and garner real-time insights across the workforce

Lattice: Employee engagement and performance specialist

Lattice is a popular cloud-based TMS focused on performance management, worker engagement, and the development of future leaders for modern organizations. In recent years, Lattice has been expanding towards a more comprehensive, full-featured HR suite, having introduced core HRIS and payroll modules in the US.

Top features

• Strong reputation for talent development, highlighting systems and processes for feedback and growth, with easy access to intuitive review, survey, and engagement tools
• Highly configurable performance reviews, incorporating rating scales, feedback templates, and continuous check-ins
• Integrated analytics with engagement and performance data to identify performance management trends and provide real-time insights into team health and productivity

Strengths

• User-friendly and employee-centric, with an intuitive interface that users define as modern and straightforward
• Emphasis on systems for feedback and growth promotes a culture of continuous improvement
• Regular product updates introduce new features based on customer requests
• Highly integrated engagement and performance functions, offering a holistic view of workforce performance

Weaknesses

• Complex setup for administrators (notwithstanding ease-of-use for end users), making it difficult to configure: “It can be really tricky to make changes”
• Reporting tools are less customizable than many competitors: “If you have a standard reporting structure, Lattice will be [easy] to implement and train people on, but if you have a lot of dotted lines or inter-departmental teams, it’s limiting.”
• Incomplete HRIS and no learning management system, requiring integration with external systems for full functionality

Pricing

• Starts from $11 per worker, per month

Best fit

• People-centric organizations (50-1,000 people) that prioritize people development and feedback culture
• Tech-oriented, startup, or professional services companies, given the feedback-oriented approach that supports a modern organizational culture
• Organizations with basic HR systems wanting to uplift their performance management processes and services

UKG Pro: Robust HCM suite with talent focus

UKG Pro is a comprehensive HCM and talent management system targeted at mid-to-large enterprises. It combines strong HR and payroll core functionality with rich talent management modules. It covers the full worker lifecycle, from hiring to retirement, with a strong customer focus ethos.

Top features

• Integrated talent and HR modules, facilitating data synchronization, such as automatic routing of pay changes from performance reviews into payroll
• Flexible review cycle functionality incorporating multi-media inputs and peer feedback
• Supports complex compensation cycles with global pay and multiple currencies under centralized oversight
• Highly configurable onboarding and learning management

Strengths

• Balanced, all-in-one solution with expertise in traditional HR areas and talent management
• High degree of scalability with robust configuration options
• Powerful and user-friendly reporting and dashboard tools
• Highly regarded customer service with dedicated and knowledgeable account managers

Weaknesses

• Legacy architecture in parts, leading to some performance issues, integration challenges, and missing features: “Different sections sometimes feel disconnected … User interface looks old in some sections … Renaming the different modules all the time causes confusion”
• Complex and resource-intensive implementation, typically taking 4-6 months with inadequate support: “if you need any EDI or API functionality, the implementation is awful … a ton of wasted time”
• Steep learning curve for end-users, lacking the intuition of many other TMS solutions

Pricing

• Custom-quoted, but reported to be from $27-37 per worker, per month

Best fit

• Mid-sized to large enterprises (300 - 10,000 staff) that want a unified HCM/talent system with robust US payroll and strong talent tools
• Companies with complex HR scenarios, e.g., multi-state or multi-country operations and nuanced compliance requirements
• Organizations valuing vendor stability and strong customer support

PerformYard: Streamlined performance management for SMBs

PerformYard is a performance management software suite focusing on simple and effective performance reviews for small and mid-size organizations. It prioritizes continuous feedback, goal tracking, and configurable performance reviews without extraneous HR features.

Top features

• Customizable performance review templates and workflows, including configurable questions and rating scales
• Flexible goal management, with reminders and linkages between personal and company goals
• Easy-to-use and versatile feedback, recognition, and reporting tools

Strengths

• Focused and easy to implement, with relatively short implementation times
• Flexible, highly configurable review cycle management
• Affordable relative to comparably featured TMS solutions
• Clean and intuitive UI

Weaknesses

• Limited feature set (by design), lacking many talent management components found in other systems, e.g., no built-in learning management or succession planning
• Integration constraints, lacking deep interconnectivity, with limited integration options
• Basic reporting capabilities, lacking advanced analytics and predictive insights

Pricing

• Straightforward and transparent, starting from $5-10 per worker, per month

Best fit

• Small to medium-sized companies (50-500 staff) that want a structured performance management solution without the complexity of larger HR suites
• Industries such as professional services firms, non-profits, and tech startups
• Companies with small HR teams, given the easy-to-administer nature of the software

ClearCompany

ClearCompany is an all-in-one talent management software solution that focuses on recruiting and onboarding, and includes native performance and engagement tools. Compensation and workforce planning capabilities are available through integrations.

Top features

• Built-in ATS that supports job postings, including one-click posting to major job boards, candidate texting, interview scheduling, and customizable workflows
• Self-service onboarding, empowering new hires to complete documentation and training for a consistent onboarding experience
• Templates for performance reviews with custom questions and rating scales

Strengths

• End-to-end talent management in a single system
• Highly configurable recruiting module, with a capable ATS
• Versatile AI tools
• Robust analytics and reporting with capable dashboards

Weaknesses

• Inadequate reporting customization, as noted by some users: “The reporting is subpar …”
• Limited core HR functionality, with insufficient support for payroll or benefits administration
• Some mixed reviews on GDPR compliance: “GDPR compliance is not adequate ... I have been asking for better GDPR compliance for years”

Pricing

• Fixed prices not published, but the “Essential Plan” is estimated to start from $60 per worker, per month

Best fit

• Mid-sized organizations (100-2,000 staff) seeking an integrated talent platform
• Industries with moderate hiring needs where a strong ATS is a priority, e.g., professional services, healthcare, hospitality, and retail
• Companies emphasizing a strong onboarding experience and a seamless transition into performance management

How to choose the right tool for your organization

The best TMS for your organization depends on several considerations, outlined below:

Key considerations

Company size and growth stage: If you’re a small startup, you’ll need lean, scalable tools, while if you’re a large global firm, you’ll require robust platforms with multi-region, multi-language support and localized compliance.

Integration with HR stack: Ensure your TMS integrates smoothly with your HRIS, payroll, ATS, and other collaboration tools. This helps to avoid duplicate work and data silos, which can compromise data accuracy and reporting consistency.

Budget: Make sure the expected benefits, such as efficiency gains, better talent outcomes, and improved people engagement, justify the costs.

Vendor support: A TMS through a reliable, responsive vendor, with quality support and frequent updates, will make implementation and upkeep easier.

Data security and compliance: Your TMS must have robust security measures (e.g., encryption and access controls) and comply with relevant industry regulations, such as the GDPR or HIPAA.

Modular vs. all-in-one: While all-in-one suites offer unified functionality and simpler upkeep, best-of-breed tools let you choose specialized solutions for each function. Evaluate this trade-off based on your internal resources, IT expertise, and the desired level of flexibility.

Future-proofing: Select a platform that adapts to HR trends, including AI, skills frameworks, and succession planning, ensuring it remains relevant as your company evolves.

User experience and adoption: A TMS with an intuitive, user-friendly interface is crucial for driving high usage and adoption among your people and managers.

Example scenarios

Let’s consider three examples of companies and their best choice of TMS:

1. Scaling global startup: A fast-growing international company should consider a cloud-based TMS that’s easy to deploy globally. An all-in-one suite with multi-language support and pre-built integrations would help to minimize complexity. Strong vendor support across time zones and solid core modules would ensure the platform scales with growth.
2. Established enterprise HR: A large organization with a mature HR department likely already uses multiple HR systems, so seamless integration is critical. They may wish to augment their stack with best-of-breed modules, such as a specialized learning platform, or choose a full-suite platform to unify data. Either way, the solution must support advanced capabilities, such as analytics and succession planning, to drive long-term talent strategies.
3. Highly regulated firm: In tightly regulated industries, like finance or healthcare, compliance and security are top priorities. Such organizations would benefit from a TMS with rigorous protections built-in, including security certifications, audit trails, and compliance reporting. Opt for a trusted all-in-one platform with strict access controls and transparent data-governance policies.

Common pitfalls to be aware of when shopping for a new TMS

Here are some common mistakes that HR leaders tend to make when selecting a new TMS, along with strategies to avoid them.

Overbuying features or overlooking essentials

Focus on functionality that supports your organization’s needs today, such as performance reviews and learning management, as well as in the future. This ensures scalability without unnecessary complexity or cost creep.

As Pete Tiliakos, global HR tech analyst and advisor, cautioned in a recent Deel webinar,

Poor user adoption due to a weak user experience (UX)

Encourage your people to engage early. Avoid confusing interfaces, clunky navigation, or other usability issues that discourage engagement. As Tiliakos notes:

Involve end-users early through demos or pilot groups, and prioritize a clean and intuitive user experience to maintain high adoption rates.

Underestimating configuration and data migration

The time required to configure workflows, import legacy data, test integrations, and validate reports is often underestimated by HR teams. Failing to recognize this can lead to inconsistent data and frustrated users.

Plan for sufficient internal resources or vendor support, especially when migrating from multiple legacy systems. Prioritize a vendor that provides hands-on implementation guidance and robust training to ensure a smooth transition.

Misalignment with strategic goals

Choose a talent management system that aligns with and reinforces your organization’s strategy, such as global compliance, managing talent, improving the hiring process, or retention. Failing to align your TMS with business objectives may result in fragmented data and lost ROI.

Ensure your platform has the right talent management tools to support key initiatives, such as succession planning, DEI tracking, and workforce forecasting.

Neglecting change management and workforce diversity

Provide training, celebrate early adopters, and tailor communications to different worker groups to foster confidence and consistency. This helps drive long-term engagement and sustain adoption.

Deel Engage: Your strategic talent management system

Bring your talent management processes under one roof with Deel Engage, a unified, data-driven TMS built to help your HR leaders attract, develop, and retain top performers worldwide:

• Create exceptional onboarding experiences: Set your new hires up for success with engaging onboarding journeys, cultural touchpoints, and buddy programs to make them feel a part of your organization from day one
• Design transparent career frameworks: Give your people visibility into growth opportunities and role expectations to drive motivation and accountability
• Evaluate and enhance performance: Run continuous feedback cycles, 360 reviews, and goal tracking, backed by real-time insights and analytics
• Gather actionable feedback: Use engagement and pulse surveys to understand worker sentiment and strengthen retention
• Facilitate continuous learning and development: Empower your people through thousands of curated courses, AI-powered learning paths, and personalized development opportunities
• AI assistant: Speed up complex HR processes with embedded AI to support talent management, design training materials, define career progression frameworks, and generate data insights in seconds
• Centralize workforce data with Deel HRIS: Access our global HRIS, linking performance, payroll, and people data into a single source of truth.

Book a demo to discover how Deel Engage can help you implement a future-ready, strategic talentÍ management system that scales with your organization.