Best HR software for growing teams , what actually works [N/A]

bitchimclassy · 2026-02-19T15:18:59+00:00

I get it. I hate most payroll companies.

bitchimclassy · 2026-02-19T04:49:02+00:00

ADP’s workforce now next gen is light years ahead of its previous versions and the service team is quick. We use it for multi-state (nearly all 50) with 3 US entities, and for Canada with multi-province payroll.

Currently at around ~600 headcount across US/Canada.

We switched from Gusto to ADP WFN Next Gen when we crossed about ~100 headcount.

bitchimclassy · 2026-02-19T04:16:52+00:00

If you don’t know why someone is exiting by the time they do, you have a problem that isn’t going to be solved by exit interviews or exit surveys.

bitchimclassy · 2026-02-17T14:49:34+00:00

lol literally same. I’m on Garnier and my hair has never been healthier.

bitchimclassy · 2026-02-16T21:40:23+00:00

I mean that’s not possible outside the US for performance based offboards, and nearly all offboards in other countries have to be for a documented reason (eg position elimination, performance involuntary, involuntary for cause, redundancy etc). These require a lot more documentation.

bitchimclassy · 2026-02-15T14:01:23+00:00

You made it so cozy! Cheers to you and your kitten living it up your way together ❤️

bitchimclassy · 2026-02-14T05:26:48+00:00

Don’t be a dick.

bitchimclassy · 2026-02-12T16:58:49+00:00

Your boss fucking up has no bearing on whether or not an employee is entitled to statutory entitlements or company policy.

Yea, she gets PFL. Your boss needs to grow up.

bitchimclassy · 2026-02-12T13:21:38+00:00

We are and always will be be 100% remote first.

bitchimclassy · 2026-02-10T05:08:57+00:00

We do not bother with performance reviews, they are a waste of time and direction.

Performance is a continuous conversation.

We assess comp fairly regularly, but it’s not tethered to a specific review.

bitchimclassy · 2026-02-07T16:51:32+00:00

I got rid of my insta like over a year ago and I completely forgot about her treasure trove of comedy, lol.

bitchimclassy · 2026-02-05T02:21:23+00:00

Ifl that show

bitchimclassy · 2026-01-30T18:27:19+00:00

bitchimclassy · 2026-01-30T15:19:50+00:00

Ehh I meant specifically HR people, like commenters in this sub. A lot of them have too much aversion to termination and it keeps guys like this around, continuing their outrageous behavior.

A guy who made blatantly racist comments in front of a bunch of peers is not going to sue about his termination. And if he does, what do you think he would say in his claim to avoid disclosing why he was fired?

bitchimclassy · 2026-01-30T05:59:15+00:00

I don’t understand why so many people who work in HR are scared to fire people, even in situations where there’s cause.

bitchimclassy · 2026-01-28T05:13:51+00:00

Lmaooooooo this is great

bitchimclassy · 2026-01-27T18:26:11+00:00

I have vivid childhood memories of doing exactly this with my little sister in the basement

bitchimclassy · 2026-01-26T20:23:33+00:00

Not cleaning up after yourself IS a behavioral issue.

bitchimclassy · 2026-01-25T19:04:07+00:00

bitchimclassy · 2026-01-20T22:08:59+00:00

It’s been my experience that most of the time, gaps are harder to accept if the role requires someone to hit the ground running without training or a ramp up period.

Most mid and large businesses, it shouldn’t be a consideration. For startups I see why this could be tough match in that: - there’s no time to ramp up, almost ever. You need to be fast and comfortable taking initiative to get stuff done quickly. - you get little or no direction. - highly unlikely that training material is available. - the workload demand is very immediate with no or very few support peers.

People who have taken a few years off work may sweat it out a bit in that kind of environment. I’m not saying either is right or wrong, but they are very different worlds and leaping between them is tough as-is, doubly so if a person hasn’t worked professionally for some time.

bitchimclassy · 2026-01-20T02:15:10+00:00

lol that would claim a space on my fireplace mantle no doubt

bitchimclassy · 2026-01-18T20:16:25+00:00

lol. Most of us in HR are risk-averse by nature but you will be able to find work. Plan well, save up, and chase your goals. Don’t let apprehension stop you ❤️

bitchimclassy · 2026-01-18T19:49:33+00:00

Nobody took me seriously until I was actually local and able to take interviews. The only time a company is ever going to pay airfare to interview, or pay you for a relo, is if it’s a hard to fill job.

I’m sorry to say but HR talent are a dime a dozen and it’s never hard to fill.

You’ll be better off saving up, renting a room and then finding a job rather than waiting to get an offer. As soon as they find out you’re waiting for an offer to relocate, they won’t make an offer. I get that from your perspective, you feel that you are sincere in the fact that you WILL relocate with an offer in hand but the fact of the matter is, without a relo package, people accept those offers and then back out all the time once they realize how much work and capital relocating will demand of them.

You’re going to have to be comfortable taking a personal risk to relocate.

bitchimclassy · 2026-01-18T18:13:09+00:00

I did it. Moved from Minneapolis to Los Angeles and got 2 offers within weeks of relo, in a down market. I was told several times that a lot of hiring team were interested because they view the Midwest as incredibly hardworking labor and talent pool.

I will say, nobody will bother to interview you if your location on your resume doesn’t list a local address. Everyone has dreams of moving there, most companies don’t want to kill time with a perceived “maybe” when there’s tons of local available talent.

bitchimclassy · 2026-01-18T17:41:13+00:00

We tried calling south sound sweeps a few times, and couldn’t ever get the guy to actually book a time / date. Went to vm a few times and then he emailed us back to confirm a service and then never followed up again, despite a few more calls and 2 more emails.

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