Auris vs. CVViZ vs. Brassring

We changed payroll companies from Paycom to Heartland this year at the recommendation of our insurance agent who insisted they would integrate with the EASE system, which tracks employee benefits and deductions. However, 8 weeks into it, I regret my decision, since the setup hasn't been completed yet. The lack of responsiveness in some cases is astounding and often we have to ask 3, 4, and 5 times for something to be done. I hate to think what will happen after we are "handed off" from the payroll implementation team to the regular schmucks. We still are not able to track PTO and time off and we have been begging for the self-service feature to be turned on for employees so they can change addresses, bank account info, etc. Their training is NONEXISTENT and their manual is abysmal. DO NOT USE THIS COMPANY!!!!! I wish I could go back to Paycom!

CvViz is more suited to technical roles. You can run video interviews and tests where you can observe the practical skills of applicants i.e getting developers to code/debug. It's also good for verbal communication skills testing i.e recording role play with prospective sales employees. The downside is that you can't really use this to test the project management skills of prospects, but that isn't a failing of CvViz specifically, it's more about the lack of virtual recruitment tests for this space.

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Kenexa is is well suited for any organization that has more than 3000 employees globally. I would not recommend this to startups or a growing organization with less than 3000 employees. But once you cross this number, Kenexa becomes useful and is a brilliant tool for global operations - recruiting. I would recommend this tool to any organization that has offices in many countries/geographies as well.

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• White-glove customer support. All employees are in the United States and they must pay them well, because they don't seem to have turnover there.
• Technology is awesome. We have Payroll, HR, T&A, ATS, and onboarding with them.
• Their Tax Credit tech is amazing. I received more money in tax credits last year than payroll cost me. That's a net positive!
• Compliance with their HR team is great, and they don't hit you over the head on the price for it.
• Pricing is fantastic with a 3-year price lock. No BS discounting that jumps back up a year later.

• Centralized dashboard to keep up with the key metrics like total resumes and pass through rate
• Multi vendor and multi customer so hiring for all companies or clients. perfect for recruitment agencies
• Easily filter all the candidates by status, source, tags, qualifications and so much more

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• Kenexa allows Boolean key word search within a particular requisition so it makes sifting through a high number of applicants manageable and effective
• Kenexa can be tailored to meet individual business needs. During the time we’ve had Kenexa here I’ve used it in support of a few different business segments and for each the way the system was used to “position” candidate statuses have varied based on the individual need of the business. One example is when interviewing a high volume of applicants internationally, we were able to send qualified applicants through to the “event manager” and it would enable the candidate to select his/her interview date/time based on previously submitted options inputted by our Kenexa users.
• Kenexa allows one to customize and score questions for each open requisition that applicants complete as they apply. The system then sorts applicants according to the score of candidate answers allowing for easy sorting of top qualified candidates.

• Sometimes the system (geocode) will not allow me to process address changes by asking for help from our specialist.
• Response for assistance is usually a lot slower when our dedicated specialist is not available.

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• The mobile experience specifically for job posting is lacking. Some of the drop-down elements don't appear in mobile view.
• The 'add candidate to database' section via web shouldn't have qualification as a mandatory field. Not all qualifications are standardized so it limits searching.
• You can only post by local currency which can be an issue if you're looking to recruit freelancers from other countries as you can't attract them via their local currency.

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• BrassRing's application system for candidates is prone to freezing and crashing in the middle of the application causing potential candidates to lose all progress. I filled out the application myself and witnessed these issues first hand, on top of several complaints I received via phone and email from candidates attempting to apply via the BrassRing service. Also, the Parsing system within the application is not capable of pulling any meaningful information out of text documents.
• Each user must be added to each job in order for that job, and the candidates in it, to show up in relevant searches. This becomes a problem when a new team member joins the account and needs access to all of the previous openings just so that they can find candidates already in the system. The account I was working on involved literally hundreds of new openings a month, meaning that any movement of personnel on or off the account would mean having to update potentially thousands of old positions just to allow them to be able to mine the ATS for candidates. I don't see any particular reason why someone with access to the system should have to be given access to each individual job. If a particular position needs to be kept confidential for whatever reason then that individual position should be able to be set to only show to authorized recruiters. The rest of the positions should automatically be searchable by anyone with appropriate access to the ATS to allow for basic level candidate mining and movement.

I am confident that the Kenexa product will continue to evolve to meet the needs of our business in an ever changing work environment. The affiliation with IBM also plays a factor as we have a long standing successful relationship with IBM products. We will be looking to integrate other Kenexa products in the near future to streamline our HR processes.

I feel like I am pretty decent with computers and systems. It was fairly easy to use it after about a week or two . But I have seen people struggle with it as well as some people not use it at all. It can be slow at times and not work at times. But Its a fine system.

Just slow for what we are doing here

I never have trouble reaching customer support. They always are able to assist with fixing any problems that arise. There honestly haven't been many issues at all. Only ones I've created :)

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It is a very basic system. It may be OK for entry level positions only. The practice of removing CVs while the recruitment process is ON is disturbing and there is no one to explain or to inform why it is being done. Even a routine mail is not sent to the client/consultant. I am surprised how this system is continuing without too many complaints.

The Heartland team could care less about how difficult your experience is. In fact, I think they delight in seeing you struggle!

We purchased an out of the box solution and that worked well for us.

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I've considered moving payroll over to QuickBooks Online so that everything is in one place, but it would probably take too much work considering that our current system works really well. I think QuickBooks would confuse me, honestly. There are other systems that offer different user interfaces that are neat looking, but I haven't done too much research because Heartland Payroll offered me a really good deal for processing since we are a small company.

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Only used Indeed before so I didn't know what was possible when it came to recruiting and resume management software. Then I discovered CVViZ and was blown away by its collection of easy-to-use features. It has a great roadmap and a dedicated team of developers and to ensure it's going to be a fantastic investment.

SF ATS was not available at the time and Taleo was thought to be too expensive. In retrospect, given the amount of customization and leveraging of other vendor technology for things like analytics I suspect any cost advantage we realized evaporated

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• We have a net positive using Heartland. We actually bring more money in from their tax credits than the payroll service actually costs.
• I used to have a part-time person handing our payroll/HR needs. Now this is done by me because it's so easy.

• Custom recruitment tool helps us add value to our clients because it centralizes where data is stored.
• Negative part is there are no white label options.
• Easy to scale and deploy keeps us agile and able to increase workload without a dip in performance.

• Kenexa has assisted us in identifying top talent within our target market of applicants.
• Kenexa may exclude potentially good associates that don't test well.
• Kenexa clearly defines specific categories and general notes for training, development, & coaching of associates on areas of opportunity.

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