CloudPay is a payroll management tool designed specifically for organizations that have an international workforce. They offer payroll automation services, an earned wage access platform as well as global treasury services to ensure any employee no matter their location gets the money they have earned.
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Brassring
Score7.2 out of 10
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Brassring, formerly from IBM and part of the Kenexa Talent Acquisition Suite, and now sold by Infinite Computer Solutions, is an enterprise grade ATS and onboarding solution. It allows companies to find the right talent, track and manage candidates, and use candidate data to spot trends within the applicant pool.
In my organization, we have replaced all paperwork with this software, for the case of payroll, treasury, or on-demand payment. And from the backend, we have requested to enhance the feature like deductions and reimbursements. So in this way, it comes as a single tool to automate the whole payroll process. Which can be accessed, stored, update, and monitored from anywhere. So the whole organization and communications seem just to be a click away. Since we have switched to the cloud pay for payroll management, a lot of finance things are still there which need to be integrated with this system to make everything intact and altogether but cloud pay, as of now, do not have room to accommodate, and that's an issue to us, as a manager. So it's a request and suggestion as well to consider other finance-related things and try to fit in the same application, I know it's a big ask, but can be tried.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
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.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
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.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
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.
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.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
It allows the feature of flexible payment methods to complete of the payment of termination and the payment to be process on time which is recognized worldwide. The card payment process time is 3 days faster than the normal bank payment process, and you can stop easily. It integrates your payment procedures with a global cash flow solution that ensures the timely payments to regulate authorities like your employees, local authorities or to the third parties.
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
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
