JazzHR vs. Maxio

Since it allows you to tag candidates based on their level of talent or potential utility to the company, it is best used to identify the best prospects in large operations, such as multi-franchise oriented businesses that cover all kinds of sales. It can be used to make periodic assessments of the level of employee growth in certain departments, and based on the results let us know if certain employees would do better working in another type of area, so that the overall work operations are more uniform. JazzHR could excel in departments that use a high level of reporting, as its administrative tools provide high content reports with statistics on the performance of each employee or candidate at different levels.

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In my opinion, Maxio is well suited for a large company with simple products/billing scenarios and 10s of thousands of dollars available to waste on implementation, learning curve, and mistakes. For any other company, I do not advise purchasing Maxio.

• Customizable fields for the applicant/candidate process.
• Easily tag managers on comments for candidates.
• Send emails to candidates easily through the system.
• Easy to see duplicate candidates and delete or merge their files.
• Can assign stars to candidates and managers can vote on a candidate through the system.
• Can set up Questionnaires to help screen candidates.

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• Managing deferred revenue.
• Contract management is flexible and allows us to see data that we never had before.
• Billing is painless and is now done within a couple hours. Previously it would take at least 1-2 days.
• Business Metrics and Reporting.

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• The integration of the other systems such as Payroll, HR systems and operations are not easy to set and not all systems are compatible.
• Should improve compatibility with Microsoft Teams
• Some processes require more steps and become more tedious than in other solutions

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• Options for Cash-based businesses. While it's not GAAP compliant and most users are accrual, many SaaS start ups are still small and operating on a cash basis.
• Commissions Module since SO already has all our data intergrations
• So many different features and data entry points that manual data entry errors are common

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It worked well for the majority of our needs and is still in use even though I've left the company. The Resumator was an interim solution until we found a system that integrated with all our other internal systems. However, we ended up staying with it because of ease of use

They are a crucial piece of what we do. We hope to have them as a vendor for a long time to come.

It's not a 10 due to the eTemplates. If those were less time-consuming to set up and if some common forms were available to select from already set up, then I would give it a 10.

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There is definitely a learning curve - to me the UI for reporting was not intuitive and often required me to ask our RevOps to pull data for me

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Each person I've spoken to have been helpful, positive and encouraging. Once you begin using JazzHR, they have intervals in which they reach out to you to see how you're doing or if you have any questions. When you're setting up, they review what you've done and offer praise as well as suggestions on how to make it work better for you. They offer webinars and online training videos to walk you through every process.

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They are willing to help with most challenges and are pretty easy to get ahold of by phone. They are limited in their reach, when it comes to bulk cancellations, along with some other bulk edits. It is no fault to them, Chargify is just a system that hasn’t been upgraded much over the years.

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A solutions consultant walked me through each step. It was easy. As I progressed in setting things up, their support contacted me to set a time to walk through any possible issues and make suggestions on a better way to set it up. At any time, if I had a question, they were available and there are also training documents and videos available.

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Both Greenhouse and Lever at least seemed to have great products and great teams; they simply weren't worth 2-5X the cost for us. Now, let's be clear - a platform that helps you hire the best people is a certainly worth 2-5X (or perhaps 10X) the cost. However, for most small and medium businesses, the three platforms are very similar. Once you have ~100s of different positions or ~100,000 applicants, then a more advanced ATS could be worth the cost. For us, Jazz is excellent. We have about 8 types of roles and 250 employees, and we see the Jazz system working very well for us even as we grow to 1,000+ employees.

I inherited SaaSOptics from several predecessors that worked on it before me. I believe they used Chargebee or Chargify before SaaSOptics, but I haven't used them. I pray that the market comes up with a better product for subscription revenue management, SaaS metric reporting, and financial projections. Unfortunately, I don't have the time or the team to be able to successfully complete the transition to new software at this time, so I feel like I'm stuck with SaaSOptics at this point

• This cuts down immensely on staff time needed in the total recruiting process. Has probably saved at least 1/2 person.
• Trees are being saved since we don't have to print as much! :)
• Consistency is so important in the HR field. Jazz HR makes this easy.

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• Limitations in Chargify's invoicing capability has resulted in our finance team having to manually send invoices from our accounting system. This has resulted in 10-15 hours a week of resource wasted on something that Chargify should automatically do. If this isn't addressed, then the wasted time will increase as we scale.

Incentivized

Independently Invited by TrustRadius

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