### Contents - [**Discussions**](#resources-discussions) # UKG Marketplace Software Resources ##### Discussions to expand your knowledge on UKG Marketplace Software Resource pages are designed to give you a cross-section of information we have on specific categories. You'll find [discussions](#resources-discussions) from users like you. [ContentsExpand/Collapse Contents](#) - [**Discussions**](#resources-discussions) ## UKG Marketplace Software Discussions 0 [What are the best practices for evaluating and selecting UKG Marketplace solutions to support growing teams with complex HR and payroll requirements?](/discussions/what-are-the-best-practices-for-evaluating-and-selecting-ukg-marketplace-solutions-to-support-growing-teams-with-complex-hr-and-payroll-requirements) For the HR and payroll leads who have rolled these out, not the vendors selling them. What are your best practices for evaluating and selecting[](https://www.g2.com/categories/ukg-marketplace)[UKG Marketplace](https://www.g2.com/categories/ukg-marketplace) apps when HR and payroll needs get complex? Ratings tell you who is liked, not what breaks in your setup. The checks reviewers wish they had run first: - **Pressure-test the integration, not the demo.** Confirm how data syncs back to UKG and how often. A clean UKG Pro integration like[](https://www.g2.com/products/atlantic-employee-screening/reviews)[**Atlantic Employee Screening**](https://www.g2.com/products/atlantic-employee-screening/reviews)'s beats one that needs middleware. - **Run your messy HR and payroll cases first.** Multi-state pay, overtime, off-cycle runs. If it only handles the clean path, you learn that at the worst time. - **Weigh vendor support as heavily as features.** Reviews swing hard on responsiveness and onboarding, and that is what you live with after go-live. - **Check it scales without custom dev.** No-code tools like[](https://www.g2.com/products/nintex-nintex/reviews)[**Nintex**](https://www.g2.com/products/nintex-nintex/reviews) age better than a one-off build you must maintain, though watch the licensing. For those who have been through it, what is the one check you now refuse to skip, and which app taught you that the hard way? Those are solid evaluation criteria. I'd add one more: define ownership before go-live—who supports the integration, who fixes sync failures, and how upgrades are handled. Many long-term issues come from unclear operational ownership rather than missing features, especially as HR and payroll processes become more complex. Answered: Darshayita Thakur on August 3, 2026 [Your answer](/discussions/what-are-the-best-practices-for-evaluating-and-selecting-ukg-marketplace-solutions-to-support-growing-teams-with-complex-hr-and-payroll-requirements/comments/new?remote=true) 0 [What are the best practices for evaluating and selecting UKG Marketplace solutions to support growing teams with complex HR and payroll requirements?](/discussions/what-are-the-best-practices-for-evaluating-and-selecting-ukg-marketplace-solutions-to-support-growing-teams-with-complex-hr-and-payroll-requirements) For the HR and payroll leads who have rolled these out, not the vendors selling them. What are your best practices for evaluating and selecting[](https://www.g2.com/categories/ukg-marketplace)[UKG Marketplace](https://www.g2.com/categories/ukg-marketplace) apps when HR and payroll needs get complex? Ratings tell you who is liked, not what breaks in your setup. The checks reviewers wish they had run first: - **Pressure-test the integration, not the demo.** Confirm how data syncs back to UKG and how often. A clean UKG Pro integration like[](https://www.g2.com/products/atlantic-employee-screening/reviews)[**Atlantic Employee Screening**](https://www.g2.com/products/atlantic-employee-screening/reviews)'s beats one that needs middleware. - **Run your messy HR and payroll cases first.** Multi-state pay, overtime, off-cycle runs. If it only handles the clean path, you learn that at the worst time. - **Weigh vendor support as heavily as features.** Reviews swing hard on responsiveness and onboarding, and that is what you live with after go-live. - **Check it scales without custom dev.** No-code tools like[](https://www.g2.com/products/nintex-nintex/reviews)[**Nintex**](https://www.g2.com/products/nintex-nintex/reviews) age better than a one-off build you must maintain, though watch the licensing. For those who have been through it, what is the one check you now refuse to skip, and which app taught you that the hard way? Those are solid evaluation criteria. I'd add one more: define ownership before go-live—who supports the integration, who fixes sync failures, and how upgrades are handled. Many long-term issues come from unclear operational ownership rather than missing features, especially as HR and payroll processes become more complex. Answered: Darshayita Thakur on August 3, 2026 [Your answer](/discussions/what-are-the-best-practices-for-evaluating-and-selecting-ukg-marketplace-solutions-to-support-growing-teams-with-complex-hr-and-payroll-requirements/comments/new?remote=true) 0 [Which UKG Marketplace apps integrate with existing HR and payroll systems to identify the best fit for your organisation?](/discussions/which-ukg-marketplace-apps-integrate-with-existing-hr-and-payroll-systems-to-identify-the-best-fit-for-your-organisation) Hi, HRIS admins and payroll folks on G2, this one is for you. I'm mapping which UKG Marketplace apps integrate with existing HR and payroll systems, to work out best fit before anyone commits.  From the[](https://www.g2.com/categories/ukg-marketplace)[UKG Marketplace](https://www.g2.com/categories/ukg-marketplace) category, three keep standing out: **NetSuite** , **Salary.com** , and **LinkedIn Recruiter** , each covering a different slice of the HR and payroll stack. - [**NetSuite**](https://www.g2.com/products/oracle-netsuite/reviews) (4.1, 4,680+ reviews). The ERP route: payroll and workforce data flowing into financials through an official UKG Pro connector. Biggest footprint here. - [**Salary.com**](https://www.g2.com/products/salary-com-salary-com/reviews) (4.4, 1,010+ reviews). A formal UKG technology partnership syncs employee data into its comp benchmarking, so pay decisions use live HRIS data instead of exported spreadsheets. Comp-focused, so it solves one job, not integration broadly. - [**LinkedIn Recruiter**](https://www.g2.com/products/linkedin-recruiter/reviews) (4.5, 420+ reviews). Connects UKG Pro Recruiting to LinkedIn so candidate data lands in your hiring flow. Only as useful as your hiring volume. Where do these integrations actually break at go-live? Field mappings, sync timing, or something nobody warns you about? These apps are better viewed as fit-for-purpose extensions than interchangeable integration platforms: NetSuite for finance and payroll alignment, Salary.com for compensation decisions, and LinkedIn Recruiter for recruiting workflows. At go-live, the biggest risks are usually field-mapping gaps, ownership of data corrections, and unclear expectations around sync frequency. Answered: Darshayita Thakur on August 3, 2026 [Your answer](/discussions/which-ukg-marketplace-apps-integrate-with-existing-hr-and-payroll-systems-to-identify-the-best-fit-for-your-organisation/comments/new?remote=true) - [‹ Prev‹ Prev](/categories/ukg-marketplace/resources?discussions_page=2) - [1](/categories/ukg-marketplace/resources) - [2](/categories/ukg-marketplace/resources?discussions_page=2) - 3 - [4](/categories/ukg-marketplace/resources?discussions_page=4) - [5](/categories/ukg-marketplace/resources?discussions_page=5) - [6](/categories/ukg-marketplace/resources?discussions_page=6) - [7](/categories/ukg-marketplace/resources?discussions_page=7) - … - [12](/categories/ukg-marketplace/resources?discussions_page=12) - [13](/categories/ukg-marketplace/resources?discussions_page=13) - [Next ›Next ›](/categories/ukg-marketplace/resources?discussions_page=4)