# Best Onboarding Software for Getting New Employees Productive on Day One

<p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">Comparing <a class="a a--md" elv="true" href="https://www.g2.com/categories/onboarding-software">onboarding software</a> on actual day-one readiness, not just general satisfaction, 4 platforms hold up:</p><ul>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/rippling/reviews"><strong>Rippling</strong></a> (4.8 stars, 13,402 reviews): top Time-to-Productivity feature score among Grid Leaders (91%). Reviewers describe IT provisioning tied directly to HR events, so a start date triggers device enrollment and role-based access automatically, and separately describe the product feeling intuitive from day one. Tradeoff: granular device policies get clumsy next to dedicated MDM tools, and add-on modules push up cost.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/gusto/reviews"><strong>Gusto</strong></a> (4.6 stars, 12,890 reviews): fastest average implementation time in the category (0.7 months), G2 Score tied for highest (92). Reviewers repeatedly describe guided setup prompts that make starting as a new employee straightforward. Tradeoff: a couple found the onboarding flow itself confusing at the very start, needing employer clarification.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/paylocity/reviews"><strong>Paylocity</strong></a> (4.4 stars, 6,251 reviews): HR-titled reviewers (HR managers, an HR director, a people business partner) consistently describe the hire-to-onboarding handoff as smoothing a new hire's path in, especially I-9 and paperwork steps catching mistakes before someone starts. Same group's recurring complaint: data doesn't always transfer cleanly between modules.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/bamboohr/reviews"><strong>BambooHR</strong></a> (4.4 stars, 6,722 reviews): a Grid Leader too, but its Time-to-Productivity feature score (76%) trails these three, reading as a solid general HR platform rather than a day-one specialist.</li>
</ul><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">For a new hire's actual first day, is the bigger win having accounts and hardware ready before they start, or a setup process simple enough nobody's confused?</p>

##### Post Metadata
- Posted at: 2 days ago
- Author title: SEO Content Writer
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## Comments
### Comment 1

&lt;p&gt;The closing question sets up a trade-off that doesn&#39;t have to exist: provisioning complexity and new-hire simplicity live on different sides of the tool. Accounts and hardware are the admin&#39;s workflow, triggered at offer-accept; the new hire should only ever see the simple half. If a platform makes you choose, that&#39;s the finding, because it means the complexity is leaking to the wrong audience.&lt;/p&gt;

##### Comment Metadata
- Posted at: about 20 hours ago
- Author title: Tech Consultant





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