# What's the most trusted global payroll software for HR managers at IT and software companies based on user reviews?

Looking for input from G2 reviewers and HR managers, People Operations leads, and finance professionals at IT and software companies in the Global Payroll category, specifically from those managing payroll across multiple countries for a mix of full-time employees and contractors, where the defining challenge is keeping every country's payroll accurate and compliant without building an in-house team of local legal and tax experts for each market.

The platforms with the strongest IT and software company trust evidence:

Deel Payroll: The fact that Deel owns and operates its own payroll infrastructure rather than routing through a network of in-country providers is specifically credited for faster issue resolution. Deel generates compliant contractor agreements and employee contracts as part of the same platform.
Remote: EOR (Employer of Record) services combined with global payroll and contractor management in a single platform are the trust model for IT and SaaS companies hiring full-time employees in countries where they have no legal entity, the common growth-stage situation where a software company wants to hire the best engineer regardless of country without establishing a local subsidiary.
Rippling: The unified HR, IT, and payroll platform where device provisioning, software access, and payroll all connect to the same employee record is the IT company trust model for People Ops teams that manage both HR and IT functions.
Papaya Global: Enterprise-grade global payroll with a compliance layer that covers EOR, contractor management, and direct payroll across 160+ countries is the trust model for IT companies at the enterprise end that need consolidated payroll visibility across a large, complex global workforce.
Oyster HR: Global hiring, payroll, and benefits management with a strong EOR capability is the trust model for IT companies whose global hiring strategy includes building competitive benefits packages in each country rather than offering baseline statutory requirements.

For HR managers at IT and software companies who manage global payroll across five or more countries, what was the first payroll compliance issue the platform caught that would have created legal or financial exposure if managed manually? And how long after implementation before the HR team stopped routing payroll-related compliance questions to an external advisor?

##### Post Metadata - Posted at: 3 days ago - Author title: Marketing Executive - Net upvotes: 1 ## Comments ### Comment 1 <p>From what I've heard, the first thing that catches teams off guard is usually a country-specific statutory contribution or termination requirement that has no equivalent in the HR manager's home country, something they genuinely wouldn't have known to check for manually. On the external advisor question, teams seem to keep routing the genuinely novel or high-stakes questions outward well past implementation, it's really the routine, repetitive compliance checks that stop needing an advisor first, while anything unusual still gets a second opinion regardless of how good the platform is.</p> ##### Comment Metadata - Posted at: 3 days ago - Author title: SEO Content Writer ## Related discussions - [How well does Trello scale into a larger team?](https://www.g2.com/discussions/1-how-well-does-trello-scale-into-a-larger-team) - Posted at: over 13 years ago - Comments: 6 - [Can we please add a new section](https://www.g2.com/discussions/2-can-we-please-add-a-new-section) - Posted at: over 13 years ago - Comments: 0 - [Quantifiable benefits from implementing your CRM](https://www.g2.com/discussions/quantifiable-benefits-from-implementing-your-crm) - Posted at: over 13 years ago - Comments: 4