BambooHR

BambooHR is the HRIS most growing companies land on once a spreadsheet and Google Drive stop being enough. It is not Workday and it is not trying to be. It is the people-data spine for organisations between 50 and 500 employees: employee records, onboarding, PTO, performance, and a basic ATS in one system that HR can actually run without IT.

What BambooHR Does

BambooHR centralises the operational side of HR. The platform is built around one employee record that every module reads from and writes to, which is why HR teams stop chasing data across five tools once it is in place.

• Employee records: every person, role, manager, comp, start date, and document in one profile, with a permission engine that controls who sees what.
• Onboarding and offboarding: digital new-hire packets, e-signatures, task lists for hiring managers, and offboarding checklists that close out access and final pay.
• Time off and time tracking: PTO requests, approvals, balances, and an integrated time clock that feeds straight into payroll.
• Performance management: goals, 1:1 prompts, and lightweight review cycles built around shorter, more frequent check-ins instead of an annual review nobody enjoys.
• BambooHR Hiring: a built-in ATS for posting jobs, collecting applications, and collaborating with hiring managers, designed for teams hiring a handful of roles a year rather than 50.
• Payroll and benefits admin: US payroll, benefits enrolment, and reporting that ties hours, PTO, and pay together without manual export.
• Reporting: pre-built turnover, headcount, comp, and DEI reports, plus custom report builder on top of the underlying record.

BambooHR's AI: Ask BambooHR

Ask BambooHR is an AI chat interface sitting on top of the HRIS data. Employees ask routine HR questions in natural language (How much PTO do I have left? What is our parental leave policy? Who is my skip-level?) and get an answer pulled from records, org charts, benefits enrolment, and uploaded policy documents. The permission engine still applies, so sensitive data only surfaces to authorised users, and HR gets a Q&A report showing what people are asking. For teams on Microsoft 365, the same data feeds Copilot so employees can ask the same questions from Teams without context-switching.

Automations We Build with BambooHR

BambooHR holds the cleanest people-data layer most mid-market companies have. The leverage comes from wiring it into the rest of the stack so HR stops being the manual courier between BambooHR, payroll, IT, Slack, and finance. These are the builds we deliver.

• End-to-end new-hire provisioning: signed offer in BambooHR triggers Okta or Google Workspace account creation, Slack channel adds, equipment ticket to IT, and a Notion or Confluence onboarding page personalised to the role.
• Offboarding kill-switch: termination date in BambooHR fires deprovisioning across Okta, Google, Slack, GitHub, and AWS, plus a final-pay handoff to payroll and a knowledge transfer task for the manager.
• Payroll sync that does not break: bidirectional sync between BambooHR and Gusto, Rippling, ADP, or Paychex so comp changes, new hires, and terminations flow once and reconcile cleanly each pay run.
• Org-chart and headcount sync to finance: live headcount, comp, and start dates pushed into the FP&A model (Cube, Mosaic, or a Google Sheet) so the budget reflects reality without finance asking HR every Monday.
• PTO and out-of-office automations: approved PTO posts to the team Slack channel, updates Google Calendar, and triggers an auto-responder on the employee's email for the duration.
• Performance review cycle that runs on rails: BambooHR fires the calendar, but we automate the nudges, escalations to people leaders, and the rollup view that goes to the executive team at the end of the cycle.
• Compliance and reporting: scheduled exports for SOC 2 evidence, EEO-1 prep, comp-band drift, and turnover by manager, delivered straight to the people leader and the CFO each quarter.

Why Teams Choose BambooHR

• It fits the company HR is actually running. Workday is too heavy below 1,000 employees. Spreadsheets and Google Drive break above 50. BambooHR sits in the middle where most growing companies live.
• HR can run it without IT. The UI is the cleanest in the category, and the permission engine is granular enough that finance, managers, and employees all see only what they should.
• The open API is real. Most HR platforms claim integrations and ship a webhook. BambooHR's API is well-documented and stable, which is why every mid-market integration vendor supports it first.
• One employee record across modules. Hiring, onboarding, PTO, performance, and offboarding all read from the same profile, which is the difference between an HRIS and a folder of disconnected tools.
• Reporting that survives an audit. Turnover, headcount, EEO-1, and comp reports are built in, and the custom report builder covers everything else without exporting to a BI tool.

BambooHR integrates with more than 125 platforms through its marketplace, including Slack, Greenhouse, Lever, Gusto, Rippling, ADP, Paychex, Okta, Google Workspace, Microsoft 365, QuickBooks, NetSuite, and Xero. Pricing in 2026 starts around $10 per employee per month on Core, $17 per employee per month on Pro, and $25 per employee per month on Elite, with payroll, time tracking, and benefits admin as paid add-ons. For companies under 25 employees there is a flat-rate floor starting around $250 per month. Final pricing is custom-quoted, so the per-seat number moves with size and term length. That is the build we run for mid-market operators: BambooHR as the people-data spine, wired into the rest of the stack so HR scales without growing the HR team.