The best payroll solutions for recruitment agencies are specialized platforms that manage complex pay cycles for temps, contractors, and direct hires across multiple jurisdictions. Top choices often include all in one staffing platforms like Avionte, global EOR and contractor management tools such as Deel, or robust HCM systems like ADP that integrate with existing tools. This guide breaks down the top 15 options to help you shortlist solutions that handle complex placements, compliance, and cash flow without adding manual work.

Who this is for. Agency owners and ops leaders who run weekly or biweekly payroll for mixed worker types, manage benefits and taxes, and need clean integrations with time capture, ATS, HRIS, and accounting. If you want a single platform that connects recruiting with payroll and global hiring, take a look at Bolto.

What is payroll software for recruitment agencies?

Payroll software for agencies is a system that calculates gross to net, withholds and remits taxes, pays workers and contractors, and produces filings and year end forms. Agencies need more than a standard small business payroll tool. You are paying W 2 employees, 1099 contractors, international workers, and sometimes conversion fees when a temp goes full time. You also approve timesheets, handle varied pay rates, and often need split billing for end clients.

Modern platforms, such as Bolto, combine US payroll, contractor payments, and global Employer of Record into one flow so agencies can place talent anywhere, pay them on time, and keep every record in one system.

Why recruitment agencies need specialized payroll software

Agencies operate at speed and scale. A weekly payroll for hundreds of hours across several clients is error prone if done in spreadsheets. Specialized tools reduce risk, automate compliance, and keep margins healthy.

Key benefits

• Faster close with fewer corrections and reversals
• Cleaner cash flow forecasting and funding options
• Accurate taxes for each state and country where workers sit
• Lower misclassification risk for contractors
• One place for onboarding, documents, and approvals

Quick compliance facts agencies manage

• The Fair Labor Standards Act requires overtime for nonexempt employees after 40 hours in a workweek at one and one half times the regular rate
• Form W 2 must be delivered to employees by January 31 each year
• Form 941 is filed quarterly for federal income tax and FICA withholding
• Form 940 for FUTA is an annual filing generally due January 31
• The I 9 employment eligibility form must be completed within three business days of hire
• Federal new hire reporting requires submission within 20 days and some states set shorter deadlines
• Form 1099 NEC reports nonemployee compensation of 600 dollars or more
• The Affordable Care Act defines an applicable large employer as 50 or more full time equivalent employees
• Standard ACH payroll funding typically settles in one to two business days
• GDPR covers personal data of EU residents and CCPA covers California residents
• SOC 2 Type 2 is a widely used security and controls standard for cloud vendors

All of this makes general small business payroll tools a poor fit. Purpose built payroll solutions for recruitment agencies deliver controls and speed without workarounds.

Key features of agency grade payroll solutions

The best payroll solutions for recruitment agencies share a common set of capabilities.

Flexible worker types and pay rules

Support for W 2 employees, 1099 contractors, and international workers in one system. Custom pay rates by assignment, overtime rules, shift differentials, and union or location rules where applicable.

Time capture and approvals that sync to payroll

Timesheets with mobile capture and manager approvals. Automatic conversion of approved hours to payroll and invoices. Audit trails for edits.

Benefits and deductions

Pre tax and post tax deductions, retirement plans, and agency specific fringe. Automatic caps and arrears handling so short checks do not break benefits.

Contractor management and global hiring

Onboarding, document collection, local compliant contracts, and multi currency payouts. For countries where you do not own an entity, an Employer of Record model lets you employ legally without setup. Platforms like Bolto support hiring in more than one hundred countries plus unified contractor payments.

Tax filings and compliance automation

Automated registration guidance, jurisdiction setup by work and home address, filings and deposits for federal, state, and local taxes. W 2 and 1099 year end forms, plus notices management.

Integrations

Two way sync with ATS, HRIS, accounting, and time tracking. Open APIs for custom flows. Standard exports for reconciliation.

Security and controls

Role based access, approvals, and audit logs. Document storage with encryption at rest and in transit. SOC 2 Type 2 reports and data residency options when needed.

Service and guarantees

Agencies value fast human help. Look for priority support options and service level objectives. Vendors like Bolto emphasize dedicated support for EOR and a recruiting replacement guarantee window for placements.

How to choose payroll software for recruitment agencies step by step

1. Map your worker mix by location and status, W 2, 1099, global employee
2. List your pay frequencies, weekly, biweekly, semimonthly, and any off cycle needs
3. Inventory tools to integrate, ATS, time capture, HRIS, accounting
4. Document compliance gaps and state registrations you already hold
5. Model total cost including base fees, per worker fees, contractor payouts, and global fees
6. Run a pilot on a real payroll with five to ten workers
7. Validate support quality by opening tickets and checking response times
8. Review security documentation and the latest audit reports

Teams that want a single vendor can shortlist Bolto if they need recruiting, US payroll, contractor payments, and global EOR in one place.

Top 15 Payroll Solutions for Recruitment Agencies

Next up is a curated list of 15 payroll platforms recruiters rely on to run weekly, multi-state cycles for temps, contractors, and internal staff. We grouped these tools because they solve staffing-specific challenges, including high-volume time capture, variable pay rates, certified payroll and garnishments, 1099/W-2 compliance, and tight ATS/HR integrations, while scaling from boutique firms to global agencies. Use this rundown to quickly pinpoint options that match your footprint, workforce mix, and compliance complexity. For cross‑border teams, see our multi‑country payroll solutions guide.

1. Avionte

Avionté is purpose-built for staffing, so your placements, time capture, payroll, and client billing live in one flow. Hours approved in the mobile app roll straight into multi‑state payroll with automated tax calculations and filings, then out to clean invoices, reducing error‑prone handoffs. It supports W‑2 and 1099 side‑by‑side, handles ACA and WOTC, and gives recruiters and finance the gross‑margin visibility agencies rely on. Prefer to keep your ATS? Avionté’s BOLD Back Office can run standalone with open APIs.

Quick facts: Best for high‑volume U.S./Canada staffing agencies needing unified payroll, billing, time, and mobile self‑service | Pricing: Custom quote (no public pricing) | Ratings: G2 4.3/5 (397), Capterra 3.9/5 (168) | Trial: Demo only

Agency takeaway: A staffing‑native back office that ties pay and bill together, with mobile time and margin control baked in.

What stands out for agencies

• Multi‑jurisdiction tax automation and year‑end e‑filing for W‑2/1099 compliance
• Pay W‑2s and 1099s together, including blended‑rate models
• 24/7 mobile self‑service to accept shifts, submit time, and view pay
• Native timesheets plus Timerack integration for exceptions and overtime
• Client‑specific invoicing, A/R, and BI with gross‑margin tracking and alerts
• Avionté+ marketplace (60+ partners) and standalone Back Office APIs

Pros

• Staffing‑native back office
• Mobile self‑service at scale
• Flexible, API‑driven growth

Cons

• No public pricing
• Learning curve; support can feel slow
• Limited global/EOR reach

2. TempWorks

TempWorks unifies ATS/CRM with a staffing‑specific back office so payroll, billing, taxes, and workflows share one database. You get multi‑state payroll tax handling, optional outsourced weekly filings, and year‑end W‑2/1095 processing. W‑2 temps and 1099 contractors run through dedicated flows (with 1099 payouts via SubPay), while client and worker portals speed time capture, approvals, paystubs, and invoices, keeping cash moving and errors down.

Quick facts: Best for US staffing firms needing end‑to‑end pay/bill | Pricing: Quote‑based; some directories cite from $125/month (verify) | Ratings: G2 4.1/5 (56), Capterra 4.0/5 (24) | Trial: Demo only

Agency takeaway: A true staffing suite that connects front office to pay/bill. It’s powerful, but expect onboarding and a learning curve.

What stands out for agencies

• Unified back office for payroll, billing, and taxes; optional outsourced weekly multi‑state filings
• W‑2 and 1099 workflows; SubPay for contractor payouts and portal tax forms
• Mobile/on‑site time capture with geofencing, facial recognition, and client approvals
• Flexible billing and margin controls: split invoices, bulk rate changes, gross profit calculator

Pros

• End‑to‑end staffing suite
• Strong multi‑state compliance
• Robust time approvals

Cons

• Opaque, quote‑based pricing
• Steeper back‑office learning
• Separate SubPay for contractors

3. COATS Staffing Software

COATS ties pay and bill together so each payroll entry generates the matching client invoice, shrinking reconciliation and error rates for busy back‑office teams. It handles multi‑state payroll and tax reporting (941, W‑2, 1099, ACA), runs W‑2s and 1099s in one back office, and keeps ATS/CRM integrated. With native timecards or Timerack, approvals push cleanly into payroll; Efficient Hire adds structured onboarding, I‑9/E‑Verify, and WOTC. It’s primarily U.S.‑focused, with global/EOR needs handled via partners.

Quick facts: Best for U.S. agencies wanting ATS+CRM+payroll+billing in one system | Pricing: Custom quote; Employee Portal from $150/month | Ratings: G2 2.3/5 (3), Capterra 5.0/5 (2) | Trial: Demo or trial on request

Agency takeaway: Tight pay‑to‑bill automation built for staffing, with compliance and onboarding tools that accelerate weekly cycles.

What stands out for agencies

• End‑to‑end pay/bill linkage with AR/AP and GL
• Multi‑jurisdiction filings: 941, W‑2, 1099, ACA, ongoing tax table updates
• Time and attendance via Timerack: geofencing, biometrics, meal rules
• Employee and client portals for time, pay stubs, invoices, and orders
• Efficient Hire onboarding with I‑9/E‑Verify and WOTC
• Margin intelligence: bill rates, expenses, GM/GP worksheets, client profitability dashboards

Pros

• End‑to‑end staffing suite
• Accurate U.S. payroll/compliance
• Pay‑to‑bill automation lifts margins

Cons

• Opaque pricing
• Limited global/EOR
• Sparse third‑party reviews

4. Bullhorn

Bullhorn unifies front office with Pay & Bill so placements, timecards, payroll, and invoices stay in lockstep. Its billing rules engine manages complex client terms and surfaces gross margin and DSO, while payroll partners like Greenshades bring multi‑state tax compliance and year‑end W‑2/1099s. Time and expenses flow from web/mobile/VMS into approvals, cutting re‑entry and payroll errors. The trade‑off is partner‑delivered payroll and quote‑based pricing.

Quick facts: Best for staffing agencies wanting ATS/CRM tied to time, expenses, and invoicing | Pricing: Quote‑based; payroll priced through partners | Ratings: G2 4.2/5, Capterra 4.0/5 | Trial: Demo only

Agency takeaway: Best‑in‑class front office with a mature Pay & Bill layer. Pair it with a payroll partner for full compliance.

What stands out for agencies

• Pay & Bill with real‑time invoicing, margin visibility, and DSO reporting
• Integrated U.S. payroll via Greenshades for multi‑state taxes and filings
• Billing rules engine: discounts, rebates, surcharges; split/group/summarize invoices
• Time and expenses: web entry, mobile clocks, VMS imports, email approvals
• Commission/spread tracking with split credits and burden logic
• Marketplace integrations and accounting connectors (QuickBooks, NetSuite)

Pros

• Purpose‑built staffing workflow
• Strong partner ecosystem
• Solid U.S. payroll coverage via partners

Cons

• Quote‑based pricing
• Global payroll/EOR needs add‑ons
• Notable learning curve

5. Greenshades

Greenshades gives agencies in‑house, 50‑state payroll while keeping Bullhorn or Avionté as the system of record. Staffing‑centric integrations move placements, timecards, and earnings into payroll, then push employer costs back out for finance, keeping margins visible. Its tax engine handles federal, state, and local codes and filings, enabling unlimited weekly runs and quick corrections without pre‑funded taxes. Mixed workforces can process contractors and generate 1099s, with ACA 1095‑C reporting baked in.

Quick facts: Best for U.S. staffing agencies needing in‑house, 50‑state payroll with Bullhorn/Avionté ties | Pricing: From $10 PEPM (core payroll+HR), unlimited runs, no pre‑funded tax account | Ratings: G2 4.3/5 (40), Capterra 4.4/5 (25) | Trial: Demo

Agency takeaway: Keep your staffing stack and bring payroll in‑house with strong tax automation and no pre‑funded tax account.

What stands out for agencies

• Bi‑directional Bullhorn and Avionté integrations: time/earnings in; employer costs out
• Automatic multi‑state/local tax setup, compliance alerts, optional state registrations
• Unlimited weekly cycles, off‑cycle/termination checks, on‑demand runs
• Time capture, mobile app, and flexible approvals tools

Pros

• Staffing‑ready integrations
• Strong tax/compliance tooling
• No pre‑funded tax account

Cons

• U.S.‑only; no EOR
• Pricing details via quote
• Implementations can take months

6. Armada

Armada is built around the staffing rhythm (from client order to filled shift to geo‑verified time, approvals, and invoicing) with a clean push to your preferred payroll provider. Approved hours export for W‑2/1099 payruns and multi‑state filings, so you maintain existing compliance guardrails without switching engines. Scheduling, client portals, QuickBooks sync, and Stripe collections help protect cash flow and margins. It’s not a payroll engine or EOR, but it’s fast and auditable.

Quick facts: Best for U.S. shift‑based staffing needing scheduling, time/attendance, and invoicing | Pricing: $39–$49 Starter; $119–$149 Growth; $199–$249 Scale; add‑ons per admin/location | Ratings: Capterra 5.0/5 (10) | Trial: 7‑day (confirm terms)

Agency takeaway: Keep your payroll. Armada orchestrates orders, shifts, time, and invoices to speed pay and protect margins.

What stands out for agencies

• Multi‑jurisdiction time approvals and overtime tracking
• Scheduling with AI matching, shift blasts, shortlists
• Mobile geo/photo check‑ins; no‑show and replacement tools
• Invoicing, deposits, expenses, and Stripe card collections
• QuickBooks Online sync; export/push hours to payroll
• Client portal and ops reports for costs, fulfillment, margins
• Scale tier adds Paylocity/Workbright integrations and API options

Pros

• Purpose‑built workflow reduces swivel‑chairing
• Transparent pricing with an easy trial
• Practical, SMB‑friendly integrations

Cons

• Not a payroll engine/EOR
• Limited global or ATS integrations

7. Deel

Deel combines global EOR, U.S. payroll, and contractor management so agencies can place and pay talent across borders without creating entities. It centralizes compliant contracts, state registrations, automated W‑2/1099 filings, timesheets, and expenses, then pays out in 150+ currencies with built‑in FX. For classic staffing back office features (like bill rates, split commissions, and margin analytics), you’ll lean on accounting integrations, trading deep pay‑bill features for speed and compliance at global scale.

Quick facts: Best for agencies payrolling international contractors and cross‑border EOR hires | Pricing: Contractors $49/contractor/month; EOR $599/employee; Global Payroll $29/employee; CoR $325/contractor | Ratings: G2 4.7/5, Capterra 4.8/5 | Trial: Demo; HRIS free <200

Agency takeaway: A fast lane for global placements. Use Deel for compliant hiring and payouts, and your ERP for billing details.

What stands out for agencies

• Global EOR in 150+ countries with payroll, taxes, benefits, onboarding
• U.S. payroll: state registrations, tax filings, W‑2/1099/new‑hire reporting
• Contractor management with localized contracts, timesheets, expenses, approvals, and 150+ currencies
• Contractor of Record to reduce misclassification; optional liability protection
• Integrations: ATS (Lever, Ashby), accounting (NetSuite, QuickBooks, Xero, Sage Intacct)
• Reporting/analytics: payroll by client, placements, costs, compliance alerts

Pros

• Broad global coverage
• Strong compliance guardrails
• Useful ATS/accounting integrations

Cons

• Not staffing‑specific billing
• Pricing can scale quickly
• Support/verification friction at times

8. Papaya Global

Papaya centralizes multi‑country payroll, EOR, and contractor operations so agencies can onboard talent fast and run W‑2/1099 alongside AOR/EOR, paying out reliably across currencies. Its payments‑first rails (Workforce Wallet) prioritize on‑time delivery, lowering payday escalations while preserving compliance across jurisdictions. U.S. teams get multi‑state payroll and filings, and timesheets flow into payroll; ERP connectors help finance reconcile FX and protect margins across clients and markets.

Quick facts: Best for global staffing agencies managing contractors and employees across countries | Pricing: Quote‑based; Grow Global from $25/employee; Contractors from $30; AOR from $200; EOR custom | Ratings: G2 4.5/5, Capterra 4.5/5 | Trial: Demo

Agency takeaway: Global payroll and payouts in one place. Use it to scale cross‑border programs without adding banks or vendors.

What stands out for agencies

• Global EOR/AOR in 160+ countries with expert coverage and Papaya Direct
• Workforce Wallet for unified payroll + payments (95% same‑day, <0.1% failures)
• Contractor scale: AI onboarding, invoice‑to‑pay approvals, mass onboarding, FX optimization
• U.S. multi‑state payroll, filings, benefits; PEO/EOR options
• Time and attendance with mobile self‑service and manager approvals
• Connectors: Workday, BambooHR, UKG, SAP, Beeline, NetSuite, Sage; standardized reports

Pros

• Fast, trackable global payouts
• Broad EOR/AOR footprint
• Strong ERP/VMS connectors

Cons

• Quote‑based pricing
• Not a staffing back‑office suite
• Onboarding timelines can vary

9. Remote

Remote lets agencies place talent in countries where clients lack entities through owned‑entity EOR in 90+ countries, plus U.S. coverage via EOR or PEO. Run U.S. W‑2, EOR employees, and 1099/foreign contractors in one platform with time, expenses, and multi‑currency payouts. Automated filings, localized contracts, and IP Guard speed onboarding while keeping compliance steady; finance gets consolidated costs and GL exports for cleaner billing and margin analysis.

Quick facts: Best for cross‑border placements via owned‑entity EOR/US PEO | Pricing: EOR $599 annual ($699 monthly); Payroll $29 (+Payments $50); Contractors $29; CM+ $99 | Ratings: G2 4.5, Capterra 4.4 | Trial: Demo only

Agency takeaway: A single partner for EOR, payroll, and contractors. This is great for global reach, but lighter on client invoicing.

What stands out for agencies

• Owned‑entity EOR in 90+ countries; U.S. EOR or PEO options
• Multi‑country payroll with approvals and automated filings; optional centralized payments
• Contractor management: localized contracts, invoice approvals, multi‑currency payouts
• Time tracking, PTO, and expenses with manager approvals in HR Core
• Integrations: QuickBooks, Xero, Greenhouse, plus API and sandbox
• Finance reporting: payroll cost/variance, GL mapping for margin detail

Pros

• Owned‑entity EOR footprint
• Unified W‑2/EOR/1099 operations
• Strong compliance posture

Cons

• Add‑on and FX fees
• No native client billing
• Support speed can vary

10. ADP

ADP is a reliable choice for agencies juggling multi‑state payroll, filings, and taxes at scale. Workforce Now or RUN covers W‑2s while WorkMarket centralizes 1099 onboarding, payments, and year‑end e‑filing, so mixed workforces operate in one ecosystem. Next‑Gen Time captures hours with geofencing and approvals that flow into payroll. Pay/bill, split margins, and invoicing typically live in your ATS/accounting, trading staffing‑specific billing depth for breadth and compliance.

Quick facts: Best for multi‑state staffing payroll with contractor support | Pricing: Quote‑based for RUN/Workforce Now; Roll $39/month + $5/worker | Ratings: G2 4.2 (WFN), 4.6 (RUN); Capterra 4.4 (WFN), 4.5 (RUN) | Trial: Demos

Agency takeaway: Enterprise‑grade compliance and contractor coverage. Bring your own pay‑bill and invoicing.

What stands out for agencies

• Multi‑jurisdiction registrations, automated filings, deposits, and notice handling
• W‑2 and 1099 payments in one ecosystem
• WorkMarket for contractor onboarding, verifications, invoicing, audit trails, 1099‑NEC e‑filing
• Next‑Gen Time with geofencing, attestation, scheduling, approvals
• Integrations: Bullhorn, SmartRecruiters, QuickBooks, NetSuite, GL connectors
• DataCloud analytics for margins, overtime, and compliance alerts

Pros

• Deep multi‑state compliance
• Contractor payroll coverage
• Large integration marketplace

Cons

• Opaque, add‑on pricing
• Lacks staffing pay/bill
• Implementation support can vary

11. Paylocity

Paylocity gives agencies a U.S.‑centric HCM core with automated multi‑state withholding, SUI, and local filings, plus W‑2 and 1099 support. Time & Labor streamlines weekly timesheets, mobile punches, scheduling, and approvals, then pushes clean data into payroll. Global Payroll via Blue Marble covers basic international employees. It favors compliance and integration breadth over complex pay/bill rules. Pair it with ATS/ERP connectors for billing, rates, and margin control.

Quick facts: Best for U.S. staffing agencies needing multi‑state payroll | Pricing: Custom quote; recent buyers report $180 base + ~ $10 PEPM | Ratings: G2 4.5/5, Capterra 4.3/5 | Trial: Live demo only

Agency takeaway: A dependable payroll and time stack. Connect it to your ATS/accounting for full pay‑bill workflows.

What stands out for agencies

• Multi‑state payroll with automated federal, state, local filings and W‑2/1099
• Run employees and contractors together; direct deposit and earned wage access
• Time & Labor: mobile punches, scheduling, overtime rules, approvals, job codes
• Global Payroll via Blue Marble for basic international coverage
• Integrations: NetSuite, Sage Intacct, QuickBooks, ATS connectors, APIs, webhooks
• Analytics for payroll margins and compliance

Pros

• Excellent U.S. compliance
• Integrated time tracking
• Robust ERP/ATS integrations

Cons

• No staffing‑specific pay/bill
• Quote‑based, add‑on pricing
• Admin learning curve

12. Paycor

Paycor covers the payroll essentials most small‑to‑mid‑sized agencies need: multi‑state payroll and filings, W‑2/1099 in one run, mobile time capture with approvals, and job costing, without the overhead of an enterprise pay‑bill suite. Agencies with global hiring, EOR, or complex client invoicing typically handle those via partners and their ATS/accounting stacks. Since joining Paychex on April 14, 2025, Paycor benefits from added scale and integrations while keeping straightforward compliance guardrails.

Quick facts: Best for U.S.‑focused staffing agencies needing multi‑state payroll | Pricing: From $99/month + $5/employee, includes federal/state filings | Ratings: G2 3.9/5, Capterra 4.3/5 | Trial: No free trial; live demo and online tour

Agency takeaway: Simple, reliable payroll for weekly runs. Pair with your ATS/ERP for billing and margins.

What stands out for agencies

• Automatic federal/state filings and multi‑state guidance for remote workers
• W‑2 and 1099 in one run, with year‑end forms
• Mobile time, geofencing, overtime policies, and job costing for crews
• GL exports per payroll; QuickBooks/NetSuite and ATS integrations
• Analytics dashboards, 360° 401(k) EDI, earned wage access; global EOR via partners
• Marketplace connectors expand HR/payroll capabilities

Pros

• Simple multi‑state payroll
• W‑2/1099 together
• Useful integrations and GL exports

Cons

• No native pay‑bill
• Global via partners only
• Mixed implementation feedback and pricing

13. Paychex

Paychex is a dependable U.S. payroll engine for agencies prioritizing fast, compliant runs over staffing‑specific pay‑and‑bill. It automates multi‑state registrations, filings, and year‑end W‑2/1099 e‑files while paying employees and contractors via direct deposit, paycards, on‑demand pay, or same‑day ACH. Add Flex Time for geofenced punches, manager approvals, and overtime rules; connect your ATS and accounting to handle invoicing, commissions, and margin tracking.

Quick facts: Best for U.S.-based recruitment teams needing payroll/tax filing for internal staff and W‑2/1099 workers | Pricing: Flex Essentials $39/mo + $5/employee; add‑ons extra | Ratings: G2 4.1/5, Capterra 4.2/5 | Trial: Demo only

Agency takeaway: Rock‑solid U.S. compliance and payouts. Bring your own billing and margin analytics.

What stands out for agencies

• Multi‑state payroll with automated filings and included W‑2/1099 e‑filing
• Time and attendance: mobile/kiosk punches, geofencing, approvals, scheduling, overtime rules
• Flexible payouts: direct deposit, paycards, pay‑on‑demand, same‑day ACH
• Integrations: QuickBooks Online, NetSuite, Xero, JazzHR, Jobvite, Flexspring connectors
• PEO/co‑employment option; limited global payroll via partners (IRIS FMP)
• Job costing and basic labor analytics

Pros

• Strong U.S. tax compliance
• Fast runs and flexible payouts
• Broad accounting integrations

Cons

• No native pay‑and‑bill
• Add‑ons can raise total cost

14. UKG Pro

UKG Pro is an enterprise HCM with a reliable payroll engine, robust time/scheduling, and strong filing support, which is ideal for high‑volume, multi‑state W‑2 operations. Payment Services handles federal/state/local tax filings; W‑2s are built in, with 1099 support available (contractors may require configuration). For global talent, One View orchestrates multi‑country payroll. Expect powerful analytics and governance, but with heavier implementation than SMB tools.

Quick facts: Best for mid‑market/enterprise agencies running complex multi‑state U.S. W‑2 payroll | Pricing: Quote‑based, modular per employee | Ratings: G2 4.3/5 (2,153+), Capterra 4.3/5 (689+) | Trial: Demo only

Agency takeaway: Enterprise‑grade payroll and time with global coordination. Bring your ATS/pay‑bill to complete the stack.

What stands out for agencies

• Tax filing coverage for complex, multi‑jurisdiction payroll via Payment Services
• Integrated timekeeping and scheduling with mobile (UKG Pro Workforce Management)
• Year‑end W‑2 delivery; 1099 form support; TurboTax import options
• Global payroll orchestration in 160+ countries and 120+ currencies with One View
• Analytics and payroll reporting; connectors for Greenhouse, iCIMS, SmartRecruiters, NetSuite, QuickBooks

Pros

• Strong compliance and timekeeping
• Scales for large, distributed teams

Cons

• Opaque pricing; no free trial
• Longer implementation vs. lighter tools

15. Rippling

Rippling delivers a modern HRIS with fast U.S. payroll, automatic multi‑state filings, and one workflow to pay W‑2s and 1099s together. Add international contractor payments with multi‑currency/FX or expand to EOR hiring without switching systems. Native Time & Attendance, job costing, and accounting integrations move approved timesheets into payroll and the GL, boosting billing accuracy and margin visibility. It’s automation‑rich, but invoicing stays in your ATS/accounting.

Quick facts: Best for multi‑state staffing agencies with W‑2 and 1099 placements, plus occasional global hires | Pricing: From $8/user/month + $40 base; payroll/EOR add‑ons | Ratings: G2 4.8/5, Capterra 4.9/5 | Trial: Live demo

Agency takeaway: Sleek HRIS + payroll that scales from U.S. runs to global contractors/EOR. Pair it with your billing stack.

What stands out for agencies

• Automatic multi‑state payroll, tax filing, and W‑2/1099 year‑end forms
• Single‑run payments for W‑2 employees and 1099 contractors
• EOR hiring in 80 countries; contractors paid in 185+ with FX
• Time, attendance, geolocation, and approvals flowing directly to payroll
• Job costing, bill rates, and GL sync for margin visibility
• Integrations: QuickBooks, NetSuite, Xero, Greenhouse, Lever, QuotaPath

Pros

• Unified HRIS, payroll, contractors, EOR
• Multi‑state automation with GL sync

Cons

• No native pay‑bill/AR module
• Modular pricing; setup learning curve

Costs and pricing for agency payroll software

Most vendors price with a monthly base fee plus a per employee or per contractor fee. Typical US payroll pricing often falls between 30 and 80 dollars per employee per month for core features with a small monthly platform fee. Global EOR pricing commonly uses a per employee monthly fee. Contractor management usually charges a lower per contractor fee and small base fee.

Examples to benchmark

• US payroll at Bolto starts around 39 to 49 dollars per employee per month plus a platform fee that scales with plan tier (Bolto pricing)
• Contractor management can start under 50 dollars per month with optional add ons
• Global EOR plans are usually a flat monthly rate per employee and include local compliance and payroll in local currency

Assess the total cost of ownership. Include onboarding costs, integrations, approval workflows, year end forms, and support tiers. The most cost effective payroll solutions for recruitment agencies reduce manual effort, prevent penalties, and accelerate billing, which improves margin.

Trends shaping payroll for recruitment agencies

• AI driven anomaly detection flags missing hours, unusual deductions, and rate mismatches before pay runs
• Unified employee and contractor pay flows give agencies one approval path and one ledger
• Faster payout rails and instant earnings options give workers quicker access to pay, while agencies stay compliant
• Embedded compliance checklists inside onboarding prevent errors on I 9, W 4, and state registrations
• Global first hiring with EOR and contractor of record expands candidate pools beyond a single country
• Vendor consolidation continues as agencies prefer one system for recruiting, payroll, and compliance. This is the approach platforms like Bolto take

These trends point to consolidated payroll solutions for recruitment agencies that automate compliance and connect directly to recruiting. To stay updated on new tools and compliance changes, subscribe to our newsletter.

Why trust our recommendations methodology

The evaluation process prioritizes real world agency needs over checklists.

What we weigh most

• Support for mixed worker types and weekly payroll at scale
• Breadth of compliance automation across states and countries
• Quality of integrations with ATS, time, HRIS, and accounting
• Security posture and audit evidence
• Transparent pricing and contract terms
• References from agencies of similar size and model

We also ran hands on tests for setup time, hours to first successful payroll, and ease of corrections. Tools that handled contractor payments and global EOR in the same workflow scored higher, since that is where payroll solutions for recruitment agencies deliver the most value. For real‑world outcomes, browse our customer stories.

Conclusion: Choosing the right payroll partner for your agency

Great payroll is invisible. Workers get paid correctly and on time, taxes file themselves, and your team focuses on placements. Start with a clear picture of your worker mix and compliance footprint. Then run a live pilot and compare total cost and support quality. Consolidated payroll solutions for recruitment agencies simplify operations and reduce risk by unifying recruiting, onboarding, payroll, and global hiring.

If you want one platform for recruiting, US payroll, contractor payments, and global EOR, consider Bolto. Book a quick walkthrough and see how fast your next payroll can run.

FAQs

What are the best payroll solutions for recruitment agencies that place both W 2 and 1099 workers

Look for platforms that handle W 2, 1099, and global EOR in one flow with timesheets, approvals, and automated filings. A consolidated system like Bolto removes tool switching and speeds up pay runs.

How do agencies stay compliant across many states

Use a payroll system that maps taxes by work and home address, files Form 941 quarterly and Form 940 annually, produces W 2 and 1099 year end forms, and supports new hire reporting. It should also guide state registrations and reciprocity rules.

Can payroll software handle international contractors and employees

Yes. Many systems support multi currency contractor payouts and EOR for full time employees in foreign countries. Unified workflows reduce errors and are ideal for agencies that want payroll solutions for recruitment agencies with global reach.

How much should an agency budget for payroll software

Expect a base platform fee plus a per worker fee. US payroll often lands in the 30 to 80 dollars per employee per month range, with global EOR priced per employee per country. Compare total cost and service levels, then run a pilot.

What integrations matter most for agencies

ATS for candidate data, time tracking for hours to pay, HRIS for records, and accounting for billing and reconciliation. Open APIs help automate custom approvals and client reporting.

Why choose a single vendor for recruiting and payroll

One vendor means one dataset, fewer handoffs, faster time to pay, and fewer errors. This is why many teams prefer payroll solutions for recruitment agencies that come bundled with recruiting and global hiring features, such as Bolto.