8 best talent management software for Aussie businesses in 2025
In this article
- 03. 1. Rippling
- 04. 2. Deel
- 05. 3. HR Partner
- 06. 4. BambooHR
- 07. 5. HiBob
- 08. 6. Elmo
- 09. 7. Workable
- 010. 8. ADP
| Capterra star rating | Can be best for | Top feature |
---|---|---|---|
Rippling | ⭐4.9 | All-size businesses seeking a unified platform | Recruitment to payroll in one workflow |
Deel | ⭐4.8 | Global SMEs needing fast, compliant hiring | Unified hiring hub with global compliance |
HR Partner | ⭐4.8 | SMBs needing checklist-based talent management | Self-service onboarding and review checklists |
BambooHR | ⭐4.6 | Mid-size, single-entity businesses | Lightweight performance reviews and pulse surveys |
HiBob | ⭐4.6 | Medium, multi-site companies needing deep analytics | Comp planning links pay, equity, reviews |
Elmo | ⭐4.5 | Mid-sized employers with local-only focus | Dashboards highlight critical roles and internal talent |
Workable | ⭐4.4 | SMEs prioritising fast recruiting | AI talent sourcing and interview scheduling |
ADP | ⭐4.3 | Large, complex enterprises seeking comprehensive HCM | Succession planning embeds calibrated performance data |
What is talent management software?
Talent management software is like a control centre for your people. It covers the entire employee lifecycle, from talent acquisition all the way through to exit interviews, and keeps every moving part in one place.
A good talent management platform will give you:
Talent acquisition: post job ads, track applicants, schedule interviews, and send offer letters
Onboarding: sort out paperwork, fire up payroll, and provision devices and system access
Performance management: set goals, give feedback, and enable managers to spot issues early
Career development tools: map skills, assign learning, and plan succession
Compensation and rewards: keep pay, bonuses, and equity fair and visible
The best talent management platforms don’t live in a silo. They slot into an all-in-one workforce management system that also powers payroll and every other HR task. When these pieces talk to each other, HR teams can cut busy work, lift engagement, and build people ops that powers businesses forward.
10 best talent management software
1. Rippling
⭐4.9
Rippling offers user-friendly talent management software as part of its human capital management (HCM) system. It's at the core of its broader all-in-one platform, which can also manage payroll and IT. This means you get a single source of truth for all of your people data. Rippling can pipe that data into 600+ integrations, so workflows connect effortlessly to the rest of your stack.
With Fair Work-ready safeguards like award interpretation, leave rules, and airtight record-keeping baked in, day-to-day HR compliance is a breeze. Rippling falls in the mid-budget bracket, with plans starting at about AUD $12 per employee per month. You can select just the modules you need now and easily add more later. The software scales brilliantly from lean, fast-growing startups to multi-entity organisations with thousands of local and global employees on the books.
Top features
The recruitment system posts jobs, tracks candidates, and schedules interviews. It then pushes accepted offers straight to the onboarding process.
Live org-chart modelling illustrates every current seat and future role. It also highlights the budget impact of each change.
'Always-on' performance reviews keep tabs on progress throughout the year. 360-degree feedback and calibration keep assessments and pay fair.
The learning management system (LMS) enrols staff in courses automatically and tracks completion. It records certifications and links rewards when people finish their training, too.
Pulse surveys can run consistently to spot employee engagement slumps. Workflow rules ping managers and create follow-up tasks.
Strengths
✅All-in-one muscle: Rippling links talent, payroll, and IT in a single data model. This means HR can anchor its talent management strategy to real-time numbers and eliminate duplicate entry.
✅Built for Australia and beyond: The platform applies the appropriate right-to-work checks, Modern Awards, and leave rules. Those same guardrails carry your talent management overseas when you switch on Rippling's global payroll or employer of record (EOR).
✅Pay-as-you-grow pricing. You can start with the basics and add extra modules only when they earn their keep. This flexibility helps you work within tight budgets and lets your talent strategy naturally evolve.
'What I like most is how everything is integrated so seamlessly, from onboarding new hires to setting up payroll and managing devices. It’s like having multiple tools all in one place, but without the usual complexity. The UI is clean and easy to navigate, and it saves us so much time by automating routine admin tasks. Honestly, it’s made employee management feel way less overwhelming.' - Gokulnath T
2. Deel
⭐4.8
Deel, once just a global payroll and EOR provider, now sells add-on talent modules. These include Talent, Engage, Compensation, Benefits, and Workforce Planning, all of which sit inside its HR platform. Deel mostly targets small to mid-sized multinational businesses that work with global and remote workforces. In terms of Fair Work coverage, the platform can store the right paperwork appropriately. It can also take care of Australian payroll, but without the ability to interpret Modern Awards.
Deel can be easy to use once it's fully implemented. The platform offers 200+ pre-built integrations as well as a public REST API, enabling you to send workforce data to the rest of your stack. Deel charges for each module. It's USD $20 per employee per month for Engage, USD $15 per employee per month for Compensation, and USD $18 per employee per month for Workforce Planning. Benefits Admin, Talent sourcing, Immigration, and Background Checks are 'speak-to-sales' add-ons. Generally, Deel lands in the mid-to-high budget bracket.
Top features
Deel Talent finds candidates through vetted global agencies and moves hired talent into onboarding.
The platform's Engage function manages pulse surveys, goal setting, one-on-ones, and performance reviews in one place.
Workforce Planning keeps tabs on headcount, open roles, and labour spend by country and role.
Deel's Compensation Management benchmarks salaries and equity against live market data and stores pay bands.
The Global HRIS keeps employee files in one place, runs background checks and tracks visas.
Strengths
✅Global-first architecture: You can hire, pay, and manage talent around the world with Deel. Talent modules are in the same place as the EOR and global payroll, keeping employee data in sync.
✅Modular add-ons: You only pay for the modules you activate. So, you can start small and add talent management tools as and when you need them.
'Setting up agreements for our international contractors was easy with Deel! Very pleased.' - Arman
Weaknesses
❌Limited local depth: Deel's global-first approach means its Australian compliance coverage is basic. You'll need to implement separate software or manually process Fair Work leave rules and pay rates.
❌Limited customisation for complex workflows: Deel’s talent screens have fixed fields and approval paths. If your business has layered org charts or unique rating scales, you may need spreadsheets to fill the gaps.
'Limited customisation and basic reporting features could be improved for more complex use cases.' - Sameer
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3. HR Partner
⭐4.8
HR Partner is a basic, easy-to-use Australian cloud-based HR system. Its focus is on smaller teams, but can work for teams of up to 1000 people. A centralised database is home to recruiting, onboarding checklists, performance reviews, and employee files. The platform connects to applications like Xero, Slack, Talent.com, and Indeed via ready-made connectors or a REST API.
HR Partner hosts data locally. It stores the documents the FWC needs, such as signed contracts, right-to-work proof, and leave records. However, it can't interpret Modern Awards (nor does it have a native payroll system). HR Partner is at the low-budget end of the market. For teams of up to 10 employees, rates for the first six months start at AUD $76 per month for the Core package. They go up to AUD $137 per month for the VIP package. At the six-month mark, the per-month pricing increases by roughly 50%.
Top features
The built-in ATS announces vacancies online, tracks applicants, and keeps a record of hiring stages.
Its onboarding checklists collect employee information, tax forms, and super details in a single workflow.
Performance Reviews book in appraisals, capture ratings, and store goals in each employee file.
HR Partner offers a self-service portal through which staff can update personal data, request leave and view policies.
Central employee records comprise contacts, assets on loan, and skills history.
Strengths
✅Local hosting and compliance: HR Partner stores data on Australian servers, and templates cover the FWC’s document-retention rules. It also offers two-factor login and granular permissions.
✅SMB-oriented design: Most small businesses find HR Partner user-friendly. Screens mostly focus on checklists and self-service rather than intricate configuration.
'Very good. I enjoy being able to find, share and manage our HR documents, and the auto-hassle feature for chasing e-signatures, checklists and forms is excellent!' - Kathryn
Weaknesses
❌Not a full talent management stack: The platform doesn't offer native compensation management or learning management. To successfully manage the entire employee lifecycle, you'll need to plug gaps with extra software or manual processes.
❌No mobile app: You can only use HR Partner in a browser. For on-the-go use, managers and employees must use the mobile web interface, which reviewers say can feel quite outdated.
'There are several features that the platform is missing compared to its competitors, but they have been developing some of these, and we've seen some new features this year, which have been great.' - Terri
4. BambooHR
⭐4.6
BambooHR delivers an effective talent management system within its broader HR platform. It mostly targets small-to-mid-sized businesses with single-entity, low-complexity structures. BambooHR has three subscription tiers, layering on the tools necessary to support a full talent management strategy at higher tiers. If you have 25 or fewer employees, you'll pay a flat monthly fee. If your business is larger than this, you'll pay per employee, per month. Either way, you need to contact them for a quote and can expect pricing to be above market entry-level.
The platform can sync HR data to 125+ marketplace apps or custom builds via an open API. BambooHR can meet basic Fair Work Commission (FWC) file-retention rules. For instance, compliant storing of right-to-work documents, contracts, and review records. However, you'll need to cover more intricate Australian employment law nuances, like Modern Awards, manually.
Top features
The applicant tracking system (ATS) automates recruiting tasks like posting job ads and reviewing candidates.
Paperless onboarding collects contracts and tax forms automatically.
Its performance management system runs continuous reviews and goal tracking.
Pulse surveys and employee net promoter scores (eNPS) help you track employee experience trends.
Analytics dashboards highlight employee turnover, tenure, and engagement metrics.
Strengths
✅Part of a broader HR suite: The talent management modules run inside BambooHR's broader workforce management platform. While not tailored to the Aussie market, it can handle payroll, benefits administration, and time and attendance as well.
✅SMB-oriented: The platform generally gears itself toward businesses of roughly 500 employees or fewer. Configuration, navigation, and customisation stay reasonably lightweight, which can keep the overall setup simple.
'BambooHR is a highly user-friendly and intuitive HR system. The platform is designed for ease of use, making it simple to update and manage both candidate and employee records efficiently. It is an excellent tool for tracking and organizing HR processes.' - Aicha B
Weaknesses
❌Not AU-ready out of the box: BambooHR primarily caters to the US market. While it can handle basic HR and payroll for Australian companies, a lot of local compliance management will still fall on you.
❌Limited customisation options: Multiple independent reviews report restricted custom fields and inflexible approval workflows. As a result, you may need to keep spreadsheets going on the side for your more complex reporting.
'Has many features, but they are not advanced enough. It is only good for documentation; other features are limited and lack depth. The ATS is not truly an ATS, and performance & 360 feedback are very basic and not customisable.' - Verified User
5. HiBob
⭐4.6
HiBob’s 'Bob' platform wraps hiring, onboarding, performance, learning, surveys, compensation, and workforce-planning in a single HR database. Its target market is generally mid-sized companies with multi-site or global structures. The platform integrates with over 300 apps, like Xero, NetSuite, and Slack, via pre-built connectors and a public REST API.
It can be a little clunky to navigate, but offers reasonable customer support. Australian compliance focuses on document retention (contracts, right-to-work, visa records) and data-privacy settings. The system doesn't offer a native payroll system or understand Modern Awards. Pricing is quote-only and charged per employee per month, based on the features you select. Overall, it sits in the mid- to high-budget tier.
Top features
The Hiring module posts job ads, tracks applicants, and sends offers with e-signature capabilities.
Its onboarding checklists collect tax and super details, create employee files, and fire up IT-access tasks.
The Performance module schedules reviews, gathers real-time and peer feedback, and records ratings.
Learning keeps track of external courses, assigns internal content, and shows who has completed what.
Compensation tools create salary, bonus, and equity bands.
Strengths
✅Talent management features: The platform includes a comprehensive talent management suite in one interface. And all modules share the same employee database.
✅Integration options: HiBob supplies pre-built connectors for many systems, along with a public REST API. Employee data can sync to external apps without manual exports.
'Love the fact that you can integrate many different platforms with Bob. Such as Zinc and Greenhouse and it's really easy to work your way around the system.' - Tilly
Weaknesses
❌No transparent pricing: HiBob sells only on a quote-basis. Early budgeting can be difficult with no public price list or indication.
❌Heavy configuration demands: Complicated fields and workflow rules use JSON-style setups that take time to get the hang of. You can expect a steep learning curve and extra admin overhead while you get up and running.
'The implementation is a very big, time consuming, project. As I mentioned there are a lot of features, so that requires a lot of set up. And unfortunately, not every feature is as straightforward as it may seem.' - Amanda
6. Elmo
⭐4.5
ELMO is a modular all-in-one HR and payroll platform. The software is home to talent management functions like recruitment, onboarding, learning, performance, and succession planning. It generally aims at mid-sized employers in Australia and New Zealand. As local software, Elmo can confidently handle Australian compliance from the get-go. An OpenAPI layer, along with plug-and-play connectors like Xero and SEEK, lets you pass data to the rest of your stack without having to manually enter data twice.
ELMO falls within the mid-upper budget tier. The provider charges per employee per month. And prices aren’t public. So, you'll need to request a custom quote that reflects your headcount and the features you choose. Once you make it through the initial setup and workflow menu learning curve, the interface can feel reasonably straightforward.
Top features
The recruitment module posts job ads, manages applicants, and schedules interviews.
Onboarding sends e-sign contracts, collects new hire information, and creates employee files.
Elmo's performance suite runs ongoing goal cycles and 360-degree feedback reviews.
The LMS assigns courses, tracks completions, and reports on compulsory compliance training.
The platform's succession dashboards lay out critical roles. They also reveal high-potential employees for future pipelines.
Strengths
✅Local expertise: Elmo's talent management tools, along with its broader HR and payroll suite, cater specifically to Australian compliance. The software has built-in award interpretation, and all records live onshore in ISO-27001-certified data centres.
✅Modular approach: You can select only the modules you need. This lets you start lean and then add more functionality later on without migrating data.
'Elmo is very user-friendly and does all the things that we were looking for in an HRIS/Payroll system. All of our staff have been able to use it without too much training. It was fairly easy to implement and has integreated well with Xero which is our accounting system.' - Brian S
Weaknesses
❌Global gaps: Elmo doesn't support global teams. If you're hiring outside Australia or New Zealand, you'll need extra tools and manual workarounds.
❌Module silos delay talent workflows: User reviews mention that data doesn’t always flow seamlessly between Recruitment, Onboarding, Performance, and Payroll. You might need to export CSVs or re-enter details to keep records matching.
'The modules often don't mesh well with each other; there's no app, the system feels outdated, and information is kept in several different places and can take some getting used to. However, it's being updated regularly' - Chris
7. Workable
⭐4.4
Workable started out as ATS-only software. These days, it offers recruitment tools along with light HR modules that include bits for talent management. For example, contract e-signing, onboarding, and basic performance management. Workable offers packages for teams with 1000+ employees. But it typically suits small-to-mid-size businesses who need unified hiring more than in-depth HR. Workable offers some compliance features that align with FWC rules. For instance, equal employment opportunity (EEO) reporting and local privacy controls.
The system can be easy to navigate. It provides over 200 pre-built integrations. It also offers an open API that you can use to transfer candidate and employee data to other systems. Workable lands in the mid-budget bracket. The provider charges a flat monthly fee, starting at USD $420 per month, and rising in set headcount bands. It switches to custom quotes once you go over the 1,000-employee mark.
Top features
Workable's ATS can post job ads to over 200 job boards and track every candidate stage.
It offers AI sourcing that scans the web and recommends profiles for hard-to-fill positions.
The platform has custom pipeline dashboards that illustrate hiring progress in real-time.
Workable's onboarding workflows assign tasks, secure e-signatures, and publish employee records.
The performance module can schedule reviews and record feedback.
Strengths
✅Transparent pricing: Workable's pricing page breaks down its various pricing packages and inclusions clearly. The only pricing that isn't available is for enterprise-sized teams.
✅Advanced recruitment tools: As a recruitment-first platform, Workable offers a broad range of features that help manage recruitment from end-to-end. This includes a very wide job-board network, AI sourcing, interview scheduling, and offer management.
'Overall, Workable is a solid and user-friendly recruitment platform that simplifies hiring with its intuitive interface, AI-powered candidate sourcing, and collaborative hiring tools. It's great for streamlining the recruitment process, especially for teams that need an all-in-one solution.' - Guilia
Weaknesses
❌Talent modules cost extra: Workable's entry-level package doesn't include its talent management tools outside of recruiting. To obtain these, you need to pay extra for the 'HR' add-on.
❌Not an all-in-one tool: Workable doesn't offer a single unified platform for comprehensive workforce management. You'll probably need to patch it together with other tools, which can lead to drawn-out administrative processes.
'The people administration module requires further development. Additionally, certain features should be included at the same pricing as other Software as a Service (SaaS) offerings. It is unreasonable to incur additional costs for the performance module instance.' - Vitor
8. ADP
⭐4.3
ADP’s talent management software solutions live within its broader HR suites, Workforce Now (mid-market) and Vantage HCM (enterprise). Both systems focus on single-entity businesses with roughly 200+ employees up to multi-entity companies with thousands of employees. Recruiting, onboarding, performance, learning, succession, and compensation management share one database and user-interface. The software can be fairly intricate and typically takes some getting used to.
The talent suite stores the records that the FWC requires. For instance, signed employment contracts and right-to-work documentation. It can also record performance notes for internal use. When you pair it with ADP payroll, it also aligns super, STP Phase 2, and pay data with your talent records. Data flows to external apps through ADP's Marketplace, which offers over 300 connectors and open APIs. ADP provides custom pricing on a quote-only basis, which they typically calculate per employee, per module. It sits in the upper-mid to high-budget tier.
Top features
The recruiting function posts job ads, tracks applicants, and sends offer letters.
ADP's onboarding workflows collect all necessary details from new hires and create their employee records.
The system's Performance & Goals feature books in reviews, stores ratings, and links results to pay decisions.
ADP's learning module assigns courses, tracks completions, and does compliance reports.
Its compensation management tools let you set salary, bonus, and equity bands using current market benchmarks.
Strengths
✅Unified HR and payroll platform: ADP offers a unified platform that can help you with workforce planning and management from A to Z. This means you don't need to bounce between multiple systems and data sets.
✅Australian compliance coverage: The system collects and stores the documents the FWC requires and offers diversity/EEO reports. It can also take care of Australian payroll nuances like super, STP reporting, and PAYG.
'Overall ADP is a great system to use, as long as you have the people to set it up and continue to train all colleagues to use the system, otherwise it would become a difficult system to use and operate with.' - Laura
Weaknesses
❌Confusing configuration: Unless you're extremely tech-savvy, setting up ADP and learning how to use it can be challenging. You can expect to need ADP consultants to help you implement it and build your custom workflows and reports.
❌Patchy customer support: Customer support can be hard to reach, with long waits if you need to speak to someone. Reviewers also say that reps rarely have in-depth knowledge of the system, which slows down problem solving even more.
'CSR's are not very knowledgeable and will keep putting you on hold while they consult with someone else, who then gives them incorrect information half of the time.' - Jacqueline
5 steps to choosing the right talent management software
Choosing from an ocean of talent management software solutions can be easier when you break the decision into clear, practical steps:
Consider your team size and structure: A startup with 10 employees needs simpler workflows than a 500-person, multi-site company. Match the software's depth to your current headcount, but also your future business objectives so you don’t outgrow it in a year.
Identify holes in your talent strategy: Make a list of where you lose time, such as slow hiring, sketchy onboarding, or inconsistent performance reviews. Focus on talent tools that plug those holes first.
Check for AU-specific compliance and support: To avoid shouldering all the compliance risk yourself, make sure the vendor actually understands Aussie employment laws. Customer support available during domestic business hours is also a major plus.
Think about integration with other tools: The software should sync cleanly with the other systems you use so you can manage employee data consistently everywhere. If a provider promises 'easy integrations,' ask to see an integration in action and note how many clicks it takes.
Look for software that scales with your business: The system should let you add modules as you grow, both on home soil and overseas. Flexible pricing and configuration options can keep the rollout smooth as your needs evolve.
A single platform, from hire to retire
Rippling puts the entire employee lifecycle, from job application to exit interview, on a single platform. The cherry on top? Talent management is just the tip of the iceberg. Rippling is an all-in-one workforce management platform that unites HR, IT, and Payroll.
Hiring and onboarding in one place
Run the entire hiring process with Rippling’s Recruitment. This includes everything from the initial job post to the signed offer and then automated onboarding.
As soon as a candidate accepts, Rippling adds them to payroll and benefits. The system also creates their software accounts and orders and ships any required hardware.
Plan your workforce without limitations
Headcount dashboards show current seats, open roles, and budget impact. Your HR professionals can easily spot gaps and approve roles with real data.
Every approved position flows straight into recruiting. This means your team can align on business needs instead of gut feelings.
Grow and develop your people
Managers can set goals, launch reviews, and track progress without leaving Rippling. 360 feedback and ratings live in the same place.
The built-in LMS enrols staff in courses automatically. It also logs completions and blocks promotions until mandatory training is done.
Manage pay and benefits fairly
Compensation bands help you lock in fair salary, bonus, and equity ranges. They also highlight exceptions before you send out offers.
Administer super, track leave accruals, and provide optional employee benefits. And do it all on the same platform that handles the actual pay runs.
One source of truth for your team
HR, Payroll, and IT all read from the exact same employee record. So, you can say goodbye to double-handling and version-control crises.
Clean, unified data closes compliance gaps and reduces mistakes (and the manual fixes that come with them).
Scale on your terms
Add extra modules only when headcount or complexity demands, keeping costs and setup light to begin with.
Rippling can support a single Australian entity today and a multi-country workforce tomorrow.
How we chose the talent management software for this guide
Our team has hands-on experience implementing and using most of the platforms covered here. So, we know how the various talent management modules work in the real world. We also:
✅Checked local relevance
✅Analysed market interest
✅Read the fine print in reviews
✅Verified momentum
None of the vendors paid to appear in this article. Rippling tops the list because it’s the only platform that bundles talent, HR, IT, and payroll in one data model while supporting Australian and global teams.
We revisit the list twice a year to keep it current.
Talent management software FAQs
What is a talent management system?
It’s software that helps you look after the people on your team from the day they apply until the day they leave. A good talent management system helps you:
hire well
manage performance
support employee learning and development
handle pay and progression fairly
What are talent management tools?
These are the features within your system that help you manage talent properly. They're things like applicant tracking, onboarding checklists, and performance review tools. They're also learning programs, pay and role tracking, and ways to collect employee feedback.
The more joined-up these tools are, the better they’re likely to work for your team.
What is the difference between talent management software and workforce management software?
It’s easy to mix these two up. But they do different jobs.
Talent management software helps you grow your people. It involves hiring, developing, and retaining great talent. Think big-picture stuff like employee engagement, performance, learning, succession, and pay.
Workforce management software handles day-to-day operations. It involves filling shifts, tracking hours, and making sure labour costs stay under control.
In short:
Talent management = building a great team
Workforce management = running an efficient team
Some platforms do both. But most lean more one way or the other. Make sure you know what you need before choosing a system.
What are the 4 B's of talent management?
They stand for Buy, Build, Borrow, and Bounce. It's just a simple way to think about your workforce:
Buy: Hire people from outside the business.
Build: Develop your existing team via learning and progression.
Borrow: Bring in contractors or temps when necessary.
Bounce: Deal with exits fairly when someone no longer fits the role or the business.
What’s the best HR talent management software for small businesses?
It really comes down to the specifics of what your business needs. However, Rippling is a great option for small businesses that want one system to handle it all. It takes care of hiring, onboarding, performance, and learning.
On top of that, it offers a comprehensive workforce management platform that caters to every HR process you can think of. You can start simple and add more functionality as you grow. And without having to swap systems later on!
Disclaimer
Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting and legal advisers before engaging in any related activities or transactions.
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