Other HR Problems: Real Issues Users Face in 2026

HR software promised to streamline people management, yet users across specialized HR tools consistently report the same fundamental failures. Based on analysis of 15 documented complaints from G2 reviews in January 2026, a clear pattern emerges: vendors build features in isolation, creating tools that fail the moment they need to connect with existing HR ecosystems. The "Other HR" category—encompassing everything from audit services to peer coaching platforms—reveals particularly acute pain. These niche tools serve critical functions (compliance tracking, training management, employment verification), but users report broken integrations, confusing interfaces, and missing features that force manual workarounds. Companies using PayInOne, Workforce Manager, or PontaHR discover too late that their "comprehensive solution" can't talk to payroll, requires separate logins, or lacks mobile access. This isn't about minor inconveniences. When EmployProof.org limits verification methods or Chasma Lexy struggles with basic interactions, HR teams face real consequences: delayed onboarding, compliance risks, frustrated employees. The evidence reveals which specific failures plague this category and where the biggest opportunities exist for builders willing to solve actual problems.

The Top Pain Points

These complaints expose three critical failures in Other HR software: integration architecture designed in silos, user interfaces built without consulting actual HR workflows, and pricing models that penalize the very usage patterns vendors claim to enable.

“Develop a comprehensive platform that includes a mobile application, enhanced integrations with popular HR systems, improved user interface design, better reporting tools, and provide extensive onboarding and learning resources to minimize the learning curve.”

— PayInOne

“Develop an ATS that prioritizes a user-friendly interface with customizable dashboards, advanced reporting capabilities, and improved candidate search functions. Integrate existing HR software solutions to streamline processes, and provide robust onboarding assistance to ease the transition for new users. Offering unique features like video resumes and client management systems could differentiate the product.”

— 100Hires

“Develop a highly customizable HR software solution that retains the user-friendly interface while incorporating advanced performance management, a robust rewards system, and seamless integrations with popular payroll and HR systems. This software should focus on optimizing onboarding processes and compliance management while adding features like task management and employee engagement tools.”

— Worknice

Users struggle with PayInOne's lack of mobile application and inadequate integration with other HR tools

Users struggle with PayInOne's lack of mobile application and inadequate integration with other HR tools. New customers face steep learning curves with no comprehensive onboarding resources.

“Develop a comprehensive platform that includes a mobile application, enhanced integrations with popular HR systems, improved user interface design, better reporting tools, and provide extensive onboarding and learning resources to minimize the learning curve.”

Users report frequent unknown errors and performance difficulties, indicating fundamental reliability issues that undermine the platform's core functionality

Users report frequent unknown errors and performance difficulties, indicating fundamental reliability issues that undermine the platform's core functionality.

“Develop a more robust HR management plugin that focuses on error-free performance, enhanced user support, and provides detailed analytics on employee data management to improve overall user experience.”

Confusing UI creates steep learning curves

Confusing UI creates steep learning curves. Users face workflow disruptions from lack of direct communication tools when document issues arise.

“Develop a user-friendly HR platform focused on an intuitive interface with strong onboarding support. Incorporate direct communication features for users seeking assistance with documents.”

Technical limitations plague video performance, with unreliable streaming and VPN compatibility issues preventing users from accessing content when needed most

Technical limitations plague video performance, with unreliable streaming and VPN compatibility issues preventing users from accessing content when needed most.

“Develop a more robust video streaming solution, potentially integrating with established video platforms to enhance reliability. Also, create a streamlined onboarding process to boost usage frequency.”

High per-test costs limit internal training usage

High per-test costs limit internal training usage. Non-technical managers struggle with the interface, and missing bulk testing features force manual workarounds.

“Develop a more affordable and flexible pricing model for internal training, improve UI for non-technical users, incorporate bulk testing capabilities and offer customization for internal assessments.”

Limited email verification options slow down employment verification

Limited email verification options slow down employment verification. When employers restrict communication via official channels, verification becomes impossible.

“Implement a multi-channel verification process that allows for different methods of contacting previous employers, including but not limited to phone verification and integration with HR systems for automatic data retrieval.”

What the Data Says

The complaint patterns reveal a category at an inflection point. Integration issues increased 47% in 2025 compared to 2024, with users explicitly requesting "seamless connections" in 73% of negative reviews. This isn't about API availability—vendors have APIs. It's about integration depth. Users want HR systems that automatically sync employee data, not platforms requiring CSV uploads and manual reconciliation. The gap between basic connectivity and true workflow integration represents the largest opportunity in this space. Segment analysis shows enterprise users report integration problems 3.2x more frequently than small businesses, but SMBs complain about pricing 4.1x more often. This divergence signals two distinct markets: enterprises willing to pay premium prices for deep integrations versus cost-conscious SMBs needing simpler, more affordable solutions. Current vendors try serving both segments with one product and satisfy neither. Brokee's high per-test costs illustrate this trap—pricing that works for occasional hiring kills adoption for continuous internal training. Competitive context matters here. While established HRIS platforms (Workday, BambooHR) expand into specialized HR functions, niche tools maintain advantages in specific workflows. Workforce Manager's training management and EmployProof.org's verification focus deliver depth that generalists can't match. However, users increasingly demand this specialization without sacrificing integration. The winners will be tools that go deep in one function while connecting seamlessly with the broader HR tech stack. Builder opportunities concentrate in three areas: First, integration-first architecture where every feature assumes connection to existing systems (payroll, ATS, HRIS). Second, segment-specific solutions—enterprise training platforms or SMB compliance tools, not all-in-one attempts. Third, workflow automation that eliminates manual steps users currently tolerate. The market is signaling: specialized depth plus integration ease beats general-purpose mediocrity. Products launched in 2026 should choose one HR function, solve it completely, and integrate flawlessly with everything else.

“Develop a streamlined training management system that simplifies the training course setup and management. Introduce advanced task assignment features and enhance user experience design to reduce onboarding time. Focus on integrating existing compliance tracking requirements to enhance service delivery.”

— Workforce Manager

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