Switching From Gusto To A Team That Runs It

The main difference is that a team sets your permissions on purpose. We configure roles so managers see their own team and nothing further, restrict compensation and medical fields, and set document sharing deliberately. You decide who sees what, and it gets written down.

They do different jobs and they work together. Zoho People is the HR system, holding employee records, leave, attendance, timesheets, and performance. Zoho Payroll calculates and pays wages and handles tax filing. People feeds Payroll the approved time and leave that determines what somebody gets paid. We configure that connection and check the mapping each cycle so a leave policy change does not quietly break a pay run.

Zoho People covers a wider range of HR functions than most tools at its price, particularly attendance, shift management, timesheets, and performance. Where it wins clearly is integration, because your CRM, accounting, help desk, and HR sit in one suite with one login and one data model. Where dedicated platforms sometimes lead is polish and out of the box US payroll and benefits. The setup work is what closes that gap, and that is what we do.

Yes, and that is where most of these projects start. We take your employee spreadsheets, leave balance trackers, and document folders, map them to the right fields, and load them so history comes across rather than starting everyone at zero. We check the result against your records before anybody relies on it, because a leave balance that is wrong by two days will cost you more trust than the migration saved.

For a straightforward setup with clean employee data, expect the core system running in two to four weeks. Employee records, org structure, leave policies, and attendance come first, then onboarding workflows, then performance and training once people are using the system daily. Complicated leave rules, multiple locations, or messy source data extend that. We sequence it so you get the parts people use every day working first.

In our experience yes, including accrual schedules, carryover caps, waiting periods, unlimited policies, and different rules per location or employee group. Leave configuration is the single most common thing companies get wrong on their own, because the rules interact in ways that only show up months later at year end. We build the rules, then test them against real scenarios before employees see a balance.

Yes. Zoho People has mobile apps for iOS and Android where employees check in and out, request leave and see balances, submit timesheets, view the directory, and complete assigned tasks and training. Managers approve from the same app. We configure what the mobile experience shows and, where you need it, set location based check in so field and site staff can record attendance from where they actually work.

Yes, and that is one of its stronger areas. We configure shift patterns, rotations, and schedules, set the check in method that suits the work, whether that is web, mobile with location, or a biometric device, and build regularization rules so a missed punch gets corrected through a request rather than an email chain. Approved hours then flow through to payroll without retyping.

Exactly who you decide. We configure roles and permissions so managers see their own team and nothing beyond it, restrict compensation and sensitive fields to the people who need them, and set document sharing deliberately rather than leaving defaults in place. HR data is the most sensitive data most companies hold, so we treat the permission model as part of the build rather than an afterthought.

That is a common starting point and it is usually fixable. We audit what is there, find what is misconfigured or abandoned, and tell you plainly what is worth repairing versus rebuilding. Leave rules and permissions are the usual problem areas. We correct them without wiping the history you have accumulated, and you get a written record of what changed and why.