Top 10 Talent Management Software

Talent management tools are created to support the organization in attracting, managing and retaining high-quality talent. Talent management solutions help organizations keep current and future workers engaged in their function while also retaining high quality talent. By leveraging talent management software, an entire workforce is benefited through the identification of the top performers, the opportunity to source and hire the best-fit candidates, and customized support and assistance.

In this blog, we will highlight the top 10 talent management software that you may want to consider using in 2025.

What are Talent Management Software?

While it is critical to attract, reward and engage your people – this can be a hard job. In addition talent management software can assist in automating these processes. Talent management software is a type of technology/application that electronically documents various stages or processes within the employee life cycle. 

Organizations may implement separate Human Resource systems for talent management; for example, they may have a primary Human Resource system, which simply records key data about an employee, a separate performance management system, and perhaps a separate system to manage that employees learning. However, some software product suites provide all the necessary talent management functionalities within a single system, typically featuring a unified design and user experience.

Many talent management application systems/software offer self-service support for employees , and managers , so that they can make changes and add information without relying on support from HR.

Top 10 Talent Management Software in 2025 

1. BambooHR

BambooHR is designed for SMBs and has many features that support the employee lifecycle, as well as a UI that is easy to understand and work with for employees and HR users. In addition, it is easy to work with niche products with prebuilt interfaces that integrate with BambooHR.

With BambooHR, you will have a useful HR connectivity platform to create labour policies and compliance laws, recruit workers, hire workers, onboard workers, train workers, manage KPIs or labour codes, track employee records, and much more.

HR professionals have a lot going on, from recruitment to employee relations, but with the right tools, they can take some of the pain away and maximize their work. These tools will help you measure your costs effectively and dramatically cut down on hiring. These tools will provide the HR manager with valuable real-time data about the quality of candidates and help them respond quickly when they receive an application or when an employee leaves unexpectedly.

Key Features: 

• User friendly dashboard 
• Easy onboarding process 
• Job performance reviews and goal setting 
• Good customer service 

Pros:

• The system is affordable for many organizations. 
•  The platform establishes a collaborative approach to data gathering and analysis. 
•  It minimizes integration and maintenance worries. 
•  The technical support team is fast. 
•  The vendor does not have a contract, and customers can unsubscribe before the next invoice.

Cons:

• Default reports often cannot be customized, and also failed to have required data, like employee ID, first name, last name.
•  Options for configuration of security role settings were not fine grain enough. There were limited options allowed for configuring settings such as hiding an employee’s year of birth.

Best suited for:

• Mid-sized and large size organization  

Pricing:

• starts at $6.19  per month

2. Workday HCM

Workday is a world-class enterprise HR software for large and complex organizations that manage people, finances, and strategy in an integrated way. Workday is a solution unlike decade-old systems that have been designed to operate in silos. Workday offers a single (cloud or software as a service) solution to manage Human Resources, Payroll, Talent Management, Financial Planning, and Analytics. The integrated approach to managing HR and Finance helps drive administrative efficiencies, enables faster problem resolution, enhances workforce productivity, reinforces compliance, and allows for consistent treatment across a global workforce.

With hyper-real-time powered by machine learning Analytics and reporting, customizable dashboards, and a very intuitive mobile app, Workday enables HR leaders and business leaders to make confident decisions, faster and more frequently with data. Workday influences day-to-day and long term strategic work such as workforce planning, succession management, diversity and inclusion progress, and budgeting and financial forecasting.

Because of the scalable nature of Workday, organizations can adapt and change workflows and policies during their growth and change, making it an excellent choice for any business undergoing or embracing change. At the end of the day, Workday is more than just an HR system. Workday is an enterprise management solution that connects the people strategy of an organization to its financial strategy, to improve execution of change initiatives.

Key Features: 

• Workforce planning and budget forecasting 
• Performance and talent reviews 
• Real-time data and dashboards 
• Managed global compliance and multiple language capabilities 

Pros:

• There are extra modules for finance, planning, and analytics also available in a full package. 
•  The user interface will be easy for employees to use.
•  The platform and system are connected, so the administrator for the HR system can manage the entire system as a single coherent source of truth. 
• Workday is suitable for multiparty, global, and large organizations with intricate needs.

Cons:

• Implementing a system as expansive as Workday generally lasts longer than that of midmarket systems. 
• It can be expensive to customize and deploy new features.
• The system may provide limited flexibility. The system administrator may need to authorize and set up a plethora of modifications, such as adding a question to the candidate interview question list.
• Even simple task tracking such as times-off requests or hours worked can be challenging to accomplish.

Best for: 

• Large organizations that have global teams 

Pricing:

• Customized pricing

3. SAP SuccessFactors HXM

SAP SuccessFactors HXM is a complete, cloud-based software suite for the whole employee journey from the Human Experience Management model. Traditional HCM (Human Capital Management) is data and process-focused; whereas SuccessFactors HXM is focused on the employee experience, so employees are “engaged, valued and empowered” at work. This is a crucial factor for organizations as they can do more than simply manage the talent; they can engage, and retain the talent meaningfully.

The suite is built for large organizations to provide end-to-end capabilities for the whole employee journey and to provide capabilities in your hiring processes (recruiting and onboarding), support learning and development, manage employee performance, plan employee successions, provide compensation, and use workforce analytics to better understand the workforce and talent pool. SuccessFactors HXM is also extremely configurable which means organizations can adjust their workflows, reports and interfaces to fit with the business’s operational needs and the organization’s cultural values. 

Another strength of SAP SuccessFactors HXM is the ability to provide a consistent and relatively simple-to-use interface for each module, so you can use all modules and create an inclusive and whole user experience. The simplicity in design will encourage you and the employees to be able to be empowered with software solutions, reduce the time it takes to learn the software and build a deeper connection to the software overall. By allowing people-enabled design with data and analytics, SAP SuccessFactors HXM can assist organizations in aligning talent strategy with business strategy, ultimately maintaining a human-centric presence. 

Key Features: 

• Recruiting and onboarding 
• Employee Central 
• Learning and development 
• Compensation and succession planning 

Pros:

• Well-integrated performance management and compensation modules. 
• All-in-one platform, including reporting and dashboards. 
• Supports multiple currencies and languages. 

Cons:

• The suite comes from a combination of several applications and includes many databases. 
• The suite can be challenging for an Admin, as the acquired modules still require their configuration. For instance, users need to set security roles in some security applications but not others. 
• The suite is not easy to manage from an admin standpoint. 

Best for: 

• Companies in need of a solid HR base 

Pricing: 

• $6 to $10 per user per month

4. HRForecast  

HRForecast is a next-gen workforce analytics and planning solution, built for organizations that know skill and talent planning should be a strategic priority and how to get ahead of upcoming changes to the workforce can drive business performance.

By using data analytics and AI-based insights, HRForecast supports predictive workforce planning, enabling organizations to anticipate future skill gaps or future skill requirements and put a plan in place. The predictions that HRForecast creates enable the user to sense forthcoming change with the visibility it offers into future “shifts” in job roles, identifying upcoming trends and changes in skills before they become a real concern for HR leaders.

Beyond forecasting skills capabilities required shortly or longer-term, HRForecast provides actionable syndicating recommendations to build those skills required, whether through upskilling, reskilling, or the more targeted acquisition of existing talent. This is an important enabler for organizations to link talent strategies to business aims and remain competitive as they navigate changing environments.

It is clear HRForecast is more than a planning tool, it acts as a partner in strategy, not just planning, to assist organizations to build a workforce of the future, through generating good data-driven decision-making.

Key Features: 

• Skill management and Gap Analysis 
• Workforce analytics and workforce planning 
• Strategic hiring support 
• Internal Mobility tools 

Pros:

• Built for organizations that are future-focused and want to help anticipate their skill needs,
• Allows for data-driven decision making that can fit the organization’s business strategy, 
• Helps organizations effectively upskill or reskill employees 
• Able to develop customized dashboards and reports for roles in the organization. 

Cons:

• Better suited for medium to large size enterprises rather than small businesses, 
• Could present a learning curve for those who are unfamiliar with functioning with advanced analytics, 
• Pricing can be opaque and typically quoted in a custom quote rather than publicized. 

Best for: 

• Companies that are going to be focused on future skills and planning.

Pricing: 

• Starts at $25 / user / month 

5. 360Learning

Learning Management Systems are typically characterized by one-way MDF systems that train employees through a directive/non-negotiable and thus approach. In contrast, 360Learning makes employees an active participant with purposes of knowledge-sharing and developing the organization as a whole. This results in a more equitable learning experience on multiple workforce levels (and even economic levels), changing the access to learning and promoting a culture of continuous improvement and desire for learning both internally and through peer-to-peer relationships outside of their organizations.

With its capacity to integrate a Learning Management System (LMS), and a Learning Experience Platform (LXP), 360Learning allows companies to scale-up the management, delivery, and personalization of training programs or content. Employees participate in creating and collaborating to learn, which is more dynamic and timely and addresses real-time organizational objectives. The content generated by employees allows learning to remain relevant, timely, and directly linked to the minutiae of the daily ordeal (challenges) of working on teams.

More importantly, 360Learning allows organizations to build and manage communities, connecting learners with subject-matter experts and facilitating questions and social-sharing through learning.

Key features:

• Brings together LMS and LXP to facilitate both organized learning and customized, personal learning experiences
• Facilitates collaborative course creation by employees and teams
• Enables peer to peer learning and knowledge sharing
• Recommends learning content based on role and interests using AI
• Built-in functionality for quizzes, assessments, and feedback
• Learning communities for discussion and engagement

Pros:

• It merges an LMS and LXP into one platform.
• It connects to a lot of other applications, which allows you learning opportunities in the applications employees use daily 
• It also has controls for sharing by employee users.
• It builds in AI capabilities, such as training recommendations for employees, in their platform.

Cons:

• It could offer better reporting and dashboards.
• There is so much in here in terms of features and configuration settings that it can be overwhelming for new users to learn the system.
• Course co-creation can be challenging, particularly when two people try to be in the course editing it at the same time.

Pricing:

• starts at $8 per month

Best for:

• Businesses looking for a cooperative, AI-driven learning environment that promotes knowledge exchange among peers and individualized staff training.

6. Ceridian Dayforce HCM

Dayforce is an expansive Human Capital Management (HCM) software suite that focuses on the challenges of managing a global organization and can fill the need for a fully integrated payroll service around an HR software system. Ceridian designed Dayforce, a fully integrated cloud-based solution that captures many stages of the employee lifecycle into a single platform that can streamline workforce management to improve operational efficiencies. 

One of the best features of Dayforce is its continuous payroll engine that automatically calculates pay, in real time, during the entire pay period and does not use batch processing like typical payroll software. This real time processing reduces risk to processing human error while providing organizations real time visibility to labour costs, which is critical for organizations with regional business unit having various compliance and tax considerations, while considering differences in labour and employment legislations around the globe. 

Dayforce is much more than a payroll engine. It includes essential modules of HR to create a successful workforce to hire and onboard, manage benefits, workforce, and performance and talent management. The modules are integrated where HR teams within organizations can access resources in one location and execute workflows and make no regrets decisions based on data. 

Key features:

• Payroll processing in real time
• HR and employee data
• Recruiting and onboarding
• Time, attendance and workforce scheduling
• Benefits administration
• Performance and talent management
• Global compliance and localization

Pros:

• Allows you to manage a global workforce, with features to assist with different currencies and countries policies
• Dayforce Wallet allows employees to pick when to access their wage payment as long as it is consistent with company policies
• Resetting the test environment is easy and works well
• Provides a single place to complete all HR tasks including Core HR, learning, time and attendance, career planning, etc.

Cons:

• The system uses position management and create an additional administration burden for companies who don’t need position management.
• Ceridian takes a while to implement feature requests.
• The UI is ok but not very modern.
• The complexity of managing the system where system administrators are only doing this part time will be complicated.

Best for:

• Large and global organizations seeking a single HCM solution where they can manage payroll in real time with robust HR features and capabilities.

Pricing:

• Typically, $22-$31 per employee per month

7. ClearCompany

ClearCompany is a fully integrated talent management platform that aligns with your employees’ entire lifecycle—from hiring to performance management—and is geared toward small to mid-sized businesses who are want a unified system to simplify their HR processes.

At its core, ClearCompany is a great recruiting platform that helps organizations efficiently discover and hire the very best talent. There are integrations with tracking applicants across different groups, posts across various job boards, customizable workflows, and interview scheduling tools that aid your recruitment efforts and geometry of speed while ensuring you maintain a positive candidate experience.

After you’ve hired that candidate, onboarding gets your new hire into the organization seamlessly. New employees complete new hire paperwork, training documents, and meet their team, feeling more engaged on their first day.

In turn, each of these will help your managers to measure employees across timelines for their progress and development, while ensuring that employees are aligned with organizational goals.

Key features:

• Easy Tracking and Recruiting of Applicants
• Paperless Onboarding for Employees
• Goal Setting and Performance Tracking 
• Employee Bounce Back Connection Tools 
• Reporting & Analytics in Real Time 
• Integration with HR tools 

Pros:

• The ATS has many AI tools for various parts of the process e.g. score resumes and draft job descriptions. 
• The Performance Management module has a library of competencies already in it. 
• Prebuilt interfaces for common systems e.g. email, calendars, HRIS systems. 
• UI is modern and easy to understand. 

Cons:

• Reporting and dashboards are not as intuitive as I would like, or customizable. 
• Companies still need to have a human resource information system as their core HR data will still be managed there.

Best for:

• Small to mid-sized enterprises seeking a comprehensive talent management solution that includes hiring, onboarding, and performance management.

Pricing:

• Starts at around $7–10 per employee per month

8. HRSoft

HRSoft is a dedicated human capital management platform that makes it easier to carry out and improve compensation elements of organizations. HRSoft’s software empowers organizations feature to deliver vital HR functions such as performance management, compensation planning, pay equity analysis, and employee total rewards statements.

HRSoft focuses on compensating employees through a clear process of distributing pay changes easily and efficiently for organizations. HRSoft helps organizations framework their workflows, approvals, and budget for salary increases to all employees. The software’s analytical capabilities assist organizations in identifying negative pay equity factors and collecting regulatory requirements.

Beyond compensation, HRSoft gives organizations the capacity to develop and deliver total rewards statements to their employees. Total rewards statements develop greater transparency by listing the organizations total rewards that employees receive like salary, bonuses paid, benefits, and other perks. This transparency can increase employee engagement.

Key features:

• Automated performance management
• Comprehensive compensation planning & allocation
• Pay equity analysis and reports
• Total reward statements
• Budgeting and approval processes
• Data-driven analyses to support equitable pay decisions

Pros:

• Users can see performance feedback when completing compensation planning.
• It can work with a span of currencies.
• Employees have access to their compensation information through total rewards statements.

Cons:

• HRSoft is generally higher priced than other competitors.
• For a limited number of administrators, companies are responsible for some of the product training. 
• The interface does not always function smoothly between HRSoft and HRIS vendors.

Best for:

• Organizations looking for an automation and optimization option for compensation, pay equity, and total rewards management.

Pricing:

•  $5/employee/month.

9. Kudos

The Kudos platform is an all-in-one employee recognition and engagement platform that enables organizations to foster healthy workplace cultures by simplifying the process of recognizing and rewarding their people. Their software has detection for easy rewards, which also has additional tool kits for creating a culture of ongoing peer-to-peer recognition to support morale and team collaboration. 

In addition to recognition capabilities, the Kudos platform includes employee survey tools designed to help organizations measure employee sentiment, collect feedback, measure employee engagement in real time, and help human resources teams and leadership determine when and where adjustments can be made to improve employee satisfaction by jumping ahead of the employee’s needs. 

Kudos also allows for social features such as sharing of pictures, stories, and updates, giving organizations the opportunity to create an exciting, connected workplace where employees feel visible and appreciated, can improve communication through a collaborative online hub and contribute to more community-oriented behaviours across teams and departments.

Key features:

• Peer recognition of employees
• Rewards and incentive features (can be customized)
• Engagement survey application for employees
• Social sharing of pictures and stories

Pros:

• The software allows employees from different countries to redeem their points.
• Can reward employees for internal goals related to your company culture
• Ability to do recognition in a nomination kind of way like employee of the month type programs
• User Interface is relatively easy to learn 

Cons:

• Users might find it difficult to ascertain who is getting feedback for employee recognition.
• Outside of accessing the Kudos site, managers are unable to tap into Kudos employee recognition data when building performance reviews for users.
• The application allows users to reward past behaviours to reward employees and does not give users a way to reward employees.

Best For: 

• Companies looking to increase employee engagement through peer recognition and social collaboration.

Pricing:

• Pricing range from about -$7-10

10. Lattice

Lattice is an innovative, comprehensive end-to-end people management solution to help organizations facilitate employee growth, enhance their employee’s level of performance, and foster engagement. Within Lattice is performance management, compensation planning, employee development, and a tool for conducting engagement surveys on a single platform, completed to facilitate the employee lifecycle. 

Where Lattice excels is the performance management system for collegial and ongoing feedback, goal setting, 1:1 meetings, and performance reviews that singularly and collectively align employee goals with the goals of the company while allowing for ongoing employee development. As a result, both managers and employees have a means to be aligned, connected, engaged, and motivated.

Key Features:

• Continuous performance management 
• Compensation planning and pay equity analysis 
• Employee engagement survey and analytics 
• Personalized career development plans 
• Goal alignment and tracking 

Pros:

• Contains bright engagement functionality, including employee Net Promoter Score calculators and the ability to survey new hires and send pulse surveys.
• Users can view performance management data simultaneously when doing compensation planning.
• Integrates easily with messaging tools, which helps make public recognition easier.
• The Grow module makes it easy for HR, managers, and employees to set development goals and maintain ongoing manager and employee feedback. 

Cons:

• Custom reports can be challenging to create. 
• Naming conventions may not suit a company’s needs and can be nearly impossible to change. 

Best for: 

• Companies that want an all-in-one solution for performance, engagement and employee development, using contemporary HR tools available today. 

Pricing: 

• Costs between $8 and $11 per employee for your month

Conclusion

The talent management tools is changing quickly, with exciting new tools coming to market to assist organizations in developing and accessing their hidden talent. There are many tools to help from assessments that are powered by AI, to platforms that provide comprehensive talent management.

By assessing your organization’s needs and goals, you can choose the right tools to enable you to build a high-performing workforce. Most essential, is understanding that effective talent identification is not simply identifying individuals; it is also about developing individuals to perform at their best.

Frequently Asked Questions (FAQ’s)

1. What is talent management software?

Talent management software assists organizations in managing human capital processes for an entire employee lifecycle, such as recruiting, onboarding, training, and performance management, in order to increase efficiency and effectiveness in HR functions.

2. Why should an organization invest in talent management software?

Time savings, decreased possibility of human error, identification and development of top talent, employee engagement, and data-driven HR decision-making.

3. Is talent management software meant for large organizations only?

No way! There are affordable/easy ‘mid-sized-business-friendly’ options. 

4. Can be used in a remote-work setting?

Definitely! Most modern talent management tools are cloud-based, allowing for greater ease of engagement with remote or hybrid teams during onboarding, training, feedback sharing, and performance meetings.

5. How much does talent management software usually cost?

Cost can vary widely based on features, provider, and number of employees within the organization. Some tools will charge a dollar or two per user per month, while enterprise-level tools may charge hundreds of dollars. Most vendors offer free trials or will provide customized pricing based on a demo.

6. What key features should I expect from talent management software?

Look for talent management tools that support: recruitment, onboarding, employee development, goal-setting, and performance management.