Question 1

What should I consider before switching from Motherboard to an alternative?

Accepted Answer

Start by listing the workflows you rely on most in Motherboard, such as hiring, employee records, approvals, and reporting. Then identify gaps that prompted the search, like localization, automation, or budget constraints. Finally, confirm how data will be migrated and who owns implementation, training, and ongoing support.

Question 2

What features should I look for in Motherboard alternatives for payroll ready HR?

Accepted Answer

Look for strong employee data management, configurable pay items, and clear approval workflows that reduce payroll errors. Useful additions include statutory reporting support, leave and attendance syncing, and role based access controls. Even if payroll is not built in, tight integration options can be essential.

Question 3

How do I compare pricing between Motherboard and Motherboard alternatives?

Accepted Answer

Compare total cost of ownership, not just the monthly subscription. Check per employee pricing, minimum seat requirements, charges for advanced modules, and fees for setup or support. Ask whether contracts are monthly or annual and whether pricing changes as headcount grows.

Question 4

Do Motherboard alternatives support recruitment and onboarding as well as Motherboard?

Accepted Answer

Many teams prioritize recruitment pipelines, interview scheduling, offer approvals, and onboarding task lists when evaluating Motherboard alternatives. Verify whether you can customize stages, automate reminders, and capture candidate to employee handover cleanly. Also confirm document management, templates, and e signature support if those matter to your process.

Question 5

What integrations should a Motherboard alternative have for a SaaS stack?

Accepted Answer

At minimum, ensure it can connect to identity and access tools, payroll or accounting systems, and communication platforms your team already uses. Check whether integrations are native or rely on third party connectors, and review any extra costs. Reliable APIs and webhooks are important if you plan custom workflows.

Question 6

Are Motherboard alternatives suitable for companies in Nigeria?

Accepted Answer

Suitability depends on local compliance needs, support coverage, and how well the platform handles regional policies and reporting. Confirm currency support, local statutory requirements where applicable, and availability of responsive customer support during your business hours. Also validate data hosting and privacy practices aligned with your organization’s requirements.

Question 7

How can I assess data security in a Motherboard alternative?

Accepted Answer

Review access controls, audit logs, encryption practices, and whether the vendor offers single sign on and multi factor authentication. Ask about data retention, backups, and incident response processes. For HR data, permissions and activity tracking are especially important.

Question 8

What is the best way to test Motherboard alternatives before committing?

Accepted Answer

Run a pilot with a small team and recreate key workflows you currently run in Motherboard. Import a sample dataset, test approvals, reporting, and integrations, and involve both HR and finance stakeholders. Set success criteria up front, such as time saved, error reduction, and user adoption.

Top 15 Best Motherboard Alternatives & Competitors (2026)

Alternatives to Motherboard

Deel Local Payrol...

Payrise

Recurr

SeamlessHR

WorkflowsHR

Andela

Loubby

FaidiHR

HumanManager

Workpay

Reposebay

Utiva

WorkRemits

CodeLnPay

PaidHR

Frequently Asked Questions

More HR & Talent Product Alternatives

More HR & Talent Product Alternatives