ElevenOS vs Sprout vs GreatDay HR: A Philippine Payroll Shortlist

1. Give all three providers the same buying brief

Start with your current employee count, likely growth, pay frequency, work locations and payroll owner. Describe the work that causes the most follow-up: incomplete punches, late approvals, payslip questions or repeated data entry. Ask each provider to demonstrate those cases and identify the package being shown.

Decide whether your team will operate payroll software or wants someone else to process payroll. Software access and a managed service assign different responsibilities. A quotation should say who cleans the data, reviews calculations, prepares outputs and completes each handoff. Compare subscriptions with subscriptions, then assess outsourced services as a separate operating choice.

For a recruitment business, also separate payroll for your employees from candidate placements for clients. Those workflows can require different systems and different user access.

• Scope HRIS requirements for a recruitment agency

2. ElevenOS: published plans with payroll from Growth

ElevenOS Starter covers employee records, attendance, schedules, leave and basic approvals. Growth adds Philippine payroll, digital payslips, pay adjustments, recruitment and performance tools. The standard monthly Growth formula is ₱2,490 plus ₱129 per active employee, with a minimum of 10 billable employees. That gives a ₱3,780 monthly subscription reference at the minimum and ₱8,940 at 50 employees.

Check the next plan when building your requirements list. BIR Form 2316 preparation and remittance reconciliation are listed under Business. API access, webhooks and custom integration scoping sit under Enterprise. A Growth payroll demonstration should not imply that all of those additional capabilities are included in its price.

These figures are standard monthly subscription references before applicable taxes and separately quoted services. Annual billing and promotional offers have their own terms. Request the written setup scope and renewal conditions alongside the employee calculation.

• Check ElevenOS pricing and plan inclusions

3. Sprout: quote the software separately from outsourcing

Sprout HR describes employee records, timekeeping, leave and employee access, connected with Sprout Payroll. Its payroll product lists salary processing, payslips, government reports and bank files. The HR FAQ directs buyers to request a quote covering their selected products, implementation and support. Use that quotation for a software comparison.

Sprout also offers Manatal for recruitment. Its Perform and Perform Pro products are paid additions to Sprout HR, with pricing dependent on headcount and modules. Ask which recruiting and review workflows are in your proposal. A capability being available elsewhere in the product family does not establish its inclusion in the quoted subscription.

The separate Payroll Starter page advertises an outsourced bundle from ₱15,000 per month with HR Lite. It states a 12-month standard contract and an additional ₱300–₱400 per employee monthly above 20 employees. That service price should not be presented as Sprout’s core software subscription or directly compared with a 50-person software estimate.

• Sprout HR scope and subscription FAQ
• Sprout Payroll capabilities
• Sprout Manatal recruitment product
• Sprout performance packages
• Sprout Payroll Starter service terms

4. GreatDay HR: check the advertised starter and options

GreatDay HR’s Philippine price page advertises ₱77 per employee per month and describes a Basic Starter Package with 50 licenses. Multiplying that published rate by 50 gives ₱3,850 per month. The same page warns that prices are changing soon, so treat the amount as a dated reference and confirm the available offer.

Its listed core features include attendance, leave, payroll, electronic payslips and BIR Form 2316 generation. Recruitment and performance management appear among the optional features. The page also lists online setup, employee training and support; do not assume these always carry extra charges.

The advertised starter subscription is lower than ElevenOS Growth’s standard 50-person monthly reference. That is useful information, but it does not establish a lower complete cost for identical requirements. Request a quotation identifying options, services, taxes and contract terms.

• GreatDay HR Philippine pricing and inclusions

5. Compare the outputs your payroll owner actually needs

Create a checklist with one row per required output and ask each vendor to mark the relevant product or plan. For BIR Form 2316, ElevenOS lists preparation in Business, GreatDay lists generation in its core features, and Sprout’s payroll developer documentation explicitly describes generation. This is a packaging check, not a conclusion about the accuracy of a customer’s tax records.

Then request a sample payslip, your required payroll register and any bank output you intend to use. Have the responsible person review the format and expected handoff. A generated file and a completed payment are separate milestones. Include support availability around your payroll cutoff and how corrections are handled after a run is finalized.

• Sprout payroll documentation, including BIR Form 2316
• Review ElevenOS Business scope

6. Make the final choice after the same practical demo

Give each provider a small, anonymized example: a new employee, an approved leave request, a missing attendance record and one pay adjustment. Follow those inputs through review to a payslip. Record unresolved questions and whether a feature needs configuration, another module or additional work.

Ask for comparable first-year and renewal totals once the scope is clear. Add your own migration and training effort to the decision. Use a parallel payroll review and a written acceptance checklist before your first live cutoff. The strongest shortlist is the one your team can evaluate with evidence from its actual work.

• Use the Philippine payroll implementation checklist
• Book an ElevenOS walkthrough for your requirements