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June 6, 2024
XX min read

Lano vs Sapling

Introduction

Navigating the crowded landscape of HRIS (Human Resources Information System) tools can be daunting, and selecting the right platform is crucial for optimizing human resource processes. Lano and Sapling are two notable solutions within the HRIS space, each with distinct strengths tailored to various human resource needs.

Lano is a cloud-based compliance and payments platform that offers a unified solution for hiring, managing, and paying employees and contractors in over 150 countries. Lano allows businesses to comply with local labor laws without setting up a legal entity in each country of operation.

As a Kallidus product, Sapling enhances onboarding, offboarding, core HR, and people operations with Kallidus’ expertise. This includes learning, performance, talent management, and learning content, providing a comprehensive tool for businesses focused on growth and development.

Comparing these HRIS tools is essential for businesses to identify which platform best aligns with their unique operational requirements and strategic goals.

Lano Overview

Lano serves as a versatile HRIS tool aimed at simplifying global workforce management. The platform’s core strength lies in its capacity to provide full compliance and payment solutions across a vast number of countries.

Key Features

  • Global Compliance: Ensures adherence to local labor laws and regulations without the need to establish a legal entity in each country.
  • Unified Payments Platform: Allows for seamless and secure payments to employees and contractors in over 150 countries.
  • Employee and Contractor Management: Streamlines the management of both employees and contractors from a single interface.
  • Tax and Legal Support: Provides comprehensive support for tax filings and legal requirements.
  • Invoicing and Expense Management: Facilitates easy financial operations with built-in invoicing and expense tracking tools.
  • Customizable Contracts: Offers the ability to create and manage customizable employment contracts tailored to regional laws.

Sapling Overview

Sapling, a product of Kallidus, boasts an extensive feature set that supports the entire employee lifecycle, from onboarding to offboarding, core HR operations, and people management.

Key Features

  • Onboarding and Offboarding: Automates processes to ensure a smooth transition for new hires and departing employees.
  • Core HR Functions: Centralizes employee data management, enhancing HR operational efficiency.
  • People Operations: Manages various aspects of employee relations, from performance to payroll integration.
  • Learning and Development Tools: Leverages Kallidus’ strength in providing learning resources and performance management tools.
  • Talent Management: Helps in recognizing, nurturing, and developing talent within the organization.
  • Integrated Performance Management: Tracks and manages employee performance and development metrics.

Similarities

Both Lano and Sapling are designed to streamline HR processes and enhance efficiency, though their approaches differ significantly:

  • Employee and Contractor Management: Both platforms support end-to-end management of employees and contractors, albeit with varying extents of global reach and compliance capabilities.
  • Centralized HR Data: Each tool enables the centralization of HR data, ensuring easy access and streamlined processes for HR teams.
  • Automation of HR Tasks: Both systems offer automation solutions that save time and reduce manual input for HR staff, improving accuracy and efficiency.

Differences

Despite their similarities, Lano and Sapling differ markedly in their offerings and core focus areas:

  • Global Compliance vs. Talent Management: Lano excels in providing global compliance and payment solutions, while Sapling focuses heavily on onboarding, offboarding, and talent management.
  • Target Audience: Lano is particularly valuable for businesses with a global workforce needing compliance in multiple countries. In contrast, Sapling is ideal for companies looking to enhance their learning, performance, and talent management processes.
  • Learning and Development: Sapling benefits from Kallidus' extensive capabilities in learning and development, an area where Lano does not specifically focus.
  • Payment Integrations: Lano offers a robust global payments platform, whereas Sapling integrates with various payroll systems but does not provide a dedicated payments solution.

Pros and Cons

Lano

Pros:

  • Global Reach: Supports compliance and payments in over 150 countries.
  • Comprehensive Compliance Support: Ensures adherence to local labor laws and regulations.
  • Customized Contracts: Offers the ability to create and manage localized employment contracts.
  • Unified Invoicing and Expense Tracking: Simplifies financial management for global teams.

Cons:

  • Learning and Development Capabilities: Lacks sophisticated L&D tools.
  • Talent Management: Does not provide extensive talent management solutions.
  • User Experience: Can be complex for smaller businesses with less sophisticated HR needs.

Sapling

Pros:

  • Seamless Onboarding/Offboarding: Automates the entire process for smooth transitions.
  • Integrated Learning and Development: Leverages Kallidus' strength in providing extensive L&D and talent management capabilities.
  • Performance Management Tools: Tracks and manages employee performance effectively.
  • User-Friendly Interface: Known for its intuitive and user-friendly design.

Cons:

  • Global Compliance: Less robust in handling global compliance compared to Lano.
  • Payments Platform: Does not provide an integrated global payments solution.
  • Customization Limits: Customization options might be limited compared to Lano’s contract solutions.

Use Cases

  • Lano as an HRIS Tool: 
  • Ideal for multinational companies managing a diverse global workforce.
  • Perfect for businesses needing to ensure compliance across various jurisdictions without setting up legal entities.
  • Suitable for organizations requiring a unified payment solution for global employees and contractors.

  

  • Sapling as an HRIS Tool:
  • Best suited for companies focusing on onboarding, offboarding, and managing employee lifecycle processes.
  • Works well for organizations looking to enhance their talent development and performance management infrastructure.
  • Ideal for businesses seeking integrated learning and performance management tools to foster employee growth.

Conclusion

When comparing Lano and Sapling, each tool brings unique strengths to the table that cater to different HR needs. 

Lano’s strong emphasis on global compliance and payments makes it an excellent choice for businesses operating across multiple countries. Its ability to manage compliance without the need for local legal entities and its unified invoicing and expense management system position it as the go-to solution for multinational workforce management.

Conversely, Sapling’s robust onboarding, talent management, and learning and development capabilities, augmented by Kallidus' expertise, make it a powerful tool for companies seeking to enhance their HR processes from hire to retire. Its performance management features and user-friendly interface provide a comprehensive solution for optimizing employee journeys and fostering growth.

Ultimately, the choice between Lano and Sapling depends on the specific needs and goals of your business. If managing global compliance and payments is a priority, Lano is likely the better fit. However, if your focus is on streamlining onboarding, driving talent development, and enhancing overall employee experience, Sapling should be on top of your list.

Key takeaways 🔑🥡🍕

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