GITNUXSOFTWARE ADVICE
HR In IndustryTop 10 Best Cloud Based Hcm Software of 2026
Top cloud based hcm software ranked by features and HR workflows, with Sage People, Paylocity, and isolved compared for HR teams.
How we ranked these tools
Core product claims cross-referenced against official documentation, changelogs, and independent technical reviews.
Analyzed video reviews and hundreds of written evaluations to capture real-world user experiences with each tool.
AI persona simulations modeled how different user types would experience each tool across common use cases and workflows.
Final rankings reviewed and approved by our editorial team with authority to override AI-generated scores based on domain expertise.
Score: Features 40% · Ease 30% · Value 30%
Gitnux may earn a commission through links on this page — this does not influence rankings. Editorial policy
Sage People is the strongest cloud HCM pick for mid-market multinational employers when you need HR lifecycle workflows with Salesforce-based integration for downstream systems, whereas isolved fits better if your HR team wants controlled automation across core HR and compensation-related processes.
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
Sage People
Configurable approval workflows across HR events connect employee data changes to policy-driven authorization steps.
Built for fits when HR teams need lifecycle workflows plus API-driven integration to downstream HR and business systems..
Paylocity
Editor pickPaylocity’s workflow-driven HR administration ties employee updates into payroll and downstream approvals.
Built for fits when mid-market HR and payroll teams need one workflow for employee changes..
isolved
Editor pickConfigurable workflow approvals for HR actions that route tasks by role, status, and record context.
Built for fits when HR teams need controlled workflow automation across core HR, benefits, and compensation..
Related reading
Comparison Table
Sage People
mid-marketCloud HCM built on Salesforce for mid-market multinational employers covering HR, payroll, and talent.
Configurable approval workflows across HR events connect employee data changes to policy-driven authorization steps.
Sage People supports employee lifecycle management across core HR, recruiting, onboarding, performance, and compensation, with role-based views for employees and managers. The system uses configurable forms and approval flows so HR teams can standardize events like profile updates, transfers, and goal cycles. Integration and extensibility are handled through REST API integration plus file-based exchange patterns used for bulk updates. These capabilities fit organizations that need one system of record for HR data and want consistent processes across the employee lifecycle.
A key tradeoff is that process depth depends on configuration choices for each lifecycle workflow, which can slow rollout if requirements are not pre-mapped. Sage People fits best when HR wants centralized HR administration and can invest in governance and workflow design so the approval chains match policy.
- +Configurable employee and manager workflows for recurring HR lifecycle events
- +REST API integration supports custom HR data exchange and automation
- +Recruiting and applicant tracking connects hiring steps to employee records
- +Audit trail supports change visibility for HR-managed data
- –Workflow configuration effort can be high for complex approval chains
- –Some advanced reporting needs additional configuration beyond standard views
- –Integration testing workload increases with multiple dependent systems
- –Role design requires governance to avoid access sprawl
HR operations teams
Standardize employee lifecycle approvals
Fewer manual exceptions
Talent and HR managers
Run performance and compensation cycles
More consistent reviews
Show 2 more scenarios
HR integration engineers
Sync HR data with enterprise apps
Lower integration overhead
Uses REST API integration and exchange patterns for cross-system provisioning and updates.
Recruiting coordinators
Track candidates through hiring stages
Faster time to hire
Uses recruiting and applicant tracking to manage candidate flow and connect decisions to onboarding.
Best for: Fits when HR teams need lifecycle workflows plus API-driven integration to downstream HR and business systems.
More related reading
Paylocity
mid-marketCloud payroll and HCM platform for mid-market employers with HR, benefits, talent, and workforce management.
Paylocity’s workflow-driven HR administration ties employee updates into payroll and downstream approvals.
Paylocity supports core HR management with employee records, organizational and position structures, and employee self-service plus manager self-service workflows. The suite connects day-to-day processes like time entry, absence tracking, and HR requests to downstream payroll data handling. Recruiter and performance modules can run alongside these HR processes so managers and HR staff use consistent employee context.
A key tradeoff is that deeper customization and complex automation tend to require governance around configurations and data mappings. Paylocity fits best when HR and payroll must coordinate employee changes across systems, such as onboarding events that impact payroll inputs and benefits elections.
- +Employee change workflows link HR actions to payroll-ready data
- +Time, absence, and HR requests reduce cross-system handoffs
- +Manager self-service covers approvals without extra tooling
- +Extensible integration options via REST API and partners
- –Complex automation requires careful configuration governance
- –Some advanced workforce analytics depend on reporting setup
- –Cross-module process design takes effort during implementation
- –Legacy system migrations can require mapping work
HR operations teams
Manage onboarding and role changes
Fewer missed payroll updates
Payroll teams
Coordinate time, absence, and payroll inputs
Reduced reconciliation effort
Show 2 more scenarios
Recruiting teams
Track applicants through offers
Faster handoffs to HR
Recruiting workflows keep hiring decisions connected to employee records for smoother transitions.
HR and managers
Run performance cycles with employee context
More consistent reviews
Performance workflows connect to manager actions using the same employee profile across HR processes.
Best for: Fits when mid-market HR and payroll teams need one workflow for employee changes.
isolved
SMBCloud HCM platform for SMB and mid-market employers with payroll, HR, benefits, and talent management.
Configurable workflow approvals for HR actions that route tasks by role, status, and record context.
isolved organizes HCM processes around role workflows for HR administrators, managers, and employees through employee self-service and manager self-service screens. The suite covers core human capital management and typical adjacent modules like recruiting, performance management, compensation management, and benefits administration. Administration includes RBAC-style permissions and change visibility via audit logs, which helps teams control who can update sensitive records.
A tradeoff appears in setup depth, because workflow configuration, permission mapping, and integration choices require project attention to avoid misrouted approvals. isolved fits organizations that need HR change controls and review flows across HR master data updates, compensation actions, and benefits enrollment while coordinating with payroll through file-based or API integrations.
- +Workflow-led HR processes with approval paths across employee lifecycle actions
- +Manager and employee self-service reduces manual HR update requests
- +Role-based access and audit logs support controlled changes to sensitive data
- +Wide module coverage spanning recruiting, performance, compensation, and benefits
- –Implementation requires careful permission and workflow configuration to prevent approval routing issues
- –Some integration scenarios depend on supported interfaces rather than direct connectivity
- –Reporting customization can require more administrative work than basic dashboards
HR operations teams
Automate compensation and status change approvals
Faster approvals with traceability
Benefits administrators
Run enrollment changes with manager input
Fewer processing errors
Show 2 more scenarios
Workforce payroll integration owners
Synchronize payroll-critical employee data
More consistent payroll inputs
Exports and integrations move HR master data and time-related changes into payroll processing.
Talent acquisition teams
Coordinate recruiting status and reviews
Cleaner handoffs across teams
Applicants progress through recruiting stages with task ownership for recruiters and hiring managers.
Best for: Fits when HR teams need controlled workflow automation across core HR, benefits, and compensation.
UKG Pro
enterpriseCloud HCM and workforce management platform combining HR, payroll, time, and scheduling for mid-to-large employers.
UKG Pro time and absence configuration ties approvals and balances to HR-driven eligibility rules.
UKG Pro is a cloud HCM suite built for HR, payroll, recruiting, and workforce management in one tenant. It supports employee and manager self-service, time and absence workflows, and core HR master data operations tied to organizational structure and positions.
UKG Pro’s integration surface centers on REST API access and secure file-based exchange for payroll, benefits, and downstream systems that need consistent employee records. Administration uses role-based permissions and audit logging to govern configuration changes and track key HR and timekeeping actions.
- +Time and absence workflows align with HR-driven employee records
- +REST API supports integrations for HR, scheduling, and reporting automation
- +Role-based permissions and audit logs support governed admin operations
- +Manager self-service reduces HR ticket volume for common requests
- –Onboarding data setup for org, positions, and roles needs careful governance
- –Complex workflows can require configuration iterations before broad rollout
- –Some advanced reporting needs extra extraction and transformation work
- –Integration projects depend on mapping accuracy across HR and payroll data
Best for: Fits when mid-size to enterprise organizations need unified HR workflows plus payroll and workforce integrations.
ADP Workforce Now
mid-marketCloud HCM platform for mid-sized businesses covering payroll, HR, benefits, time, and talent management.
Integrated HR workflows that coordinate employee changes across HR records, time data, and payroll handoffs.
ADP Workforce Now runs HR core workflows such as employee lifecycle management, organizational setup, and HR master data maintenance in a cloud delivery. The system coordinates time and attendance, absence records, and payroll interfaces, then ties manager and employee self-service screens to those records.
ADP also supports talent and performance processes and role-based workflows for HR operations across departments. Administrators manage configuration, integrations, and reporting from a centralized configuration and audit view designed for multi-user governance.
- +Tightly connected time, absence, and payroll integration reduces reconciliation work.
- +Manager and employee self-service drives consistent HR data updates.
- +HR workflow configuration supports approvals across multiple departments.
- +Audit trail visibility supports governance for sensitive HR changes.
- –Workforce and HR data setup requires careful mapping to avoid downstream errors.
- –Extending niche workflows can depend on integration work outside core configuration.
- –Talent and performance modules can add configuration complexity for small teams.
- –Reporting customization may require frequent admin adjustments for consistent outputs.
Best for: Fits when mid-market organizations need integrated HR, time, and payroll workflows with governed admin control.
Paycor
mid-marketCloud HCM platform for SMB and mid-market employers with payroll, HR, benefits, and talent modules.
Workflow-driven onboarding and HR approvals that connect requests to manager actions and downstream HR records.
Paycor targets organizations that need end-to-end HCM workflows across HR, payroll-adjacent processes, and workforce management with strong manager participation. The system includes employee and manager self-service, time and attendance, absence handling, and recruiting and performance modules under one administrative experience.
Paycor also supports integrations for identity and downstream systems through REST API and connector-style data exchange for onboarding and HR master data synchronization. Automation centers on configurable workflows for approvals, case management, and onboarding steps tied to configured HR processes.
- +Configurable approval workflows reduce manual HR case handling
- +Tight connection between time, absence, and HR administration
- +Manager and employee self-service supports recurring HR processes
- +REST API supports custom integrations for HR data flows
- –Complex configurations require governance to keep workflows consistent
- –Advanced recruiting and talent workflows depend on module configuration
- –Integration projects often need custom mapping between systems
- –Reporting depth can require report building for specific views
Best for: Fits when mid-market HR teams need unified HR workflows plus time and absence execution with integration support.
Paycom
mid-marketSingle-database cloud HCM with payroll, HR, talent, and time for US mid-market and enterprise clients.
Tightly integrated time, payroll, and HR workflow engine that routes approvals and payroll-impacting changes from manager actions.
Paycom differentiates itself in cloud HCM through its tightly connected payroll, time and attendance, and HR workflows that reduce handoffs across systems. The product covers core HR with employee and manager self-service, plus recruiting and applicant tracking, performance, and compensation workflows.
It also supports benefits administration and HR reporting with configuration options intended to match organizational rules. Paycom’s API and integration options focus on keeping employee and time data synchronized across payroll, HR, and external systems.
- +Payroll, time, and HR workflows share data paths to reduce reconciliation work.
- +Manager self-service supports approvals tied to HR processes.
- +Recruiting and performance modules connect to employee lifecycle records.
- +REST API integration supports automated provisioning and data sync.
- –Complex organizations may need governance discipline to manage role permissions.
- –Some advanced reporting requires report builder familiarity to maintain consistency.
- –Integrations to nonstandard HRIS data can require mapping and testing cycles.
- –Global rollout needs careful configuration for local rules and calendars.
Best for: Fits when mid-market organizations want one HCM suite where time and payroll data drives HR workflows and approvals.
Dayforce
enterpriseSingle cloud platform for HR, payroll, benefits, workforce management, and talent across global operations.
Dayforce workflow configuration ties time and absence events to payroll-relevant HR processing rules.
Dayforce is a cloud-based HCM suite built around workforce management and payroll-connected HR processes. The core strength is how scheduling, time reporting, and HR workflows feed a consistent payroll and absence calculation path through configurable rules.
Dayforce also spans benefits administration, recruiting, performance, compensation, and employee self-service with role-based access. Its API and integration options support data exchange for identity, payroll, and HRIS-style master data across downstream systems.
- +Tightly connected scheduling, time, and payroll workflows reduce reconciliation work
- +Strong workforce planning inputs for labor forecasting and shift execution
- +Configurable HR processes for approvals across the employee lifecycle
- +API options for integrating HR master data and downstream applications
- –Complex configuration can slow initial rollout for multi-entity organizations
- –Some analytics require deeper admin setup than simpler HR suites
- –Extending niche workflows often depends on integration and governance discipline
- –Cross-module changes can increase regression testing effort during updates
Best for: Fits when mid-market and enterprise employers need one system to link schedules, time, and HR-driven payroll workflows.
Cornerstone OnDemand
talent specialistCloud talent management suite specializing in learning, performance, recruiting, and content development.
Unified lifecycle workflows across HR core, recruiting, and performance with configurable approvals and audit trail at workflow step level.
Cornerstone OnDemand runs core human capital management workflows in a multi-tenant cloud for HR, talent, and workforce processes. Employee self-service and manager self-service are tied to configurable position, performance, and recruiting data so teams can execute end-to-end lifecycle activities.
The automation surface includes workflow configuration, role-based access controls, and data change tracking through audit logging. Integration depth is driven by HR data interchange formats, identity integrations for single sign-on, and REST API integration for system-to-system sync.
- +Wide coverage across HR core, talent, performance, and recruiting workflows
- +Configurable workflows reduce reliance on custom code for common HR processes
- +Strong integration options via REST API integration and identity synchronization
- +Audit log visibility supports investigation of key changes across HR activities
- –Complex configuration and governance are required for consistent permission design
- –Some cross-module reporting depends on data availability and configuration quality
- –Talent and performance setup can require iterative tuning to match recruiting goals
- –Automations can become harder to trace when many steps are customized
Best for: Fits when a mid-market or enterprise HR team needs one system for HR core, talent, and manager workflows with auditability.
Rippling
mid-marketCloud platform unifying HR, IT, and finance for employee lifecycle management from onboarding to payroll.
Lifecycle-driven automation that triggers IT access, app provisioning, and policy changes from HR events.
Rippling combines core HCM workflows with tightly coupled IT administration inside one employee lifecycle, where HR actions can drive software provisioning and device access. The system centers on configurable employee records, automated onboarding and offboarding checklists, and manager and employee self-service experiences.
Rippling also supports HRIS-style integrations through a documented API and sync patterns that feed downstream payroll, benefits, and reporting systems. Administration emphasizes audit trails for key changes and role-based controls for HR and IT operators.
- +Cross-domain automation links HR changes to IT provisioning workflows
- +Workflow automation covers onboarding, transfers, and offboarding steps
- +Strong API surface supports custom integration and data synchronization
- +Audit trail visibility helps track configuration and employee record changes
- –Complex automation rules can require governance to avoid drift
- –Recruiting and talent management depth is less specialized than HR-suite peers
- –Advanced reporting often depends on integration or exports for analytics needs
- –Some edge-case requirements require configuration using admin tooling
Best for: Fits when HR and IT need shared automation tied to employee lifecycle events.
Conclusion
After evaluating 10 hr in industry, Sage People stands out as our overall top pick — it scored highest across our combined criteria of features, ease of use, and value, which is why it sits at #1 in the rankings above.
Use the comparison table and detailed reviews above to validate the fit against your own requirements before committing to a tool.
How to Choose the Right cloud based hcm software
Cloud based HCM software centralizes employee records in SaaS and coordinates HR workflows like onboarding, transfers, approvals, and offboarding across HR, time, and payroll touchpoints. This buyer’s guide covers Sage People, Paylocity, isolved, UKG Pro, ADP Workforce Now, Paycor, Paycom, Dayforce, Cornerstone OnDemand, and Rippling.
The selection criteria focus on integration depth through documented APIs and automation surfaces, plus admin and governance controls that prevent approval routing errors. Sage People and isolved illustrate how configurable approval workflows can connect HR events to policy-driven authorization steps instead of relying on manual handoffs.
Cloud based HCM software for HR core, workforce processes, and workflow-led automation
Cloud based HCM software is delivered as SaaS HCM using multi-tenant architecture for managing HR master data and running employee lifecycle workflows like onboarding, job changes, and offboarding. It typically includes employee and manager self-service so HR updates flow through governed workflows rather than one-off spreadsheet actions.
In practice, the workflow engine is where integrations matter most because HR record changes must trigger downstream steps like payroll-ready updates, time eligibility rules, and approvals. Sage People emphasizes configurable approval workflows across HR events paired with REST API integration for custom HR data exchange and automation, while UKG Pro ties time and absence approvals to HR-driven eligibility rules supported by REST API for automation.
Workflow integration depth, governance controls, and automation extensibility
Cloud based HCM software succeeds when employee record changes flow through governed workflows into payroll-ready time, absence, and HR fields instead of living as disconnected tasks.
Integration depth matters because approvals and downstream updates depend on how the platform moves data through documented APIs and automation surfaces across HR, time, and payroll touchpoints.
Configurable approval workflows for HR events
Sage People uses configurable approval workflows across HR events to connect employee data changes to policy-driven authorization steps. isolved provides workflow approvals routed by role, status, and record context across core HR, benefits, and compensation.
Time and absence workflows tied to HR-driven rules
UKG Pro ties time and absence configuration to HR-driven eligibility rules using REST API supported integrations for automation. Dayforce links time and absence events to payroll-relevant HR processing rules to reduce reconciliation between scheduling, time, and payroll.
Workflow-led HR to payroll handoff
Paylocity ties employee change workflows into payroll and downstream approvals so HR actions become payroll-ready data. Paycom routes approvals and payroll-impacting changes from manager actions through a tightly integrated time and payroll and HR workflow engine.
Auditability at workflow step level
Cornerstone OnDemand provides configurable lifecycle workflows across HR core, recruiting, and performance with audit trail at workflow step level. Sage People focuses on approval workflow configuration across HR events and pairs that with REST API integration for automation.
Automation extensibility across domains
Rippling triggers IT access and app provisioning and policy changes from HR lifecycle events to connect HR to IT automation. Sage People emphasizes REST API integration to support custom HR data exchange and workflow automation.
Admin governance for complex workflow routing
Paycor supports configurable approval workflows for onboarding and HR requests with a tight connection between time, absence, and HR administration. ADP Workforce Now coordinates employee changes across HR records, time data, and payroll handoffs with governed admin control.
Choose by workflow philosophy, integration surface, and governance depth
The category narrows quickly once workflow automation scope is clear because some platforms treat HR changes as workflow objects tied to approvals while others coordinate time and payroll first and then drive HR administration from those paths.
Integration and governance decide whether automation stays reliable as organizations add entities, roles, and edge-case HR events that require consistent routing and repeatable approvals.
Map approval routing to your HR event types
If HR needs approval chains that attach to changing employee records across many event types, Sage People and isolved fit the workflow-led model with configurable approval paths across lifecycle actions. If the priority is HR and payroll alignment driven by time and absence processing rules, UKG Pro and Dayforce match the workflow-to-payroll eligibility shape.
Verify the integration surface for downstream systems
Choose tools with REST API support for HR data exchange when workflows must trigger custom updates across scheduling, reporting, and other HR and business systems. Sage People and UKG Pro explicitly pair configurable workflows with REST API integration to support automation beyond core configuration.
Test workflow routing governance with role and status variations
If approval routing depends on permissions and record context, isolved requires careful permission and workflow configuration to avoid routing issues. If governance drift risk is a concern, Rippling’s cross-domain automation rules need governance discipline to prevent automation from diverging across lifecycle scenarios.
Decide whether time and absence should be the workflow anchor
Paylocity and ADP Workforce Now coordinate employee changes across HR records, time data, and payroll handoffs, which suits organizations that want one workflow for employee changes and payroll-ready outcomes. Paycom and Dayforce center time and absence events that connect to payroll-relevant HR processing rules and reduce reconciliation work.
Check auditability needs against workflow step visibility
When compliance demands step-level visibility across HR core, recruiting, and performance, Cornerstone OnDemand provides audit trail at workflow step level. When the key requirement is integrating HR events into policy-driven approvals, Sage People’s configurable approval workflows focus on authorization steps tied to HR data changes.
Validate multi-module coverage against the required workforce scope
For organizations that must unify HR core, recruiting, and performance with approvals across lifecycle workflows, Cornerstone OnDemand provides wide coverage across these workflow areas. For teams that prioritize HR lifecycle workflow automation with API-driven integration to downstream systems, Sage People fits the HR workflow and integration emphasis.
Who benefits from this cloud based HCM workflow and automation mix
These platforms fit teams that treat employee lifecycle actions as workflow objects and need approvals that connect HR updates to payroll-ready outcomes across time and absence.
The best fit depends on whether HR governance must stay consistent across complex approval chains or whether HR and IT automation must share lifecycle event triggers.
Mid-market HR teams standardizing employee change approvals
Paylocity and Paycor support workflow-driven HR administration where employee changes connect to approvals and downstream records. Their time, absence, and HR requests reduce cross-system handoffs when HR updates must become payroll-ready data.
HR and payroll teams that require time and absence tied to eligibility rules
UKG Pro and Dayforce tie time and absence configuration to HR-driven eligibility and payroll-relevant HR processing rules. This approach reduces reconciliation when schedules and time decisions must map to payroll processing logic.
Enterprises needing step-level audit trail across multiple HR domains
Cornerstone OnDemand provides unified lifecycle workflows across HR core, recruiting, and performance with audit trail at workflow step level. This supports governance needs when investigators must see what happened at each workflow step.
HR and IT teams coordinating access provisioning from lifecycle events
Rippling connects lifecycle-driven automation to IT access and app provisioning and policy changes. This suits organizations where HR events must trigger onboarding and offboarding actions outside HR.
HR teams with custom downstream systems requiring REST API-driven exchange
Sage People supports configurable approval workflows paired with REST API integration for custom HR data exchange and automation. UKG Pro also pairs REST API support with workflow and eligibility rule automation for integrations.
Common pitfalls when buying cloud based HCM workflow platforms
Misalignment between approval routing design and governance capacity leads to delayed rollouts and inconsistent approvals across employee lifecycle events. Integration scope can also break automation when downstream systems need more than standard reporting or limited interfaces.
Underestimating workflow configuration effort for complex approval chains
Sage People highlights that workflow configuration effort can be high for complex approval chains. Plan governance time for isolved approval routing across role and status variations to avoid approval routing issues.
Treating advanced analytics as a plug-and-play capability
Paylocity notes that some advanced workforce analytics depend on reporting setup. Paycom also indicates that some advanced reporting requires report builder familiarity to maintain consistency.
Skipping data mapping validation across HR, time, and payroll
ADP Workforce Now warns that workforce and HR data setup requires careful mapping to avoid downstream errors. UKG Pro adds that onboarding data setup for org, positions, and roles needs careful governance.
Building cross-domain automation without governance discipline
Rippling notes that complex automation rules can require governance to avoid drift. Paycom flags that complex organizations may need governance discipline to manage role permissions.
Assuming integrations extend niche workflows without extra work
ADP Workforce Now states that extending niche workflows can depend on integration work outside core configuration. isolved cautions that some integration scenarios depend on supported interfaces rather than direct connectivity.
How We Selected and Ranked These Tools
We evaluated Sage People, Paylocity, isolved, UKG Pro, ADP Workforce Now, Paycor, Paycom, Dayforce, Cornerstone OnDemand, and Rippling using feature coverage and workflow automation behavior as the primary selection criteria. Features received 40% of the weight, ease and value each received 30% of the weight, and scoring emphasized how configurable workflows connect employee lifecycle events to approvals and downstream outcomes.
Sage People ranked highest because configurable approval workflows connect HR events to policy-driven authorization steps and because REST API integration supports custom HR data exchange and automation. Sage People also earned strong ease and value scores tied to workflow setup as reflected by its 9.2 Ease and 9.5 Value ratings.
Frequently Asked Questions About cloud based hcm software
How do Sage People and Paylocity handle HR data exchange with other systems through APIs and imports?
Which systems provide SSO support via identity synchronization, and how is access controlled?
When migrating HR master data, what differences show up in data model and workflow readiness across ADP Workforce Now and isolved?
How do administrator controls and audit trails differ between UKG Pro and Rippling?
What tradeoff occurs when choosing Dayforce over Paycom if scheduling and time drive payroll calculations?
How do onboarding and offboarding workflows differ between Paycor and Rippling for manager participation and automation?
Which products route employee changes through approval steps with configurable workflow engines, and how does that affect throughput?
What breaks if integrations fail to match the expected employee record model in UKG Pro and ADP Workforce Now?
How do Cornerstone OnDemand and Paylocity differ in positioning manager and employee self-service inside the HR lifecycle?
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
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