GITNUXSOFTWARE ADVICE
Business FinanceTop 10 Best Compensation Statement Software of 2026
Rank 10 compensation statement software options for payroll and HR teams, covering Payfactors, Compgap, and OpenComp with pros and tradeoffs.
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
Payfactors is the strongest fit when compensation teams need repeatable total rewards statement generation with consistent pay components across cycles, whereas Compgap works better as an SMB entry point if you want controlled, audit-friendly statement runs with archive and access tracking.
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
Payfactors
Configurable pay-component mapping drives consistent rendering across statement templates for total rewards disclosure.
Built for fits when compensation teams need repeatable statement generation with strong pay-component consistency across cycles..
Compgap
Editor pickGeneration window and archive controls tie each compensation run to a consistent set of statement outputs and history.
Built for fits when total rewards teams need controlled, repeatable pay statement runs with audit-friendly archive and access tracking..
OpenComp
Editor pickOpenComp’s statement generation window controls when calculations render and when statement delivery activates for each cycle.
Built for fits when global teams need recurring compensation statement automation with controlled templates..
Comparison Table
Payfactors
enterpriseCloud compensation management platform offering total rewards statements as part of its core package.
Configurable pay-component mapping drives consistent rendering across statement templates for total rewards disclosure.
Payfactors supports compensation statement template design that groups pay components into clear disclosures across base pay breakdown, bonus or commission detail, and equity grant summary. Statement generation runs on defined windows and produces a historical statement archive for prior periods. Integration is centered on HRIS integration and payroll data feed ingestion so employee records and pay amounts stay aligned to the same identity keys across cycles.
A key tradeoff is that statement fidelity depends on data quality in the mapped pay components and the completeness of the source pay feed. Payfactors fits when HR and compensation teams need consistent total compensation statement delivery across multiple statement types and repeated cycles with audit-friendly access logging for who viewed which statement.
- +Statement templates render base, variable, and equity disclosures in one employee view
- +Statement generation windows keep disclosures aligned to compensation cycles
- +Historical statement archive supports employee access to prior periods
- +Configurable workflow controls support approvals before statement delivery
- –Accurate component mapping requires clean source pay-feed structure
- –Complex multi-currency disclosures add setup overhead when sources differ
- –Advanced customization of layouts can require admin time to maintain
HR compensation operations teams
Run quarterly merit and variable statements
Fewer discrepancies across cycles
Total rewards managers
Publish one total rewards disclosure
Clearer compensation transparency
Show 2 more scenarios
Payroll and HRIS analysts
Maintain statement accuracy from feeds
Reduced reconciliation work
Ingest HRIS integration and payroll data feeds to keep employee identity and pay amounts aligned.
People managers
Review manager compensation inputs
Faster statement review
Use manager compensation views to support review workflows without exposing full employee data.
Best for: Fits when compensation teams need repeatable statement generation with strong pay-component consistency across cycles.
Compgap
SMBCompensation management suite including personalized total compensation statements for employees.
Generation window and archive controls tie each compensation run to a consistent set of statement outputs and history.
Compgap fits organizations that treat pay communication as a cycle with defined inputs and outputs. The product workflow supports pay statement template configuration and statement generation window control so each compensation run produces consistent documents. A statement delivery and access trail helps teams manage employee self-service portal viewing and provide evidence for who accessed which statement.
One tradeoff is that deeper automation typically depends on accurate upstream pay data feeds and clean pay-component mapping, since statement output is only as reliable as the components entered or imported. Compgap works best when HR or total rewards teams need to run frequent base-pay breakdown and variable-pay disclosure communications with consistent formatting.
- +Cycle-based statement generation window controls reduce publishing variance
- +Pay-component mapping supports consistent total-rewards style outputs
- +Statement access logging supports employee access review workflows
- +Historical archive supports repeat lookup across compensation cycles
- –High-quality upstream payroll data is required for accurate rendering
- –Template configuration can take more iteration than generic document tools
- –Automation depth depends on the available integration patterns for feeds
Total rewards teams
Run quarterly compensation statement cycles
Faster, consistent communications
HR operations
Manage statement templates at scale
Lower manual document edits
Show 2 more scenarios
Compensation analysts
Audit statement access for compliance
Reduced audit friction
Access logging supports internal reviews of statement viewing and distribution timing.
Payroll operations
Maintain accurate pay component feeds
Fewer corrections after release
Statement output depends on clean pay-component inputs and predictable payroll data alignment.
Best for: Fits when total rewards teams need controlled, repeatable pay statement runs with audit-friendly archive and access tracking.
OpenComp
SMBCompensation management platform providing benchmarking, planning, and total rewards visibility.
OpenComp’s statement generation window controls when calculations render and when statement delivery activates for each cycle.
OpenComp generates total-rewards statements from structured compensation inputs and uses pay statement templates to keep formatting consistent across employee populations. Statement delivery can target employees through a self-service portal and support historical statement archive access, which reduces rework during compensation cycle changes. Manager compensation views are supported so leaders can review grouped pay components aligned to the same calculation window.
A tradeoff is that deeper customization depends on template and configuration discipline rather than fully custom statement layouts per role. OpenComp fits best when HR and compensation teams need automated statement refreshes that align to a fixed statement generation window and repeatable communication cadence across countries.
- +Configurable statement templates keep pay communications consistent across cycles
- +Pay-component grouping supports clear base and incentive breakdowns
- +Statement delivery logging supports audit-friendly access tracking
- +Manager views align with employee statements from the same generation window
- –Advanced formatting changes require careful template configuration
- –Multi-currency setups can add overhead for mixed-currency organizations
Compensation operations teams
Automate quarterly total-rewards statements
Fewer cycle delays
HR business partners
Review manager and employee views
Faster payout questions
Show 1 more scenario
Global payroll and HRIS teams
Handle multi-currency statement rendering
Less translation work
Global teams render localized statements with currency-aware values for international employee populations.
Best for: Fits when global teams need recurring compensation statement automation with controlled templates.
Salary.com CompAnalyst
enterpriseCompensation data and software platform including total rewards statement module.
Total-rewards statement rendering that combines analytics-backed pay context with sectioned equity and incentives in one output.
Salary.com CompAnalyst focuses on compensation statement workflows that combine pay data with structured statement outputs for HR and finance distribution. It supports total rewards statement generation driven by configurable pay-component groupings such as base, incentive, equity, and other rewards.
The system is built around salary benchmarking content and compensation analytics, which feeds statement context like pay philosophy disclosure and pay-band visualization for clearer internal explanations. Statement delivery and archive handling are oriented around repeatable compensation cycles, including manager versus employee views for pay communication.
- +Comp statement outputs are driven by configurable pay-component groupings.
- +Manager and employee views support different levels of pay communication context.
- +Total rewards statement rendering includes equity and incentive sections in one view.
- +Historical statement archive supports year-over-year comparisons for HR reporting.
- –Requires careful configuration to keep pay-frequency alignment consistent across components.
- –Pay statement templates need governance discipline to avoid inconsistent messaging.
Best for: Fits when compensation teams need analytics-backed statements with controlled templates and role-specific views.
HRSoft Total Rewards
enterpriseCloud-based total rewards statement software designed for enterprise compensation communication.
Cycle-bound statement generation that pulls mapped pay components into a single total-rewards statement dataset for consistent output.
HRSoft Total Rewards generates organization and employee compensation statements that combine base pay, variable pay, and equity into a single rewards view for delivery to employee self-service. The system supports pay-component mapping and statement generation windows so each compensation cycle can produce consistent output and align with pay-frequency rules.
HRSoft Total Rewards also provides statement history and access controls to support statement delivery method governance and logged employee retrieval. Automation features center on ingestion of HRIS and payroll data into a total-rewards statement data set that can be refreshed for each cycle.
- +Multi-cycle statement generation supports repeatable rewards-statement rendering per pay period
- +HRIS and payroll data feeds reduce manual copy edits during compensation cycle alignment
- +Statement archive preserves historical statement outputs for employee lookup
- +Pay-component grouping helps keep base, bonus, and equity in distinct sections
- –Complex pay-component mapping requires configuration discipline across multiple compensation plans
- –Manager-compensation-view depth can lag behind statement-level detail for some org structures
- –Localized statement localization relies on structured template variations rather than fully dynamic layouts
- –Access logging breadth is narrower than full audit-log requirements for highly regulated reporting
Best for: Fits when organizations need repeated total-rewards statement generation from HRIS and payroll feeds with structured templates and history.
Benefitfocus
enterpriseBenefits administration platform offering total rewards statement modules for employers.
Benefits-focused total rewards statement assembly that pulls pay-component detail from HR-linked data sources for employee delivery.
Benefitfocus supports compensation statement workflows tied to HR and benefits data so teams can generate and deliver total rewards statements with pay-component detail. The tool is designed around HRIS and benefits administration integrations, so statement content can be driven by upstream eligibility, compensation, and pay history feeds.
Statement generation and delivery include controls for configuration and reuse of pay statement templates across compensation cycles. For organizations running compensation transparency and pay equity disclosure obligations, Benefitfocus provides structured rendering for multi-component disclosures and localized statement delivery options.
- +Tight alignment to benefits administration data for total rewards statement rendering
- +Template-driven statement generation supports consistent formatting across cycles
- +Integration-oriented design for pulling compensation and related employee data
- +Configurable employee-facing delivery routes with historical statement storage
- –Compensation cycle mapping requires careful configuration across HR and payroll sources
- –Admin workflows can feel complex when multiple pay components and disclosures are enabled
- –Statement customization can become dependent on template constraints and release cadence
- –Advanced governance like fine-grained statement access logging may require extra setup
Best for: Fits when compensation statements must reflect benefits and compensation feeds across recurring disclosure cycles.
Total Rewards Software
SMBDedicated total compensation and rewards statement software for mid-market and enterprise organizations.
Statement configuration that combines imported compensation inputs with cycle-aware rendering for consistent total-rewards statement outputs.
Total Rewards Software focuses on pay communication through configurable total-rewards statements and compensation disclosure templates instead of only HR case management. Statement generation is driven by imported HR, payroll, and compensation inputs, then rendered into employee-ready documents with cycle-aware timing.
The system supports employee self-service delivery plus a historical statement archive so managers and staff can reference prior pay communications. Admin controls are built around statement configuration, access permissions, and audit-oriented tracking of statement availability.
- +Configurable compensation statement templates for consistent pay communication
- +Historical statement archive supports back-referencing for past compensation cycles
- +Employee self-service delivery reduces manual document distribution
- +Import-driven statement generation maps HR and payroll inputs into outputs
- –Template changes require careful governance to prevent statement inconsistencies
- –API and automation surface details are less explicit than top-tier peers
- –Advanced pay-component grouping can take time to model correctly
- –Multi-currency statement handling is limited for complex localization needs
Best for: Fits when mid-market teams need statement-driven pay communication with employee self-service and retention.
beqom
enterpriseEnterprise total compensation management platform with total rewards statement generation.
Cycle-based statement orchestration with review checkpoints that restrict what gets rendered and delivered.
beqom delivers compensation statement generation with workflow controls geared for pay-communication cycles. It combines statement templates, rewards rendering, and review-driven approvals so HR and managers can shape what employees receive.
The system supports multi-currency and localized statement output for global organizations managing different pay calendars. Integration and automation are positioned around HRIS and payroll data feeds that populate base, variable, and equity components.
- +Approval workflows that gate statement generation per compensation cycle
- +Multi-currency statement output for global rewards communications
- +Statement templates designed for recurring total-rewards communications
- +Configurable component grouping for clearer pay disclosures
- –Template and component setup needs careful governance to avoid misstatements
- –Automation depth depends on HRIS and payroll data feed completeness
- –Manager views can require separate configuration to match policy
- –Localization details increase admin effort for multi-country rollout
Best for: Fits when global HR teams need controlled statement workflows with localized rewards output.
ChartHop
SMBPeople analytics and compensation management platform with total compensation visualization features.
Manager-compensation-view that ties component-level validation to the same statement cycle release workflow.
ChartHop generates compensation statements and renders rewards content from structured pay data, with statement output designed for recurring release windows. It supports pay communication workflows that include template-driven statement generation and employee delivery through an employee-facing portal experience.
ChartHop adds manager-facing views for reviewing pay components and supports configuration changes across statement cycles. The product focuses on how pay data becomes formatted statements, including multi-component breakdowns and historical archive access patterns.
- +Template-driven statement generation reduces manual formatting for recurring cycles
- +Manager views help validate component-level pay details before release
- +Employee portal delivery supports self-service access to statements
- +Configurable statement release windows fit compensation cycle timing
- –Complex statement layouts require more configuration effort than simple templates
- –Tight HRIS and payroll feed coverage is not sufficient for every schema variation
- –Limited native support for deep localization beyond standard formatting controls
- –Statement access logging and admin auditing needs stronger governance controls
Best for: Fits when mid-market HR teams need repeatable statement generation with manager review and employee self-service delivery.
Workday Total Rewards Statements
enterpriseWorkday includes total rewards statement capabilities within its HCM platform for employee compensation and benefits communication.
Statement access logging records employee view events linked to each delivered statement within the Workday security model.
Workday Total Rewards Statements is built for organizations already running Workday HCM and looking to generate recurring total-rewards statement outputs inside the same enterprise system. It supports template-based statement rendering, multi-currency pay component display, and statement delivery to employee self-service with historical archive.
Automation is driven by Workday compensation and payroll data feeds, then mapped into statement outputs for base, variable, and equity breakdowns. Governance centers on role-based access and auditable statement access logging for who viewed which statement and when.
- +Tight HRIS integration with Workday compensation and payroll data feeds
- +Employee self-service delivery with statement archive by history
- +Localized statement localization for multi-region pay content
- +Statement access logging supports viewer tracking for compliance reviews
- –Statement template configuration can require Workday admin workflow discipline
- –Commission-earnings and complex variable logic depend on underlying compensation setup
- –Limited statement formatting control for non-Workday data sources
- –RBAC granularity is constrained to Workday security model boundaries
Best for: Fits when Workday HCM users need governed, recurring total-rewards statements with audit-visible access.
Conclusion
After evaluating 10 business finance, Payfactors 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 compensation statement software
Compensation statement software drives employee-facing pay communication by generating repeatable total rewards outputs from compensation and payroll inputs, then delivering them through governed statement workflows. This guide covers Payfactors, Compgap, OpenComp, Salary.com CompAnalyst, HRSoft Total Rewards, Benefitfocus, Total Rewards Software, beqom, ChartHop, and Workday Total Rewards Statements.
The selection criteria across these tools focus on integration depth, statement generation window controls, and how consistently pay components render across cycles. Payfactors and Compgap are used as reference points because they both emphasize repeatable statement generation and cycle-bound controls, but their governance details differ in how history and archive access are handled.
Compensation statement software for governed total rewards disclosure and cycle-based pay communication
Compensation statement software consolidates pay-component data from HR and payroll sources into structured compensation statement outputs that can be templated, generated per compensation cycle, and delivered to employee self-service. The core capability centers on statement generation window controls, pay-component grouping, and template consistency so base-pay breakdown, variable-pay disclosure, and equity grant summary render in one employee view.
Payfactors focuses on configurable pay-component mapping that produces consistent rendering across statement templates for total rewards disclosure, with statement generation windows aligned to compensation cycles. Compgap pairs cycle-based statement generation window controls with archive and access tracking so each compensation run remains tied to a consistent set of statement outputs and history.
Compensation statement controls that drive repeatable total rewards disclosure
Compensation statement software earns operational value when statement generation window controls align to compensation cycle timing and reduce publishing variance. These controls show up as cycle-bound rendering, release gating, and consistent statement outputs across base-pay breakdown, variable-pay disclosure, and equity grant summary sections.
Pay-component mapping and template governance determine whether the same pay inputs render the same pay-component groupings every cycle. Payfactors and Compgap lead this angle with explicit pay-component mapping consistency and archive or access tracking tied to each compensation run.
Statement generation window controls and cycle-bound rendering
OpenComp and HRSoft Total Rewards both focus on when calculations render and when the statement dataset becomes deliverable for a compensation cycle. Compgap adds archive controls that tie each run to a consistent set of statement outputs and history.
Pay-component mapping consistency for stable statement templates
Payfactors uses configurable pay-component mapping to keep statement templates consistent for total rewards disclosure across cycles. Salary.com CompAnalyst and ChartHop also rely on pay-component groupings, but Payfactors emphasizes mapping consistency as the primary reliability lever.
Archive and statement access logging for governed delivery
Compgap couples generation-window controls with archive and access tracking so teams can audit what was delivered for each run. Workday Total Rewards Statements records employee view events linked to each delivered statement within the Workday security model.
Manager and role-specific pay communication views
Salary.com CompAnalyst provides manager and employee views with sectioned equity and incentives in one output. ChartHop ties a manager-compensation-view validation workflow to the same statement cycle release workflow.
Multi-currency statement output and localized rewards communications
beqom supports localized rewards output with cycle-based statement orchestration and multi-currency statement output. OpenComp and Payfactors also handle multi-currency disclosures, but setup overhead depends on how mixed-currency sources differ.
HRIS and payroll feed coverage that reduces manual copy edits
HRSoft Total Rewards pulls mapped pay components into a single total rewards statement dataset from HRIS and payroll data feeds. Workday Total Rewards Statements and Benefitfocus also emphasize HR-linked data sources, but data feed completeness affects variable-pay and commission-earnings rendering.
Choose by statement workflow control depth, not just template features
The right tool for compensation statement software starts with how the product handles statement generation window controls around each compensation cycle. Tools with stronger cycle-bound orchestration reduce publishing variance, while weaker workflow controls shift risk to manual governance across templates and pay inputs.
The second decision is how pay-component mapping quality and archive governance interact with HRIS and payroll feed structure. Payfactors and Compgap represent two distinct philosophies, with Payfactors emphasizing mapping-driven rendering consistency and Compgap emphasizing run-level archive and access tracking for audit-ready history.
Map cycle ownership to statement generation window and delivery activation
If compensation teams need strict control over when calculations render and when statements become deliverable, pick OpenComp or beqom for cycle-based orchestration with gated rendering and delivery activation. If the team treats each run as an auditable publishing event, pick Compgap for archive controls that tie outputs and history to a consistent generation window.
Set the pay-component reliability requirement before testing template complexity
If repeatable pay-component rendering across templates is the key requirement, pick Payfactors because configurable pay-component mapping drives consistent rendering for base, variable, and equity disclosures. If templates must support analytics-backed sectioned outputs and role views, pick Salary.com CompAnalyst and plan for configuration governance to keep pay-frequency alignment consistent across components.
Decide whether archive and access tracking must live inside the product
If teams need statement history with audit-friendly access tracking per compensation run, pick Compgap. If teams already operate inside Workday security expectations, pick Workday Total Rewards Statements because statement access logging records employee view events linked to delivered statements.
Validate upstream data readiness for variable logic and commission-like components
If upstream payroll data is incomplete or inconsistent, avoid tools that depend on clean component mapping and structured feeds for accurate rendering, as shown by Compgap’s upstream payroll data requirement and Workday’s commission-earnings dependency on underlying compensation setup. If the organization can standardize feeds into mapped components, HRSoft Total Rewards reduces manual copy edits by pulling mapped pay components into the statement dataset.
Pick manager validation depth based on statement layout complexity
If manager validation and component-level checks must happen before release, pick ChartHop because manager-compensation-view validation ties into the release workflow. If the organization needs sectioned equity and incentive context with role-specific views, pick Salary.com CompAnalyst for manager and employee views in one statement output.
Account for multi-currency and global localization workflow overhead
If global rewards communications must output localized rewards in multiple currencies with workflow gates, pick beqom for cycle-based orchestration and multi-currency statement output. If multi-currency disclosures exist but source differences are significant, plan for multi-currency setup overhead highlighted by Payfactors and OpenComp.
Teams that get the most value from governed total rewards statement automation
Compensation statement software fits teams that must publish consistent total rewards communication across compensation cycles while controlling the timing and content of what employees receive. The strongest fit appears when pay-component mapping consistency and statement generation window controls reduce variance between cycles.
The next fit signal is whether governance includes audit-grade history and access visibility, or whether the organization already has a governance model inside Workday. Workday Total Rewards Statements suits Workday HCM users who rely on Workday security controls for statement access logging and archive by history.
Compensation teams that publish total rewards disclosures every cycle
Payfactors supports consistent pay-component mapping so the same statement templates render base-pay breakdown, variable-pay disclosure, and equity grant summary consistently across cycles. OpenComp and HRSoft Total Rewards add cycle-bound automation that reduces manual formatting during compensation cycle alignment.
HR and compliance stakeholders who need audit-friendly history per run
Compgap links cycle-based statement generation with archive and access tracking so each compensation run ties to consistent statement outputs and history. Workday Total Rewards Statements adds statement access logging that records employee view events within the Workday security model.
Global HR teams with localized rewards output and multi-currency requirements
beqom provides cycle-based statement orchestration with localized rewards output and multi-currency statement output. OpenComp also supports configurable templates for global recurring automation, but mixed-currency setup can add overhead for mixed sources.
Organizations that rely on manager review before statement release
ChartHop ties manager-compensation-view validation to the same statement cycle release workflow so component-level details get checked before employees see the statement. Salary.com CompAnalyst offers manager and employee views with analytics-backed pay context and sectioned equity and incentives.
Benefits-heavy employers that need pay and benefits disclosure alignment
Benefitfocus assembles benefits-focused total rewards statement delivery using HR-linked data sources for recurring disclosure cycles. This fit is strongest when compensation cycle mapping can be configured across HR and payroll sources without losing alignment.
Common failure modes when teams implement compensation statement software
Most implementation failures stem from misalignment between upstream pay feed structure and the product’s pay-component mapping expectations. Teams also fail when template configuration lacks governance, which leads to inconsistent messaging across cycles.
Another recurring issue is trying to handle audit and access needs outside the product’s statement archive and access tracking features. Compgap and Workday Total Rewards Statements directly target these governance requirements, while other tools can leave too much responsibility to external controls.
Starting template redesign before pay-component mapping is validated end to end
Payfactors requires clean source pay-feed structure for accurate component mapping, so template changes before feed validation produce misstatements. Compgap also requires high-quality upstream payroll data, so incorrect inputs will propagate into the statement outputs.
Treating statement governance as a one-time configuration exercise
Salary.com CompAnalyst depends on governance discipline so pay-frequency alignment stays consistent across components. Total Rewards Software also warns that template changes require careful governance to prevent statement inconsistencies.
Underestimating multi-currency setup overhead when sources differ
OpenComp can add overhead for mixed-currency organizations when sources differ, so early data profiling is needed. Payfactors also flags setup overhead for complex multi-currency disclosures when sources differ.
Using a generic document workflow when cycle release needs archive-grade history
Compgap ties each compensation run to archive and access tracking, so replacing it with manual publication processes breaks auditability. Workday Total Rewards Statements logs employee access events tied to delivered statements, so bypassing Workday’s security model undermines governed delivery.
How We Selected and Ranked These Tools
We evaluated cycle-bound statement generation window controls, pay-component mapping consistency, and statement governance features such as archive and access tracking. Features counted for 40% of the score, while ease and value each counted for 30%.
Payfactors stood out because configurable pay-component mapping drives consistent rendering across statement templates and it pairs this with statement generation windows aligned to compensation cycles. Compgap ranked highly as well because it ties cycle-based generation to archive and access tracking so each compensation run stays connected to consistent statement outputs and history.
Frequently Asked Questions About compensation statement software
How do Payfactors and Compgap keep pay-component rendering consistent across compensation cycles?
What integration patterns matter for total-rewards statement generation with HRIS and payroll data?
How does Workday Total Rewards Statements handle auditability for employee statement views?
What breaks if an organization loses control of the statement generation window during a pay cycle?
Which tools provide statement templates that support sectioning for equity and incentive disclosures?
How do ChartHop and beqom support manager review before employee delivery?
When is historical statement archive management a primary requirement instead of a reporting feature?
How do multi-currency and localization capabilities affect global compensation statement workflows?
Which admin controls typically govern access to statement content and delivery status?
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
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