Name: Solides Tecnologia
Brand: Sólides
Rating: 3.7 (8 reviews)

Published Oct 10, 2026

01Common complaints

1. If recruiting performance (depth of ATS functionality and distribution) is the highest priority; specialized ATS vendors may deliver better results in candidate sourcing and distribution. 2. When heavy customization of HR workflows and reporting is required; user feedback indicates configuration limits in some scenarios. 3. If sensitivity to billing volatility and frictionless cancellation is a critical procurement requirement; complaints highlight billing and cancellation disputes. 4. Where highly complex labor/time rules are present and absolute conformity to niche modalities is required; at least one complaint suggests potential mismatch with specific CLT-related needs. 5. If audited security/compliance artifacts (SOC 2/ISO, penetration test summaries) must be available in vendor public documentation or contractually guaranteed prior to selection.

Disqualifiers (poor fit)

Requires publicly available enterprise security attestations (SOC 2/ISO) and strict data residency guarantees
Requires highly customized workflows and deep configurability
Prioritizes recruiting outcomes that depend on best-in-class ATS distribution and integrations

Limitations noted by users

Customization constraints and configuration limits reported in user feedback.

Issues reported in complaints

Candidate registration errors and occasional outages
Integration problems across modules and with third-party services (e.g., LinkedIn)
Billing and cancellation disputes and perceived mid-term price increases

Roadmap visibility

No clear public product roadmap with dates was found in the sources reviewed.

Why customers may leave (churn reasons implied)

Common churn drivers implied in reviews and complaints:

Recruiting channel performance compared with specialist ATS vendors
Support and account management responsiveness
Billing increases and cancellation friction
Integration issues (LinkedIn/job boards; cross-module data flow)

02Why they buy

Unique selling points supported by customer feedback and vendor positioning

Broad feature coverage across HR and DP modules is consistently noted in positive comments.
Behavioral profiling is commonly cited as a differentiator in vendor materials and some user feedback.

Claims requiring validation

Quantified ROI and performance figures presented by the vendor (time-to-hire reduction, turnover reduction, payroll processing speedups, error reduction, cost reductions) are vendor-published and lack public methodology or independent verification.

Areas where competitors may have advantages

Specialized ATS vendors: marketplace integrations and optimized candidate pipelines.
Enterprise suites: deeper configurability, stronger audit controls, and mature compliance tooling.

03Field reports

Review platforms (Capterra and G2)

Capterra (Brazil) — rating and sample reviews: - Moderately rated on Capterra based on the listing. - Positive user comments cite broad feature coverage and behavioral assessment as a differentiator. - Critical comments reference difficulty customizing and configuration limitations. G2 (Sólides RH) — limited coverage: - Limited review volume with mixed/critical feedback indicating potential speed/time-to-use concerns. Interpretation: Review coverage on global platforms is thin. Local complaint forums and customer feedback channels provide additional signals for post-sales experience and product reliability.

Community / complaint signals (Reclame AQUI)

Reclame AQUI data for the period reviewed shows substantial complaint volume with response activity reported by the vendor on the platform. Representative complaints (excerpts): - Recruiting distribution underperforming vs specialized ATS: reports of low applicant volume on certain postings compared to other platforms. - Cancellation and billing friction: allegations of repeated cancellation forms and recurring improper charges. - Support responsiveness: reports of delays in contacting support or account managers, with business impact. - Product reliability/integration issues: candidate registration errors, module integration gaps, and LinkedIn integration problems. - Time & attendance compliance mismatch: complaints alleging the system did not support a required overtime/time-tracking modality with timely support resolution.

Why customers choose Sólides (patterns)

Common selection reasons appear to include:

Preference for a single vendor covering HR and DP workflows
Behavioral profiling and assessment as a differentiator
Operational simplification for small HR teams

Vendor-published outcomes (need verification)

Sólides marketing and investor communications include vendor-published ROI and efficiency claims, for example reductions in time-to-hire and turnover and improvements in payroll processing speed. These figures are presented by the vendor and generally lack public methodology, sample sizes, or third-party validation in the reviewed sources. Treat such figures as vendor-asserted until validated.

What’s missing publicly

Detailed, independently verified case studies with implementation timelines, baseline metrics, and measurable outcomes.

Recommendation: Request 2–3 reference customers in the relevant industry and company-size band, and obtain baselines (before/after) and implementation timelines.

04Best fit

Best-fit company sizes

Core: 30–1,000 employees
Expansion: 1,000+ employees via acquisitions that extend mid-market capabilities

Strong-fit industries

Multi-site services (retail, hospitality, field services)
SMB manufacturing and logistics
Professional services with growing headcount

Buyer personas

Decision makers: HR director/manager, DP manager, CFO/finance leader, COO
Influencers: IT/security, legal/compliance
End users: HR analysts, recruiters, managers conducting performance reviews, employees using self-service

Qualification criteria (good fit)

Seeks a single vendor for RH and DP workflows
Values behavioral profiling for hiring and development
Has moderate process complexity (not extreme union/time-rule complexity)

05The pitch

What the product does (core value proposition)

Sólides Tecnologia is a Brazilian HRTech vendor positioned as an all-in-one platform for HR (RH) and personnel administration (Departamento Pessoal / DP), designed to centralize processes from recruiting to retention. The product suite commonly includes: - Recruiting & selection (ATS-like workflows, job posting, talent database) - Behavioral profiling (DISC-style “Profiler” and inteligência comportamental) - Performance management (90/180/360 reviews, 9-box, PDI) - Employee engagement (climate/satisfaction surveys, turnover/risk analytics) - Time & attendance (ponto eletrônico / “Sólides Ponto") - Digital payroll (Folha Digital, integrated for local payroll reporting) - Benefits (multi-benefit card and related offerings) On its main website, Sólides presents the platform as integrated with AI and behavioral intelligence and makes operational efficiency and turnover-reduction claims; these outcomes are vendor-asserted and lack publicly documented methodology in the sources reviewed.

Target market and positioning

Primary positioning: Brazilian SMB/SME market (PMEs). The vendor publicly states a focus on pequenas e médias empresas while also expanding into larger segments through acquisitions.
Adjacent: DP-heavy use cases (time tracking, payroll compliance) and recruiting-heavy use cases (job distribution and applicant flow management).

Get a comprehensive analysis of Solides Tecnologia including market position, competitive landscape, adoption trends, and peer benchmarks.

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Published Oct 10, 2026

01Common complaints

If recruiting performance (depth of ATS functionality and distribution) is the highest priority; specialized ATS vendors may deliver better results in candidate sourcing and distribution.
When heavy customization of HR workflows and reporting is required; user feedback indicates configuration limits in some scenarios.
If sensitivity to billing volatility and frictionless cancellation is a critical procurement requirement; complaints highlight billing and cancellation disputes.
Where highly complex labor/time rules are present and absolute conformity to niche modalities is required; at least one complaint suggests potential mismatch with specific CLT-related needs.
If audited security/compliance artifacts (SOC 2/ISO, penetration test summaries) must be available in vendor public documentation or contractually guaranteed prior to selection.

Disqualifiers (poor fit)

Requires publicly available enterprise security attestations (SOC 2/ISO) and strict data residency guarantees
Requires highly customized workflows and deep configurability
Prioritizes recruiting outcomes that depend on best-in-class ATS distribution and integrations

Limitations noted by users

Customization constraints and configuration limits reported in user feedback.

Issues reported in complaints

Candidate registration errors and occasional outages
Integration problems across modules and with third-party services (e.g., LinkedIn)
Billing and cancellation disputes and perceived mid-term price increases

Roadmap visibility

No clear public product roadmap with dates was found in the sources reviewed.

Why customers may leave (churn reasons implied)

Common churn drivers implied in reviews and complaints:

Recruiting channel performance compared with specialist ATS vendors
Support and account management responsiveness
Billing increases and cancellation friction
Integration issues (LinkedIn/job boards; cross-module data flow)

02Why they buy

Unique selling points supported by customer feedback and vendor positioning

Broad feature coverage across HR and DP modules is consistently noted in positive comments.
Behavioral profiling is commonly cited as a differentiator in vendor materials and some user feedback.

Claims requiring validation

Quantified ROI and performance figures presented by the vendor (time-to-hire reduction, turnover reduction, payroll processing speedups, error reduction, cost reductions) are vendor-published and lack public methodology or independent verification.

Areas where competitors may have advantages

Specialized ATS vendors: marketplace integrations and optimized candidate pipelines.
Enterprise suites: deeper configurability, stronger audit controls, and mature compliance tooling.

03Field reports

Review platforms (Capterra and G2)

Capterra (Brazil) — rating and sample reviews:

Moderately rated on Capterra based on the listing.
Positive user comments cite broad feature coverage and behavioral assessment as a differentiator.
Critical comments reference difficulty customizing and configuration limitations.

G2 (Sólides RH) — limited coverage:

Limited review volume with mixed/critical feedback indicating potential speed/time-to-use concerns.

Interpretation: Review coverage on global platforms is thin. Local complaint forums and customer feedback channels provide additional signals for post-sales experience and product reliability.

Community / complaint signals (Reclame AQUI)

Reclame AQUI data for the period reviewed shows substantial complaint volume with response activity reported by the vendor on the platform.

Representative complaints (excerpts):

Recruiting distribution underperforming vs specialized ATS: reports of low applicant volume on certain postings compared to other platforms.
Cancellation and billing friction: allegations of repeated cancellation forms and recurring improper charges.
Support responsiveness: reports of delays in contacting support or account managers, with business impact.
Product reliability/integration issues: candidate registration errors, module integration gaps, and LinkedIn integration problems.
Time & attendance compliance mismatch: complaints alleging the system did not support a required overtime/time-tracking modality with timely support resolution.

Why customers choose Sólides (patterns)

Common selection reasons appear to include:

Preference for a single vendor covering HR and DP workflows
Behavioral profiling and assessment as a differentiator
Operational simplification for small HR teams

Vendor-published outcomes (need verification)

What’s missing publicly

Detailed, independently verified case studies with implementation timelines, baseline metrics, and measurable outcomes.

Recommendation: Request 2–3 reference customers in the relevant industry and company-size band, and obtain baselines (before/after) and implementation timelines.

04Best fit

Best-fit company sizes

Core: 30–1,000 employees
Expansion: 1,000+ employees via acquisitions that extend mid-market capabilities

Strong-fit industries

Multi-site services (retail, hospitality, field services)
SMB manufacturing and logistics
Professional services with growing headcount

Buyer personas

Decision makers: HR director/manager, DP manager, CFO/finance leader, COO
Influencers: IT/security, legal/compliance
End users: HR analysts, recruiters, managers conducting performance reviews, employees using self-service

Qualification criteria (good fit)

Seeks a single vendor for RH and DP workflows
Values behavioral profiling for hiring and development
Has moderate process complexity (not extreme union/time-rule complexity)

05The pitch

What the product does (core value proposition)

Recruiting & selection (ATS-like workflows, job posting, talent database)
Behavioral profiling (DISC-style “Profiler” and inteligência comportamental)
Performance management (90/180/360 reviews, 9-box, PDI)
Employee engagement (climate/satisfaction surveys, turnover/risk analytics)
Time & attendance (ponto eletrônico / “Sólides Ponto")
Digital payroll (Folha Digital, integrated for local payroll reporting)
Benefits (multi-benefit card and related offerings)

On its main website, Sólides presents the platform as integrated with AI and behavioral intelligence and makes operational efficiency and turnover-reduction claims; these outcomes are vendor-asserted and lack publicly documented methodology in the sources reviewed.

Target market and positioning

Primary positioning: Brazilian SMB/SME market (PMEs). The vendor publicly states a focus on pequenas e médias empresas while also expanding into larger segments through acquisitions.
Adjacent: DP-heavy use cases (time tracking, payroll compliance) and recruiting-heavy use cases (job distribution and applicant flow management).

Get a comprehensive analysis of Solides Tecnologia including market position, competitive landscape, adoption trends, and peer benchmarks.

Download full report →