Zelt

Name: Zelt
Brand: Zelt

The modern HRIS that unifies HR, Payroll & IT. One source of truth for your employee data.

Est 2016|Valuation $23.7M|Raised $10.8M|16 Ref Customers

LinkedIn 14K|Web traffic 36K|FTEs 47|HQ London, England, GB

MarketsPayroll & Compensation Management Onboarding & Offer Management

01Competitive Landscape

Narrative analysis

- Zelt vs Rippling: Zelt tends to be preferred for lower entry pricing and UK-oriented simplicity, while Rippling is typically preferred for integration breadth and scaling across complex environments. - Zelt vs HiBob: HiBob is positioned for mid-market customers requiring richer HR functionality and customization; Zelt is frequently framed as simpler and more cost-effective for UK teams, particularly first-time HRIS adopters. - Zelt vs BambooHR: BambooHR is a long-standing SMB HRIS with wide adoption and an extensive integration marketplace; payroll and some modules are add-ons and pricing is often quote-driven. Zelt's differentiation is tighter coupling of HR and payroll with basic IT features. - Zelt vs Breathe HR (UK SMB): Breathe HR is UK SMB-focused with organization-based pricing and is often praised for simplicity, but it is not positioned as strongly on integrated payroll and device/app management.

Adoption trends / market presence (supported indicators)

Zelt claims adoption by multiple organizations. Public review volume on mainstream review platforms indicates meaningful usage among reviewers, though review-platform audiences are not representative of the entire market.

	Zelt	Rippling	HiBob
Starting Price	Entry-level per-user/month pricing with modular add-ons; Pro often requires a quote	Pricing is modular; core platform typically required; quote-based	Quote-based; third parties estimate mid-market per-employee pricing and variability
Best For	UK SMB/scale-ups wanting HR, payroll and basic IT operations in one platform	Organizations prioritizing broad integrations and HR/IT/Finance unification at scale	Mid-market teams needing richer HR workflows and configurability
Key Strength	Integrated HR, payroll, time off, devices and apps at an entry-level price point	Large integration ecosystem; scalable modules across HR/IT/Finance	Deeper HR features and customization for complex people operations
Key Weakness	Potentially weaker depth in individual modules; UK-centric; smaller ecosystem	Can become expensive as modules are added; pricing complexity	Less transparent pricing; may require annual commitments and implementation fees

01Competitive Landscape

Narrative analysis

Zelt vs Rippling: Zelt tends to be preferred for lower entry pricing and UK-oriented simplicity, while Rippling is typically preferred for integration breadth and scaling across complex environments.
Zelt vs HiBob: HiBob is positioned for mid-market customers requiring richer HR functionality and customization; Zelt is frequently framed as simpler and more cost-effective for UK teams, particularly first-time HRIS adopters.
Zelt vs BambooHR: BambooHR is a long-standing SMB HRIS with wide adoption and an extensive integration marketplace; payroll and some modules are add-ons and pricing is often quote-driven. Zelt's differentiation is tighter coupling of HR and payroll with basic IT features.
Zelt vs Breathe HR (UK SMB): Breathe HR is UK SMB-focused with organization-based pricing and is often praised for simplicity, but it is not positioned as strongly on integrated payroll and device/app management.

Adoption trends / market presence (supported indicators)

	Zelt	Rippling	HiBob
Starting Price	Entry-level per-user/month pricing with modular add-ons; Pro often requires a quote	Pricing is modular; core platform typically required; quote-based	Quote-based; third parties estimate mid-market per-employee pricing and variability
Best For	UK SMB/scale-ups wanting HR, payroll and basic IT operations in one platform	Organizations prioritizing broad integrations and HR/IT/Finance unification at scale	Mid-market teams needing richer HR workflows and configurability
Key Strength	Integrated HR, payroll, time off, devices and apps at an entry-level price point	Large integration ecosystem; scalable modules across HR/IT/Finance	Deeper HR features and customization for complex people operations
Key Weakness	Potentially weaker depth in individual modules; UK-centric; smaller ecosystem	Can become expensive as modules are added; pricing complexity	Less transparent pricing; may require annual commitments and implementation fees