Best UKG Ready Alternatives: Top 9 HR Software Solutions for 2026
Hibob Review
- Intuitive user friendly interface
- Strong employee engagement tools
- Scales well for growing teams
- Dedicated customer success managers
- No native payroll processing
- Benefits need third party tools
- Advanced setup can be complex
Rippling Review
- All in one platform
- Powerful automation workflows
- Hundreds of integrations available
- Strong security compliance
- Complex setup for workflows
- Training across teams required
- Advanced modules raise costs
BambooHR Review
- Intuitive interface for SMBs
- Strong core HR modules
- Fast implementation timeline
- Excellent customer support
- Basic payroll and time tracking
- Benefits module still maturing
- Custom integrations can be tricky
- Limited industry specific features
Zoho People Review
- Centralized employee data
- Automated time and attendance
- Streamlined leave approvals
- Performance management tools
- Setup can take time
- May need Zoho ecosystem
Paylocity Review
- Unified HR and payroll suite
- Strong payroll accuracy
- Modern mobile self service
- Robust reporting and compliance
- Implementation can be complex
- Extra fees for add ons
- Support response times vary
Workday Review
- Cloud native architecture
- Integrated HR and finance
- Modern user experience
- Strong for compliance needs
- Implementation can be complex
- Limited customization flexibility
- Best for larger companies
SAP SuccessFactors Review
- Comprehensive talent management suite
- Strong global compliance coverage
- Scalable for large enterprises
- Advanced workforce analytics
- Complex implementation and rollout
- Steep user interface learning
- Long deployment timelines
- Change management heavy
ADP Workforce Now Review
- Best in class payroll accuracy
- Strong multi state compliance
- All in one HCM platform
- Extensive API integrations
- Complex for smaller teams
- Pricing adds up quickly
- Long implementation timeline
- Training required for users
UKG Ready Review
- All in one HR suite
- Cloud based scalable design
- Strong integrations and APISs
- Compliance tools and updates
- Limited international capabilities
- Moderate admin learning curve
- Complex reports need it help
- Support quality varies by tier
Namely Review
- Unified HR payroll benefits suite
- Modern intuitive interface
- Strong customization options
- Good implementation guidance
- Implementation can take weeks
- Integrations may add cost
- Support quality can vary
- Needs dedicated project resources
UKG Ready has established itself as a comprehensive human capital management solution, but it’s not the only game in town. Many businesses are exploring alternatives that might better suit their unique needs, budget constraints, or specific industry requirements.
Finding the right HR software can transform your organization’s employee management processes. The market offers numerous robust alternatives to UKG Ready, each with distinct strengths and capabilities. Some excel in payroll processing, while others shine in performance management or employee engagement.
This comprehensive review examines nine leading UKG Ready competitors: HiBob, Rippling, BambooHR, Zoho People, ADP Workforce Now, Workday, SAP SuccessFactors, Paylocity, and Namely. We’ll analyze each platform across key criteria including functionality, pricing, user experience, integration capabilities, and customer support. This detailed comparison will help you make an informed decision for your organization’s HR technology needs.
Why Consider UKG Ready Replacements?
Organizations seek UKG Ready substitutes for various reasons. Cost considerations often drive the search for more affordable solutions. Some companies require specific features that UKG Ready doesn’t offer or need better integration with existing systems.
User experience preferences also influence platform selection. What works perfectly for one organization might feel clunky or unintuitive for another. Industry-specific requirements can make certain alternatives more suitable than UKG Ready.
Scalability concerns frequently prompt businesses to explore options. Rapidly growing companies need systems that can expand seamlessly. Conversely, smaller organizations might find UKG Ready overly complex for their current needs.
Implementation complexity and support quality vary significantly between providers. Some organizations prioritize quick deployment and intuitive interfaces over comprehensive feature sets.
HiBob: Modern HR Platform for Growing Companies
HiBob positions itself as a people management platform designed for modern workforces. The system emphasizes employee experience and engagement alongside traditional HR functions.
Core Functionality: HiBob offers comprehensive HRIS capabilities including employee onboarding, performance management, and compensation tracking. The platform excels in creating personalized employee experiences through customizable workflows and automated processes.
The performance management module includes continuous feedback tools, goal setting, and 360-degree reviews. Employee surveys and pulse checks help organizations gauge workplace satisfaction and engagement levels.
User Experience: The interface adopts a consumer-grade design philosophy, making it intuitive for employees across technical skill levels. Mobile accessibility ensures employees can access information and complete tasks from anywhere.
Dashboard customization allows different user roles to see relevant information prominently. The platform’s visual design promotes engagement rather than treating HR tasks as administrative burdens.
Pricing Structure: HiBob uses per-employee monthly pricing that scales with organization size. Mid-market companies typically find the pricing competitive compared to enterprise solutions like UKG Ready.
Implementation costs remain relatively low due to the platform’s cloud-native architecture. Organizations can typically deploy HiBob faster than traditional HRIS systems.
Integration Capabilities: The platform connects with popular business applications including Slack, Microsoft Teams, and various payroll systems. API availability enables custom integrations for specific organizational needs.
However, the integration ecosystem isn’t as extensive as some competitors. Organizations with complex tech stacks might require additional development work.
Customer Support: HiBob provides dedicated customer success managers for implementation and ongoing support. The support team generally receives positive feedback for responsiveness and expertise.
Rippling: All-in-One Business Operations Platform
Rippling distinguishes itself by combining HR, IT, and Finance functions in a unified platform. This approach appeals to organizations seeking to consolidate multiple systems.
Core Functionality: Beyond traditional HR features, Rippling manages device provisioning, software licenses, and expense management. Employee lifecycle management becomes streamlined when IT access and HR processes are synchronized.
The payroll engine handles complex scenarios including multi-state taxation and contractor payments. Global payroll capabilities support international expansion efforts.
Time tracking and scheduling features cater to both office and field workers. The platform accommodates various pay structures and overtime calculations.
User Experience: Rippling’s unified approach reduces the need for employees to navigate multiple systems. Single sign-on extends across all company applications, improving security and user experience.
The administrative interface provides comprehensive visibility across HR, IT, and Finance operations. However, this breadth can sometimes feel overwhelming for users who only need basic HR functionality.
Pricing Structure: Per-employee pricing varies based on selected modules and features. The total cost can be competitive when replacing multiple standalone systems.
Organizations must carefully evaluate which modules they actually need. The comprehensive feature set might lead to paying for unused functionality.
Integration Capabilities: Rippling’s strength lies in native integration between its own modules. Third-party integrations cover most popular business applications.
The platform’s ability to automatically provision and deprovision access across integrated systems sets it apart from traditional HR solutions.
Customer Support: Support quality varies depending on the complexity of issues. Simple HR questions typically receive quick responses, while cross-functional problems may require more time to resolve.
BambooHR: User-Friendly HR Software for SMBs
BambooHR has built a strong reputation among small and medium-sized businesses for its intuitive interface and comprehensive feature set.
Core Functionality: The platform covers essential HR functions including applicant tracking, employee onboarding, performance management, and benefits administration. Time tracking and PTO management integrate seamlessly with other modules.
Reporting capabilities provide insights into workforce metrics and compliance requirements. Custom fields and workflows accommodate various organizational structures and processes.
The applicant tracking system includes job posting distribution and candidate communication tools. Interview scheduling and feedback collection streamline the hiring process.
User Experience: BambooHR prioritizes ease of use over feature complexity. New users can typically navigate the system without extensive training.
Employee self-service functionality reduces administrative burden while empowering workers to manage their own information. Mobile apps ensure accessibility for remote and field workers.
Pricing Structure: Transparent per-employee pricing makes budgeting straightforward. The cost structure remains competitive for SMBs compared to enterprise solutions.
No hidden fees or complex module pricing simplifies the purchasing decision. Implementation costs are minimal due to the platform’s simplicity.
Integration Capabilities: BambooHR integrates with numerous payroll providers, benefits administrators, and productivity applications. The marketplace includes both native and third-party connections.
API access enables custom integrations when needed. However, the integration depth might not satisfy organizations with complex technical requirements.
Customer Support: BambooHR receives consistently high ratings for customer service quality. Phone and chat support are available during business hours.
The knowledge base and training resources help users maximize platform value. Regular webinars and best practice sharing sessions support ongoing education.
Zoho People: Affordable HR Solution with Extensive Customization
Zoho People belongs to the broader Zoho business application ecosystem, offering deep integration possibilities for organizations already using Zoho products.
Core Functionality: The platform includes employee information management, time tracking, performance appraisals, and learning management. Workflow automation reduces manual administrative tasks.
Leave management accommodates complex approval hierarchies and policy variations. Expense reporting integrates with approval workflows and accounting systems.
Custom forms and fields enable organizations to capture industry-specific information. Reporting tools provide standard and customizable analytics.
User Experience: The interface follows Zoho’s design language, which may feel familiar to existing Zoho users. However, new users might find the extensive customization options initially overwhelming.
Mobile apps provide essential functionality for remote access. The platform’s flexibility comes at the cost of some complexity in setup and configuration.
Pricing Structure: Zoho People offers some of the most competitive pricing in the market. Multiple pricing tiers accommodate different organizational needs and budgets.
Free tiers are available for very small organizations. Premium features remain affordable even for growing companies.
Integration Capabilities: Seamless integration with other Zoho applications creates a comprehensive business platform. Third-party integrations cover popular productivity and accounting tools.
Organizations heavily invested in the Zoho ecosystem will find particularly strong value in the interconnected functionality.
Customer Support: Support quality can vary depending on pricing tier and geographic location. Higher-tier customers typically receive more responsive assistance.
The Zoho community and documentation provide substantial self-help resources. However, complex customization projects might require consulting services.
ADP Workforce Now: Enterprise-Grade HR and Payroll
ADP Workforce Now targets mid-market and enterprise organizations with comprehensive HR, payroll, and talent management capabilities.
Core Functionality: The platform integrates payroll processing with HR functions including benefits administration, compliance management, and workforce analytics. Tax filing and regulatory compliance are handled automatically.
Talent management features include recruiting, onboarding, performance management, and learning administration. Succession planning tools help organizations prepare for leadership transitions.
Time and labor management accommodates complex pay rules and union agreements. Workforce scheduling optimizes staffing while controlling labor costs.
User Experience: The interface reflects ADP’s enterprise focus, prioritizing functionality over modern design aesthetics. Administrative users will find comprehensive tools, while employee self-service remains straightforward.
Mobile access covers essential functions like time entry and PTO requests. However, the mobile experience doesn’t match the sophistication of some newer competitors.
Pricing Structure: ADP uses custom pricing based on organization size and selected modules. Implementation costs can be significant for complex deployments.
Total cost of ownership should include ongoing support and compliance services. Large organizations often find value in ADP’s comprehensive service approach.
Integration Capabilities: Extensive integration options connect with most business applications. ADP’s marketplace includes pre-built connections for common scenarios.
API access enables custom integrations for specific organizational needs. The platform’s enterprise focus ensures robust security and compliance features.
Customer Support: ADP provides dedicated support teams and account management for larger clients. Phone support is available extended hours.
Implementation support includes project management and training services. However, the complexity of the platform may require ongoing support investment.
Workday: Cloud-Based Enterprise HCM Leader
Workday dominates the enterprise HCM market with comprehensive functionality and modern cloud architecture.
Core Functionality: The platform combines HR, payroll, talent management, and workforce planning in a unified system. Advanced analytics and machine learning capabilities provide predictive insights.
Financial management integration enables sophisticated workforce cost analysis. Global capabilities support multinational organizations with complex regulatory requirements.
Talent acquisition includes AI-powered candidate matching and bias reduction tools. Performance management emphasizes continuous feedback and development planning.
User Experience: Workday’s interface balances comprehensive functionality with intuitive navigation. Consumer-grade mobile apps ensure accessibility across device types.
Personalized dashboards adapt to user roles and preferences. However, the extensive feature set requires substantial training for administrative users.
Pricing Structure: Workday typically requires significant investment, making it suitable primarily for large enterprises. Subscription costs scale with organization size and selected modules.
Implementation projects can extend over many months and require substantial internal resources. Total cost of ownership includes ongoing customization and support needs.
Integration Capabilities: Workday’s open architecture supports extensive integration possibilities. Pre-built connectors cover most enterprise applications.
The platform’s API capabilities enable sophisticated data exchange scenarios. However, integration projects may require specialized expertise.
Customer Support: Workday provides comprehensive support including dedicated customer success teams. Regular system updates and feature releases maintain platform currency.
The Workday community offers extensive resources for best practices and troubleshooting. Training programs help organizations maximize platform value.
SAP SuccessFactors: Global Enterprise HCM Suite
SAP SuccessFactors targets large multinational organizations with comprehensive talent management and core HR capabilities.
Core Functionality: The suite includes modules for recruiting, onboarding, performance management, compensation planning, and learning administration. Workforce analytics provide insights into talent trends and organizational effectiveness.
Global payroll capabilities handle complex international requirements. Succession planning and career development tools support long-term talent strategies.
Employee central serves as the foundation for all HR processes and data management. Integration with SAP’s broader enterprise software ecosystem creates comprehensive business solutions.
User Experience: The interface reflects SAP’s enterprise software heritage, prioritizing functionality over simplicity. Recent updates have improved usability, but the learning curve remains steep.
Mobile access covers core functions, though the experience varies across different modules. Customization capabilities allow organizations to tailor the interface to specific needs.
Pricing Structure: SuccessFactors uses module-based pricing that can become expensive as organizations add functionality. Implementation costs are substantial and require careful planning.
Large enterprises often find value in the comprehensive capabilities, but smaller organizations may find the investment difficult to justify.
Integration Capabilities: Deep integration with SAP’s enterprise resource planning systems creates unified business processes. Third-party integrations cover most business applications.
The platform’s integration capabilities are particularly strong for organizations already using SAP software. However, non-SAP environments may require additional integration work.
Customer Support: SAP provides extensive support resources including dedicated customer success teams for large clients. Global support coverage accommodates multinational organizations.
Training and certification programs help organizations develop internal expertise. The SAP community offers additional resources and best practice sharing.
Paylocity: Modern Payroll and HR Platform
Paylocity combines payroll processing with modern HR and talent management capabilities, targeting mid-market organizations.
Core Functionality: The platform integrates payroll, benefits administration, time tracking, and talent management. Employee self-service features reduce administrative overhead while improving employee engagement.
Performance management includes goal setting, continuous feedback, and review processes. Learning management capabilities support employee development initiatives.
Compliance tools help organizations navigate complex regulatory requirements. Reporting and analytics provide insights into workforce trends and operational efficiency.
User Experience: Paylocity emphasizes user-friendly design that makes complex processes feel simple. Employee self-service includes social features that promote engagement.
Mobile apps provide comprehensive functionality for both employees and managers. The platform’s modern interface appeals to organizations seeking to improve employee experience.
Pricing Structure: Per-employee pricing scales with organization size. The total cost often proves competitive when considering the breadth of included functionality.
Implementation support is included in the pricing structure. Organizations can typically deploy Paylocity faster than traditional enterprise solutions.
Integration Capabilities: The platform integrates with popular business applications including accounting systems and productivity tools. API access enables custom connections when needed.
However, the integration ecosystem isn’t as extensive as some enterprise competitors. Organizations with complex integration needs should evaluate compatibility carefully.
Customer Support: Paylocity receives strong ratings for customer service quality and responsiveness. Dedicated support teams assist with implementation and ongoing operations.
Training resources and best practice guidance help organizations maximize platform value. Regular system updates add new features and capabilities.
Namely: HR Platform Focused on Mid-Market Companies
Namely targets mid-market organizations with a platform that combines core HR functionality with modern employee engagement features.
Core Functionality: The platform includes HRIS, payroll, benefits administration, and talent management capabilities. Social features promote employee communication and culture building.
Time tracking and scheduling accommodate various work arrangements. Performance management emphasizes continuous feedback and development planning.
Compliance tools help organizations manage regulatory requirements across multiple jurisdictions. Custom reporting provides insights into workforce metrics.
User Experience: Namely’s interface emphasizes social interaction and employee engagement. The platform feels more like a social network than traditional HR software.
Employee profiles include photos and personal information that help build connections. However, organizations preferring traditional HR interfaces might find this approach less appealing.
Pricing Structure: Per-employee pricing remains competitive for mid-market organizations. The cost structure includes most core functionality without complex module add-ons.
Implementation costs are typically modest due to the platform’s cloud-native architecture. Organizations can usually deploy Namely relatively quickly.
Integration Capabilities: The platform integrates with common business applications, though the ecosystem isn’t as extensive as some competitors. API access enables custom integrations.
Organizations with simple integration needs will find adequate connectivity. Complex enterprise environments might require additional development work.
Customer Support: Support quality receives mixed reviews depending on the complexity of issues. Basic questions typically receive prompt responses.
Training resources help organizations implement best practices. However, advanced customization might require additional consulting services.
Comparative Analysis of Top UKG Ready Substitutes
Each platform offers distinct advantages depending on organizational priorities and requirements. Enterprise organizations typically gravitate toward Workday or SAP SuccessFactors for comprehensive functionality and global capabilities.
Mid-market companies often find better value in solutions like BambooHR, Paylocity, or HiBob. These platforms balance functionality with ease of use and reasonable pricing.
Small businesses frequently choose Zoho People or BambooHR for affordability and simplicity. Growing companies appreciate platforms that can scale without requiring complete replacement.
| Platform | Best For | Pricing Tier | Implementation Time | Key Strength |
|---|---|---|---|---|
| HiBob | Growing companies | Mid-range | Fast | Employee experience |
| Rippling | Multi-function needs | Mid-range | Medium | Unified platform |
| BambooHR | SMBs | Affordable | Fast | Ease of use |
| Zoho People | Budget-conscious | Low | Fast | Affordability |
| ADP Workforce Now | Mid to large enterprises | High | Long | Compliance expertise |
| Workday | Large enterprises | Very high | Very long | Advanced analytics |
| SAP SuccessFactors | Global enterprises | Very high | Very long | SAP integration |
| Paylocity | Mid-market | Mid-range | Medium | Modern payroll |
| Namely | Culture-focused orgs | Mid-range | Medium | Social features |
Key Selection Criteria for HR Software Alternatives
Organizational size significantly influences platform selection. Small businesses need different capabilities than multinational enterprises. Scalability becomes crucial for rapidly growing organizations.
Budget constraints often determine feasible options. Total cost of ownership includes licensing, implementation, training, and ongoing support expenses. Hidden costs can substantially impact the real investment required.
Integration requirements vary dramatically between organizations. Companies with simple tech stacks can choose from more options than those requiring complex enterprise connectivity.
Industry-specific needs may limit viable alternatives. Healthcare, financial services, and government organizations face unique compliance requirements that not all platforms address adequately.
User experience preferences influence adoption success. Some organizations prioritize comprehensive functionality over simplicity, while others value intuitive interfaces above feature breadth.
Geographic considerations affect platform viability for multinational organizations. Payroll compliance and data residency requirements vary significantly between countries.
Implementation Considerations for HR Platform Migration
Data migration planning requires careful attention to ensure information accuracy and completeness. Employee records, payroll history, and benefits information must transfer seamlessly to avoid disruption.
Training programs should begin early in the implementation process. Administrative users need comprehensive platform knowledge, while employees require basic navigation skills.
Change management becomes critical for adoption success. Employees often resist new systems, particularly when current processes work adequately.
Testing phases should include representative users from different departments and skill levels. Edge cases and complex scenarios need validation before full deployment.
Parallel processing during transition periods provides safety nets if issues arise. However, dual data entry creates additional work and potential inconsistencies.
Go-live timing should consider payroll cycles, benefits enrollment periods, and other critical HR deadlines. Disruption during these periods can create significant problems.
Integration and Ecosystem Considerations
Modern organizations rely on multiple software systems that must work together seamlessly. HR platforms serve as central hubs connecting payroll, benefits, accounting, and productivity applications.
API quality varies significantly between platforms. Some vendors provide comprehensive, well-documented interfaces while others offer limited connectivity options.
Single sign-on capabilities improve user experience and security. Employees appreciate accessing all systems with unified credentials.
Data synchronization requirements become complex in multi-system environments. Real-time updates may be necessary for some processes while batch transfers suffice for others.
Third-party integration marketplaces simplify connection setup for common scenarios. However, custom integrations may require development resources and ongoing maintenance.
Security considerations multiply when systems exchange sensitive employee information. Compliance requirements may dictate specific security protocols and audit capabilities.
To learn more about HR software selection criteria, visit SHRM’s HR technology resources for additional guidance and best practices.
Future-Proofing Your HR Technology Investment
Technology evolution accelerates rapidly, making long-term viability an important consideration. Artificial intelligence and machine learning capabilities are becoming standard expectations rather than premium features.
Cloud-native architectures provide advantages in scalability, security, and feature updates. Legacy on-premise systems struggle to match the innovation pace of modern cloud platforms.
Vendor stability affects platform longevity and continued development investment. Established companies offer stability while innovative startups may provide cutting-edge features.
Update frequency and feature development velocity indicate vendor commitment to platform evolution. Regular releases with meaningful improvements suggest active development teams.
Industry trends toward employee experience and engagement are reshaping HR software expectations. Platforms that adapt to changing workplace dynamics will maintain relevance longer.
Regulatory changes require platform flexibility and vendor responsiveness. HR software must adapt quickly to new compliance requirements and reporting obligations.
Making Your Final Decision
Selecting the right UKG Ready alternative requires balancing multiple competing priorities. Perfect solutions rarely exist, but optimal choices align with organizational needs and constraints.
Pilot programs with top contenders provide valuable insights into real-world platform performance. Demo environments often don’t reflect actual usage complexity.
Reference customer conversations offer perspectives on vendor support quality and platform limitations. Current users can share insights about implementation challenges and ongoing satisfaction.
Total cost of ownership calculations should include all direct and indirect expenses over the expected platform lifespan. Initial licensing costs represent only part of the true investment.
Stakeholder alignment ensures implementation success and user adoption. HR teams, IT departments, and executive leadership must support the selected solution.
Decision timelines should allow adequate evaluation without unnecessarily delaying beneficial changes. Rushed selections often lead to suboptimal outcomes and buyer’s remorse.
Conclusion
The HR software landscape offers numerous viable UKG Ready alternatives, each with distinct strengths and target markets. BambooHR and HiBob excel for growing companies prioritizing user experience. Enterprise organizations benefit from Workday’s comprehensive capabilities or SAP SuccessFactors’ global reach.
Careful evaluation of organizational needs, budget constraints, and integration requirements will guide you toward the optimal choice. The investment in proper HR technology pays dividends through improved efficiency, compliance, and employee satisfaction.
Frequently Asked Questions About UKG Ready Alternatives
- Which UKG Ready alternative offers the best value for small businesses?
BambooHR and Zoho People typically provide the best value for small businesses. BambooHR offers intuitive design and comprehensive features at reasonable prices. Zoho People provides affordability with extensive customization options, particularly valuable for organizations already using other Zoho applications. - What’s the most comprehensive UKG Ready competitor for large enterprises?
Workday and SAP SuccessFactors dominate the enterprise market. Workday excels in modern user experience and advanced analytics. SAP SuccessFactors offers superior integration with existing SAP environments and global compliance capabilities. - How long does implementation typically take for these HR platforms?
Implementation timelines vary significantly by platform complexity and organizational size. Simple solutions like BambooHR can deploy in 2-4 weeks. Enterprise platforms like Workday may require 6-18 months for complete implementation including customization and training. - Which alternative provides the best integration capabilities?
Rippling offers unique all-in-one integration by combining HR, IT, and Finance functions natively. For traditional third-party integrations, Workday and ADP Workforce Now provide the most extensive marketplace and API options. - Are there any free UKG Ready alternatives available?
Zoho People offers free tiers for very small organizations (typically under 5 employees). However, most robust HR platforms require paid subscriptions to access meaningful functionality. Free options generally lack the comprehensive features needed for serious business use. - What should organizations prioritize when comparing these alternatives?
Organizations should prioritize alignment between platform capabilities and actual business needs. Consider organizational size, growth trajectory, budget constraints, existing technology ecosystem, industry requirements, and user experience preferences. Avoid paying for unused advanced features while ensuring the platform can scale with growth. - Which platform offers the best mobile experience?
HiBob and Workday typically receive the highest ratings for mobile user experience. Both platforms offer comprehensive mobile apps with intuitive interfaces. Paylocity also provides strong mobile functionality with social features that enhance employee engagement. - How do these alternatives compare in terms of customer support quality?
BambooHR consistently receives top ratings for customer support responsiveness and quality. ADP Workforce Now provides comprehensive enterprise-level support but may be less agile for simple requests. Smaller vendors like HiBob often provide more personalized attention but may lack 24/7 availability.
For additional insights into HR technology trends, reference Gartner’s HR technology research for industry analysis and vendor evaluations.
Stack Insight is intended to support informed decision-making by providing independent information about business software and services. Some product details, including pricing, features, and promotional offers, may be supplied by vendors or partners and can change without notice.