Most comparisons in this category pit a labour hire platform against a general rostering tool, which makes the answer obvious and the article useless. This one is harder. OnCrew and Entire OnHire are both built in Australia, both built for on-hire work, and they overlap on the essentials: onboarding, compliance, rostering, timesheets and getting workers paid. The real question is scope — how much of your agency you want inside one system.
Every Entire OnHire detail below was checked against Xeople’s own live product and pricing pages in September 2026, and we say plainly where Entire OnHire does something OnCrew does not. Vendors change their products; confirm anything decision-critical directly with them before you sign.
The short answer
If you want one system running your agency from candidate sourcing through to the pay run and the client invoice — with a built-in applicant tracking system, award interpretation and STP payroll under the same login — Entire OnHire is a comprehensive, established suite built for exactly that, and it is the broader product.
If your daily pain is filling shifts fast, keeping tickets current and getting clean hours into Xero, Employment Hero or MYOB, and you have no wish to replace your payroll engine, OnCrew is the more focused fit. It is “everything in one suite” versus “a sharp dispatch layer that plugs into the stack you already trust”.
What Entire OnHire is built for
Entire OnHire is built by Xeople Pty Ltd, an Australian-owned company based in Seaford, Victoria. It is a genuinely comprehensive all-in-one staffing platform designed to run the whole agency lifecycle in one place, and it covers a lot of ground.
Its scope is the headline strength. Entire OnHire includes a built-in applicant tracking system for candidate sourcing and job advertising, with native integrations to Daxtra, Flare, Ozedi and VEVO for right-to-work checks. From there it runs candidate onboarding through a portal, rostering and allocations with compliance built in — plus fatigue-management and infection-control options — a client portal for shift bookings and timesheet approvals, digital timesheets, and, critically, STP 2.0 compliant payroll with superannuation management and modern award interpretation support, alongside in-house client invoicing. There is an EOH Workforce App for candidates and a mobile-capable client portal.
On security it holds ISO/IEC 27001:2022 certification, published on its own site with the certifying body (Intertek SAI Global) and a certificate number. That is a genuine certification rather than an alignment claim, and if your clients run procurement questionnaires it is worth real money.
It serves healthcare and locum, hospitality and events, community and direct care including NDIS, warehousing and manufacturing, education and childcare, and security agencies.
What OnCrew is built for
OnCrew takes a deliberately narrower approach. Rather than trying to be your recruitment system and your payroll engine as well, it concentrates on the operational middle where most agencies feel the pain daily: filling shifts fast, keeping workers compliant, and getting clean hours out to payroll.
Smart Fill reads a shift’s requirements and applies hard gates first — site compliance, onboarding readiness and availability conflicts — then ranks everyone who survives by how well their role matches, their history at that site and with that client, how far they are from the site and how recently they last worked, with a bonus for workers who are fully compliant. Offers go out in one tap, with SMS and voice escalation until the shift is filled. A supervisor who has asked not to have a worker back at a site can flag them; that worker sinks to the bottom of the list but stays visible, because a human should make that call.
The compliance gate is the other half. Each site carries its own mandatory requirements, and each requirement is set to enforce or to warn. Where a requirement enforces, a worker who is missing it or whose document has expired cannot be allocated to that site and is excluded from Smart Fill’s list — and every block is written to the audit trail. Where it warns, the allocation proceeds and the coordinator is told exactly what is missing. Expiries are tracked with reminders before anything lapses.
Workers self-onboard from their phone — details, tickets and licences photographed on the spot, your own induction, medical information held with application-level encryption, and tax, super and bank details. Clock-ins are GPS-stamped and checked against the site’s geofence, recorded in the site’s local time, with any off-site clock-in flagged for the supervisor rather than silently blocked. Approved hours export payroll-ready: a standard CSV that column-maps into Employment Hero’s timesheet importer, a bridge file for Xero (which has no native timesheet import), and a MYOB AccountRight timesheet import.
OnCrew does not run payroll, calculate award rates, pay superannuation or file STP. It is the dispatch-and-compliance layer, and it hands clean data to the payroll system you already use.
OnCrew vs Entire OnHire, side by side
| OnCrew | Entire OnHire | |
|---|---|---|
| Shape | Focused dispatch & compliance platform | Full end-to-end agency suite |
| Built by | Platform 360 Pty Ltd, Sydney | Xeople Pty Ltd, Seaford VIC |
| Shift filling | Smart Fill — hard gates, then ranked by role, site and client history, distance and recency; one-tap offers with SMS and voice escalation | Rostering and allocations with compliance built in |
| Recruitment / ATS | None — the CRM manages clients, not candidates | Built-in ATS with job advertising and Daxtra, Flare, Ozedi and VEVO integrations |
| Onboarding | Phone self-onboarding: tickets, induction, medical, tax, super, bank | Candidate onboarding portal |
| Compliance | Per-site requirements in enforce or warn mode; enforced misses block allocation and are audited | Compliance built into rostering; fatigue-management and infection-control options |
| Payroll | Export only — Employment Hero, Xero bridge, MYOB AccountRight | In-house STP 2.0 payroll with super and award interpretation support |
| Client invoicing | Not an accounting ledger; billing on higher plans is built from approved hours | In-house client invoicing |
| Client access | Client CRM and pipeline; supervisor app access for requests and sign-off | Client portal for bookings and timesheet approvals |
| Security certification | None published | ISO/IEC 27001:2022 certified (Intertek SAI Global) |
| Pricing | Published per-seat tiers from $5/worker/month, no worker caps | Quote-only — per user/licence or per shift booked |
Where the two genuinely differ
Full suite versus focused platform
This is the central choice, and it is a philosophy difference rather than a quality one. Entire OnHire is built to be the one system your whole agency lives in, from the recruiter sourcing a candidate to the finance team raising an invoice. OnCrew is built to do the dispatch-and-compliance job well and connect to the rest of your stack. If you want fewer systems and one login, the suite wins. If you would rather have a sharp dispatch engine feeding tools you already run, the focused platform wins.
In-house payroll and award interpretation versus export
This is the most consequential difference, and it favours Entire OnHire outright. Entire OnHire runs STP 2.0 payroll, superannuation and award interpretation inside the platform, and raises client invoices from the same data. OnCrew does none of that. It captures verified, auditable hours and exports them payroll-ready; award interpretation happens downstream in Xero, Employment Hero or MYOB. If retiring an external payroll system is on your list, that is a decisive point for Entire OnHire. If you are happy with the payroll you have, OnCrew’s export model avoids paying for a second pay engine.
Worth reading alongside this: our guide to native payroll versus timesheet export, which sets out the trade-off without the vendor framing.
Built-in recruitment versus bring your own
Entire OnHire includes a full applicant tracking system with job advertising and right-to-work integrations. It is built to help you find candidates, not just manage the ones you have. OnCrew has no ATS at all; its CRM tracks clients, sites, supervisors and pipeline, which is a different job. If sourcing is core to your desk, that is a clear point in Entire OnHire’s favour and an honest gap in OnCrew’s scope.
Certification versus published pricing
These cut in opposite directions. Entire OnHire holds ISO/IEC 27001:2022 certification and publishes no pricing. OnCrew publishes its full per-seat pricing and holds no security certification. If your clients demand a certificate in procurement, that is Entire OnHire’s advantage and you should weigh it heavily. If you want to model your cost before a sales call, that is OnCrew’s.
When Entire OnHire is the better choice
Being straight about this is what makes the comparison worth reading. Entire OnHire is likely the better fit if you want one system spanning recruitment, rostering, payroll and invoicing; if a built-in ATS and candidate sourcing are central to your agency; if you want STP payroll, superannuation and award interpretation processed in-house rather than downstream; if ISO 27001 certification is a procurement requirement for your clients; or if fatigue-management and infection-control options inside rostering matter for the sectors you staff. It is an established, comprehensive suite, and breadth is the entire point of it.
When OnCrew is the better choice
OnCrew is the better fit when the work is dispatch and compliance rather than end-to-end agency administration: when filling shifts fast is the daily fight and you want the offer ranked and escalated automatically; when ticket compliance has to block an allocation rather than merely appear in red on a dashboard; when you want workers onboarding from their phones without a paper chase; when you already run Xero, Employment Hero or MYOB and want clean hours exported rather than a second payroll engine to adopt; and when you want to see the price before you book the demo.
Pricing
The two price differently, and the difference tells you something about their models. OnCrew publishes per-seat pricing with no worker caps: Essentials at $5 per worker per month (minimum $99), Starter at $6.50 (minimum $199) and Growth at $8 (minimum $399), plus $10 per supervisor and $60 per admin, with the owner account included.
Entire OnHire does not publish numbers. Its own pricing page describes two models — pay by the number of active users or licences, or pay by the number of shifts booked — with a custom quote after a discovery session and a tailored demo. That is normal for a suite of that breadth, and it means a genuine cost comparison needs a conversation with them.
Neither approach is inherently cheaper. A broad suite that replaces several systems is a different kind of investment to a focused platform that plugs into your existing stack. Shortlist both and trial each on a real week of your own rostering; a demo rarely reveals what a genuine week does.
The bottom line
This decision is not about which platform has more features. Entire OnHire, as a full suite, will always list more. It is about shape. Entire OnHire runs your whole agency in one system, recruitment through invoicing, with a security certification and quote-based pricing. OnCrew is a focused dispatch-and-compliance platform with published pricing that exports payroll to the tools you already use. Pick the suite if breadth, in-house payroll and certification matter most; pick OnCrew if fast shift filling, enforced compliance and a light footprint matter most.
If you are shortlisting more widely, our buyer’s guide to labour hire software in Australia covers the rest of the field.
