Human Interest headquartered in San Francisco offers their cloud-based 401k administation platform for employers featuring flexible plan design and a dedicated account manager.
$80
per month
Paycom
Score 8.5 out of 10
N/A
Paycom is an automated HCM platform, built on a single database that eliminates redundant data entry through automation. A payroll and HR software solution, Paycom is used by organizations of all sizes to access employee data without navigating multiple systems.
N/A
Pricing
Human Interest
Paycom
Editions & Modules
Essentials
$80 + $5 per eligible employee
per month
Complete
$180 + $7 per eligible employee
per month
Concierge
$280 + $9 per eligible employee
per month
No answers on this topic
Offerings
Pricing Offerings
Human Interest
Paycom
Free Trial
No
No
Free/Freemium Version
No
No
Premium Consulting/Integration Services
No
No
Entry-level Setup Fee
$499 one-time fee
No setup fee
Additional Details
Employees pay a recordkeeping services and custody-related asset-based fee of 0.05% to Human Interest Inc., an investment advisory fee of 0.01% to Human Interest Advisors, plus underlying fund fees. Asset-based fees are deducted monthly from the employee’s account according to the HII Terms of Service and HIA Terms of Service. All prices are exclusive of applicable taxes. If the plan sponsor elects to hire an external investment advisor, the plan sponsors will pay such advisor as agreed between the plan sponsor and advisor.
All prices are exclusive of applicable taxes and are subject to a $499 startup fee. See Terms of Service for additional details. Refer to humaninterest.com/payrolls for a list of integrated payroll providers. For non-rollover distributions, shipping and handling fees may apply to requests for check issuance and delivery.
Actually you guys serve a lot of variety of clients that we have. So everything from simple clients on your 316 and then you got your 338 platforms to some more of the complex clients that want to carve out their own funds. You guys integrate well with financial advisors if they wish to use that, but a lot of times it's, those aren't necessary if clients want to save money.
well suited for smaller businesses. most of our functions are housed in the payroll system, so that makes things easier. Not sure how sophisticated the labor allocation and job costing system would work with a large organization. We have to closely monitor tax profiles and multi-state things. Hard to follow and understand at times.
So as a user of it, since I was being paid by these companies, being able to manage my level of risk, being able to manage how much I was putting in from a percentage standpoint was always super easy. Even in a situation where my last company was acquired, we had to go through transferring over to different solutions was super useful. The team was always very open, honest about, Hey, what can we do? How can we work with them? And accommodating in that way. I think as a provider it was so easy to get team members set up. I never had any complaints. I never had anybody worry. I never had somebody come to me and go like, I don't understand Human Interest.
Before Paycom we were using Paylocity and in about six months of running payroll with Paylocity, we never once had 100% accuracy from a payroll standpoint. So we had disgruntled employees because either their time was off or their pay was off. With Paycom, we've never had a case where our payroll was not 100% accurate.
The only thing I can think of right off hand is that there's a day delay when we look at our total. So for instance, we heard the other day that there was a rally in the markets on Friday and that everybody had supposedly recouped all of their losses from March. We actually had to wait the whole weekend until Monday to log in to actually see what those were. And I know real time is really, really hard, but anytime we could get something faster, that would probably be my only.
I think that when we do need a response back, which is very unlikely from the contact about something that's happening or going on, it can take a little long to get back to us. Longer than we would like because obviously it's an emergency to us, but we understand they have tons of emergencies they have to solve. But I think that's the only aspect.
I know from a payroll standpoint, which I'm not really privy to because I don't work on the payroll side, there have been some little hiccups that about certain formulas used, certain credits being issued that we've already filed for tax credits that we filed for. So I know that my CFO's already on top of it and pay comes on top of it as well and it's getting resolved, but obviously that's a big issue that needs some work there.
Because it has everything that we need and as we grow, we are learning how robust Paycom can actually be but we need to be willing to spend the money. It's not expensive but we, as a company, are not used to spending that much on a system for HR and payroll.
It's really easy to get, well, first of all, they get enrolled automatically so they get added to the platform automatically. They get removed from the platform automatically and everything is really easy to understand for someone who doesn't have a lot of experience. And that's actually a lot of our employees have never had a retirement benefit before. They don't know anything about it. They really don't understand how it works. There's also a little bit of a fear factor with deducting money from their paycheck to be able to contribute to this. And so how easy it is for them to get it set up and then the information that Human Interest gives them about what the benefit is, how it works, all that, it's great
The interface is very intuitive, you can navigate it pretty well. Everything's pretty much spelled out and the features just flow really well. They make it easy for you to go back and forth with the UX/UI type of interface. So I think it was built pretty well.
So we had a designated rep and he was fantastic. I don't remember his name at the moment, but he was almost immediately responsive. And you guys also partnered with us for client knowledge webinars and he was great. Great at that too.
Our TSR has been wonderful to work with. Every step of the way he was quick to respond and answer any questions we had. I knew I could reach him at any time (day or night) and he would be available to assist. Implementing a new HRIS system is obviously a huge task and I contribute all our success to our rep Kurt! Of course, with any implementation, there were bumps along the way and issues. But I always knew we would work as a team to get those issues figured out. Working in the Paycom system has been smooth and easy to learn and I enjoy the employee self-service interface. Our managers have had positive things to say and are all excited about the changes we have been able to make to our organization due to Paycom being implemented.
All the online training modules were short and straight to the point. Every module teach you how to use the system. If there is one thing they know how to do is training. We did implementation during the pandemic so all had to be done online or via zoom meetings.
A key insight from our implementation of Human Interest is that early coordination across finance, HR, and leadership is critical. The platform itself is straightforward, but ensuring payroll integration, compliance documentation, and employee education are aligned from the start makes the rollout smoother and increases adoption. Another insight is that employees respond best when given clear, simple communication about how to enroll and the benefits of participation—this minimizes confusion and builds trust in the program. Finally, dedicating time up front to review compliance and reporting features helps avoid issues later and gives leadership confidence in the plan’s long-term stability.
Not at all satisfied it was a nightmare we spent over 8 months with the implementation team having issues after issues all related to the Puerto Rico regulations (half my employees are in Puerto Rico) and at the end we were moved over from the implementation team to the production team without all the issues being resolved
Insperity was horrible. Expensive, hidden fees at every corner, not communicative. They messed up my plan and didn't include the requested Safe Harbor provision and I had to pay the piper for their mistake. Nothing Insperity did was customer first, fiduciary, or even compliant. I have had the exact opposite experience with Human Interest and they cleaned up Insperity's mess without any complaints and dealt with Insperity dragging their feet on the conversion over a $1k offboarding fee I refused to pay after they screwed up my plan
We really only had Paychecks and that was our biggest problem is that with several different companies, it was very hard If you had a salary employee and didn't terminate them in the prior company, they get paid twice, so this has really been definitely a big help for us.
It's been super positive because everyone wants payroll to be streamlined and not have to go into different systems. And I solved at Coastal, our platform is fully integrated with Human Interest and there's no fee to the customer for that. So that's definitely the best.
I would think the most time would come from applicant tracking and I don't think that's a Paycom issue necessarily. I think it was a training issue during implementation. I would say that that has improved now that we had onsite training. But initially the applicant tracking piece can be difficult when you're used to just using an ATS. That's specifically for talent acquisition because there's a lot of nuances that goes into the system that Paycom bills.
