Paycom vs PayScale MarketPay

• Provides easy-to-use payroll software that is structured to help eliminate human error, allowing me to self-manage payroll with complete accuracy.
• Automatically generates the necessary and easy-to-access reports relating to wages and payroll taxes paid.
• Offers exceptional customer service with dedicated representatives who are very professional, responsive, knowledgeable, and courteous.
• Received thorough personal instruction/training on the use of the online software program.

Read full review

• Detailed view of the market rates for roles within the organization provides the ability to pay our employees at our chosen rate with confidence.
• Updated data to ensure that we are keeping pace--you're not stuck with outdated data that some annual salary surveys provide.
• The market available for analysis are robust, and we're not simply looking at a single city, region, or country. You can usually get as grand or as granular as you like in reviewing available data.

Read full review

• Would like to see more options when creating a custom report.
• Clocking in 1 minute after the start of a schedule, takes away half an hour from the employee. We are consistently pushing the clock back one minutes so that employees don't lose that half hour. This only happens on our morning shift; not our Swing Shift.
• On anniversary dates the system changes the vacation accrual but does not enter the additional lump sum of 40 hours vacation to the employee's account. We go in and enter the lump sum manually.
• It is difficult to reprogram our time clock bells. Over time, the bell rings 1 or 2 minutes earlier than the actual time.

Read full review

• There is a bit of a learning curve--if you're looking to get others involved who are not fluent in compensation data and analysis, it can be complicated and involved. It could benefit from additional tips and walkthroughs for newer users outside of the support that PayScale provides through your designated PS employee/account manager.
• Being a Canadian company, the data isn't always as robust as it is for American companies. Larger cities are almost always represented and while you can often get data for the smaller areas, the data is not sufficient enough to always provide the best confidence (e.g. 5.0 reports vs. lower rated ones).
• It does not work for every job, and you may find that you need to stretch definitions a bit as you may have roles that don't fix the exact mold that they are closest to in PayScale. This is especially true in insurance, where the role of underwriter or claims adjuster may differ significantly based on the organization's business.

Read full review

• Incurred over $8,000 in additional fees because of a missing account number, it was corrected but took almost three months to do so[.]
• We paid to have Paycom sign up for our tax accounts only to find out they did not and we’re reporting under a wrong state ID.
• Paycom’s reporting made it easy to pull employee data[.]

Read full review

• Positive: Ability to better understand where our pay is relative to the market and ensure that we are paying competitively and attracting the best possible talent.
• Positive: We can have more informed compensation conversations with staff about their pay and why we pay the way we do. We can define our compensation philosophy and build a plan to move forward and ensure we keep staff informed.
• Neutral Impact: While PS MP can be robust for certain jobs, using it as a unified platform within the organization is not without its challenges as some jobs just don't quite fit the data provided and we need to make some concessions. While there are benefits to the data, the additional work and less confidence makes those benefits a bit of a wash in the end.
• Negative: There has been no negative impact of using PS MP overall to this point.

Read full review