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Paycor - What I have found in my 2 years with them.
September 05, 2021

Paycor - What I have found in my 2 years with them.

Anonymous | TrustRadius Reviewer
Score 7 out of 10
Vetted Review
Verified User

Modules Used

  • HR, Benefits Administration & ACA
  • Recruiting & ATS
  • Onboarding Software
  • Time & Attendance
  • Payroll & Tax Software
  • Reporting & Analytics

Overall Satisfaction with Paycor

We use it to process semi-monthly payroll for hourly and salary staff. We use it for timekeeping and paid time off requests. We use their applicant tracking system and onboarding for all new hires. We use it to verify the Form I-9 through E-verify. We use their benefits administration system. We also use their ACA system. 401K and FSA use a 180-degree integration.
  • Their payroll and HRIS system is very easy to learn.
  • The applicant tracking system is easy to use and has a lot of neat features.
  • The mobile app is easy.
  • Their system is able to handle our weird vacation system.
  • Their assistance with writing new and updating handbooks was very easy to use.
  • Customer service has been an issue.
  • Billing was an issue to start and took quite awhile to get fixed.
  • The benefits system they use has caused us more grief than help.

Do you think Paycor delivers good value for the price?

Yes

Are you happy with Paycor's feature set?

No

Did Paycor live up to sales and marketing promises?

Yes

Did implementation of Paycor go as expected?

Yes

Would you buy Paycor again?

Yes

  • My time to process payroll reduced from 12 hours to 4.
  • We no longer have any paper forms for paid time off. Our employee files are thinner than ever.
  • We no longer have employees starting before they have had a chance to complete onboarding paperwork.
  • Managers know what step each applicant is in and who has done what with each applicant.
  • The benefits system has added several more steps and is more cumbersome.
Our HR and/or payroll team has saved 1-25 hours per month. - We have a very complicated, semi-monthly, payroll. It used to take me between 8-12 hours to complete payroll. Now it takes me 4 hours. I have so much more time in my week to take care of HR work and my managers have more time to get payroll adjustments to me before I process. Applicant paperwork takes less time and is all digital now. I can now [fully] process an new hire in 30mins whereas before it would take me about 1 hour. We hire between 100 and 150 people in the months of April and May so this is huge for me.
Overall the system is very intuitive. It is easy to pick up. Even my older workforce is able to use the app to clock in and out and make time-off requests. If they happen to forget a password they will often need assistance. Our younger workforce has no problems.
With Paychex Flex it was taking me 8-12 hours to process a payroll. That was one of the main reasons we looked at other companies. I worked for ADP Total Source for a little bit. I did like their platform, it is the same as workforce now, but Total Source is the PPO version. ADP was a bit high on the price for us. Paycom and Paylocity were strong runners-up for us when we chose Paycor. The systems all seemed very user-friendly and easy to use. The main reason we chose Paycor over the other 2 was the sales rep. He was very helpful and would do anything he could to get things done for us if we were experiencing a problem.
The payroll system, HRIS System, timekeeping, and applicant tracking are great. These products have saved me so much time and we have much better [recording] keeping with applicants now. I really enjoy using Paycor for these things. The parts I have problems with are as follows. Customer service is not set up the way I like it. You must call in or e-mail. If you e-mail sometimes, you won’t get a response for a week. When you call in, there is a large phone maze to navigate to find someone to help with your specific problem. Some days you can wait for multiple hours on hold for someone to pick up your call. The benefits system has been terrible. It is a third-party system that they bought and integrated. However, Implementation did not go well for us. The reports that we are supposed to be able to pull for the information we need don't work right. It leaves out different columns each time we run it. We were told that a ticket was sent to IT to figure it out, but it has not been resolved yet and that was in December of 2020. We were better off doing it by hand.

Paycor Feature Ratings

10.0
Employee demographic data
10
Employment history
10
Job profiles and administration
10
Workflow for transfers, promotions, pay raises, etc.
10
Organizational charting
Not Rated
Organization and location management
Not Rated
Compliance data (COBRA, OSHA, etc.)
10
7.8
Pay calculation
10
Off-cycle/On-Demand payment
10
Benefit plan administration
1
Direct deposit files
10
Salary revision and increment management
Not Rated
9.3
Approval workflow
10
Balance details
8
Annual carry-forward and encashment
10
10.0
View and generate pay and benefit information
10
Update personal information
10
View job history
10
View company policy documentation
10
Not Rated
Tracking of all physical assets
Not Rated
7.0
Report builder
6
Pre-built reports
8
Ability to combine HR data with external data
Not Rated
Integration with other HR capabilities ()
Not Rated
Not Rated
Performance plans
Not Rated
Performance improvement plans
Not Rated
Review status tracking
Not Rated
Review reminders
Not Rated
Multiple review frequency
Not Rated
Succession Planning ()
Not Rated
10.0
New hire portal
10
Manager tracking tools
10
Not Rated
Individual goal setting
Not Rated
Line-of sight-visibility
Not Rated
Performance tracking
Not Rated
10.0
Job Requisition Management
10
Company Website Posting
10
Publish to Social Media
10
Job Search Site Posting
10
Duplicate Candidate Prevention
10
Applicant Tracking
10
Notifications and Alerts
10

Using Paycor

250 - We have 3 restaurants, massage services, tennis coaches, personal trainers, lifeguards, camp counselors, golf pros, outside services, grounds crew, housekeeping, and maintenance staff. Managers for every section and a CEO. We have one 18 hole championship golf course and one 9 hole par 3 courses that are open as long as [the] snow is not on the ground. We have 1 indoor pool open year-round and an outdoor pool open Memorial Day through Labor Day.
3 - The HR Director is the main Admin for Paycor. The Controller is the 2nd Admin. Then we have 1 payroll/admin assistant that has access to a lot of Paycor. Managers can support [their] staff if they are having issues with timekeeping. All other support goes to the HR Director first.
  • Payroll Processing
  • HRIS
  • Applicant tracking
  • Benefit administration
  • Providing Emergency Sick Leave during the COVID-19 pandemic.
  • Updating our employee handbook.
  • Implementing new state laws.
The product is really good overall. The customer service is not the best and the benefits administration is kind of painful. However, the good outweighs the bad. We might get a different benefit admin system that can be integrated into Paycor. My controller doesn't want to switch anything for a [long] time.

Evaluating Paycor and Competitors

Yes - We replaced Paychex Flex. It was taking me 8-12 hours to process payroll with them and their customer service was terrible. They had a good model. One point of contact and then that person would reach out to other departments if needed. However, this person was changed a lot. Sometimes we would get a person who didn't know what they were doing and make everything worse while trying to fix a problem.
  • Price
  • Product Features
  • Product Usability
  • Product Reputation
Product usability is our highest one. Anything that reduces the time we have to spend on manual entry is great! Reducing payroll process time, 401K administration, and benefit[s] enrollment are key things for us.
I would reach out to people who recently chose to leave the company I am interested in and find out why they wanted to leave.

Paycor Implementation

The white-glove service is the way to go. Make sure to ask for it. It is well worth the money.
  • Implemented in-house
Yes - We got the white glove service for implementation. [The] first step was for them to gather all of our data from our previous provided. The white-glove service made it so they did all of the work. I let them remote into my computer after I logged into our previous provider and they went through and got all of the reports and exported all of the data they needed while I watched. [The] second step was attending classes on how to use the different features. They were all remote classes. [The] third step was to get all external integrations set up, like 401K, FSA, etc. [The fourth] step was to run a payroll in sync with my other provider to make sure we were not missing any earnings or deductions and that taxes were all correct. [The] fifth step was to run the first official payroll with them. [The] sixth step was to run 3-4 more payrolls with the implementation team. [The] seventh step was [a] transition into regular service.
  • GL mapping required us to change a lot of things.
  • We had to switch 401K and FSA companies in order to integrate with Paycor.

Paycor Support

There is no one point of contact. If you have an issue you can e-mail support. Most of the time they get back to you in about 1-2 days. Sometimes [it's] more than a week. When you call in you have to navigate a phone maze to get to the right department for your issue. if it is a really busy day then you could be on hold for multiple hours. When we had a billing issue we had to reach out to the CEO in order to get things fixed.
ProsCons
Knowledgeable team
Problems get solved
Support understands my problem
Support cares about my success
Not kept informed
There was not an option to purchase premium support that I am aware of.
Yes - Yes

Using Paycor

ProsCons
Like to use
Relatively simple
Easy to use
Technical support not required
Well integrated
Consistent
Quick to learn
Convenient
Feel confident using
Familiar
None
  • Processing Payroll.
  • Submitting and approving time off requests.
  • Onboarding new hires.
  • Benefits administration.
  • Custom reporting.
Yes - It is very easy. The trick is that a person has to log into the website first once officially hired into the system before using the app or it [won't] work.