Paylocity Trusted Partner
Updated May 15, 2025

Paylocity Trusted Partner

Lynmarie Wahl (formerly Norton) | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User

Overall Satisfaction with Paylocity

HRIS - system of record, Performance Management - reviews, IDPs, KPRs, KPIs, Benefits - tracking + enrollment, Compensation - annual merit + promotion planning, Data Insights - quick reporting + insights on metrics we track, Recognition - anniversaries, birthdays, job well done, Payroll, Reporting relative to affirmative action plan, etc. and soon for Recruiting/Applicant Tracking.

Pros

  • Quality of Products
  • Annual HR Elevate Conference, Newsletters, Communications
  • Array of Product Offerings

Cons

  • Succession Planning Tools
  • Talent Review Tools
  • Better data-driven decision-making
  • Consistency in process
  • Data insights
Automation of core processes has enabled our HR team to focus on more value-added services for the firm and have greater job satisfaction by staying out of the minutia. Workflows are easy to follow and set-up and offer seamless integration with other modules.
I believe Paylocity has some good tools in this area. They are just not heavily utilized by us. Community is duplicative of our internal website so we don't use this. Peer Recognition is used but not as much as we would like -- seems like we have to regularly remind folks about it. We do highlight these in our internal newsletter. We do alot of internal surveys and tend to use MS forms.
Number of integrated offerings that meet our needs. One stop shop that is consistent & drives efficiency. Ease of use by Superusers/Administrators. User friendly and creates a good employee experience. Data Insights + Report Writing top notch.

Do you think Paylocity delivers good value for the price?

Yes

Are you happy with Paylocity's feature set?

Yes

Did Paylocity live up to sales and marketing promises?

Yes

Did implementation of Paylocity go as expected?

Yes

Would you buy Paylocity again?

Yes

Well suited for other companies who are looking for a well-rounded array of offerings.

Paylocity Feature Ratings

8.9
Employee demographic data
10
Employment history
10
Job profiles and administration
8
Workflow for transfers, promotions, pay raises, etc.
10
Organizational charting
8
Organization and location management
8
Compliance data (COBRA, OSHA, etc.)
8
9.0
Pay calculation
9
Support for external payroll vendors
9
Off-cycle/On-Demand payment
9
Benefit plan administration
10
Direct deposit files
10
Salary revision and increment management
8
Reimbursement management
8
8.0
Approval workflow
8
Balance details
8
Annual carry-forward and encashment
8
9.6
View and generate pay and benefit information
10
Update personal information
10
View job history
10
View company policy documentation
9
Employee recognition
9
Asset Management ()
Not Rated
8.0
Report builder
7
Pre-built reports
9
Ability to combine HR data with external data
8
Integration with other HR capabilities ()
Not Rated
8.6
Performance plans
9
Performance improvement plans
9
Review status tracking
7
Review reminders
9
Multiple review frequency
9
5.0
Create succession plans/pools
5
Candidate ranking
5
9.0
New hire portal
9
Manager tracking tools
9
8.0
Corporate goal setting
8
Individual goal setting
8
Line-of sight-visibility
8
Performance tracking
8
Recruiting / ATS ()
Not Rated

Using Paylocity

102 - Human Resources, Finance, Marketing, Client Development, Business Development + Engineering.
4 - Recruiter / HRIS Administrator who "owns" the recruiting + onboarding modules and demographic related changes. Human Resources Generalist who "owns" performance management, benefits/enrollment + compensation modules, entering training related information or deploying trainings + reporting. Controller who is responsible for payroll and other financial components + reporting. Human Resources Director who is overall accountable for HRIS.
  • Housing employee demographic data / system of record
  • Benefits
  • Recruiting
  • Compensation
  • Performance Management
  • Data insights to quickly pull data used in decision-making
  • Robust reporting capabilities that has streamlined + automated access to data
  • Providing feedback to staff throughout the year to help us form the feedback habit
  • Integrated performance management -- reviews, journaling, feedback + individual development planning
  • Talent Management / Succession Planning
  • Annual compensation planning relative to managing promotions, i.e., enable the comp module to track promotions so you can see the effect of the change, e.g., from current pay range to new one and where they fall, etc.
  • Have a way to compare annual feedback forms year over year
Capabilities and integrated offerings. Robust reporting requirements. User friendly. Focus on innovation and education to clients. Noticeable improvements in customer service + support which had been an issue for us about a year and half ago. We feel like someone listed to feedback from clients and positively transformed the client experience.

Evaluating Paylocity and Competitors

Yes - We replaced Clear Company's Applicant Tracking System (ATS) with Paylocity's Applicant Tracking System to streamline our hiring process and to create a more seamless experience for candidates. It is user-friendly, well-organized and provides us with tools like automated job postings, employer branding, video, texting, QR code promotions, and candidate self-scheduling. Implementation was very efficient and effective. We are experiencing positive results relative to time to hire, applicant volume, candidate experience and an overall cost savings.
  • Cloud Solutions
  • Scalability
  • Integration with Other Systems
  • Ease of Use
Cloud solutions, scalability, integration with other systems and ease of use are all important factors in our decision-making process. If I have to pick the most important, it would be scalability. As a growth oriented structural engineering firm, we need a Human Capital Management partner that we can grow and evolve with and Paylocity is meeting this need. They offer a wide array of modules that work well for us: recruiting, performance management, benefits +compensation administration, and payroll.
Two things come to mind. First, I would engage stakeholders earlier and more broadly -- such as HR, IT, Finance, Compliance, and end-users. This would help us ensure software aligns with needs across the firm. This will help with change management relative to driving ownership and adoption. Second, I would review integration capabilities more broadly relative to CRM platforms.

Comments

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