Share your experience using OutMatch

My main use case for Paycom is mostly for payrolls. I use Paycom to run payroll for hourly and salaried employees, but that was for my previous employer at Histo Health, not with my current employer, Geo Journey.

I also use Paycom to connect with other benefits as well, for 401k contributions, because I manage the payroll sessions and not from People Ops, who manage them from HR. I work with Paycom specifically for hourly and salary payroll. We moved from Namely to Paycom because Paycom provides time clocking services.

Paycom positively impacts my organization by creating a centralized workflow, and we have everything in one place, including timekeeping, payroll runs, and employee records. One system makes it very easy for us to access people's profiles.

This centralization leads to measurable improvements, such as making audits easier because when we have a state notice requesting employee information or former employee information, we have it in the system, and we can access it and have all the information presented to the state agency.

The best features Paycom offers include in-house timekeeping for hourly people, so we don't need to transfer data from a third party or different platform to the payroll platform, and they have a friendly user interface.

The in-house timekeeping helps my team day-to-day because the interface is very easy to use and very easy to locate the function I need. They provide the log for hourly people to log in, log out, calculate overtime, and transfer that to the payroll platform.

They also have the personal action form, which is the workflow for us to manage activities, such as people activity, for example, promotion or pay change.

Paycom has a lot of things to improve, especially customer service, which is very difficult because they change the account manager frequently, so we don't know who we're going to talk to. Every payroll platform has its own issues, and we need people from their end to help us solve issues. The frequent change in customer service representatives makes it hard for us to reach out to internal teams. For example, when we send a request, they have to route it to the engineer team, product team, or tax team, and that takes a long time to solve problems. It feels as though they are isolated or subcontracting with the services.

Another issue is that their sales representative told us during our search for the platform that they could provide certain features, but when we got into the contract, they delayed it. For example, we had Vestwell as a 401k administration, and they cannot build a connection from Paycom to Vestwell, so I still have to do it manually, which is a required feature for us when we search for a payroll platform.

Customer service is very important to us because if you don't have good customer service and a good account manager, you lose it. Those are the two things that impress me and make me feel blocked when I search for a new payroll platform.

I have been using Paycom for three years.

I rate Paycom six out of ten overall. First of all, Paycom has user-friendly features, a good workflow, and centralized documentation, making it easy to manage and access the features and set up new employees. However, the significant drawback is customer service and the disconnection between the sales team and product teams, which leads to false promises, and that is a big loss for them.

To be honest, when I use Paycom, it is not in the AI area, so we don't have much AI embedded with Paycom, and I really don't have an informed perspective on that.

I have not noticed anything regarding Paycom's accuracy and reliability of output.

Make sure Paycom actually provides what they say because the sales team tells you one thing but the product team will tell you differently when you are shopping for Paycom.

We decided to implement Paycom as a brand new HRIS system for full employee life cycle support. The biggest introduction at first was for payroll, but we also used it for onboarding, talent acquisition, performance management, and personnel file management, really for the full life cycle.

We used Paycom for performance management as an example. If an employee was working with their manager, for instance for a written warning for missing or not meeting performance expectations, we would add a note to their file through the performance management system which was customizable. You could have verbal warnings, written warnings, or whatever the performance management philosophy was within your organization. We would start with coaching or a verbal warning first, and that would progress to a first written warning, second written warning, and so on.

We also used Paycom heavily for payroll processing, supporting hourly and exempt employees, and processed a bi-weekly payroll for it, creating separate data files for the different employee populations to process payroll.

Paycom really helped the company grow tremendously. When I first joined the organization, the company was under 100 employees and they were using many separate software solutions and paper, including hard copies, to process payroll, keep track of 401k, and conduct talent acquisition. Having everything on one system made for a seamless experience. It also created a process where managers could be easily involved in the day-to-day needs of the employees, making it a self-service tool, which eased the administrative burden for the leadership team and HR team.

Time was saved, especially looking at the talent acquisition process. Before using Paycom, the company would use several separate platforms to post directly on job boards. When we transitioned to Paycom, it was a really seamless process. We would set up the system so that it could automatically post to different career pages and then track the metrics. We reduced the time to hire from four months to 45 days on average, enabling us to place candidates much faster, create a more pleasant onboarding experience, and because it was such an easy, seamless process, we increased the offer to acceptance ratio to 95%.

Paycom is such a customizable platform that you can really create and tailor it to meet your organizational needs. For example, if you have a compensation philosophy that's unique to your organization or might be different from another organization, you can really tailor it to meet your business needs and work closely with their customer service team to set it up in the way that makes sense for your organization.

The big takeaway is that Paycom is very customizable, so for organizations that might be growing and scaling, and that may change in terms of how they use the platform over time, the platform can really evolve with you as the organization changes and evolves.

Paycom could be improved in a few ways. It is almost too customizable. When we were using the platform, if somebody is not very good at working with technology, it could be a little bit overwhelming for setup. Simplifying some of the back-end processes to make it a little bit more intuitive would make a really big difference. It is also very time-consuming to set up the system, so if someone is looking to set up a system very quickly within one month, it would be incredibly overwhelming. It would be beneficial to simplify the setup process so that a company could be using it much faster.

I used Paycom for about two and a half to three years.

I never experienced any issues in terms of accuracy or reliability when using Paycom. It was always consistent in storing personnel files and keeping them up to date, and I witnessed no issues.

We had a dedicated account manager that was really helpful for the customization process, which was very time-consuming, with a lot of setup involved. We required regular meetings, at least weekly for a couple of hours for the setup process. Once we went through customizations, the platform was really user-friendly and ready to go. We could also work with that account manager at any time if we wanted to do further build-outs or tailor the platform differently in the future.

I rate Paycom an 8 because it is a very strong system with a lot of capabilities that are evolving, and many companies are going through various periods of growth, so it is a great software that you could use for a long period of time depending on the needs of the organization. Many companies are aiming to scale and grow in a strategic manner, and Paycom is a software that can help them do that very successfully.

I cannot comment very much on Paycom's governance and security, as when I was using it, it was during a time when AI was not as popular. I was using the system back in 2016 when AI was not so heavily integrated, and while they certainly had processes and policies in place, AI was not front and center.

I advise others looking into using Paycom to make sure that they have the time available to invest in building out the HRIS system, as it is a great system but requires a time investment. It is very time-consuming to build it out and customize it to meet the organization's needs, and it depends heavily on the team they have available to build out and customize the system. Depending on what their internal HR department looks like, if they have a dedicated HRIS person or dedicated payroll person, it would be difficult to do it without having one or more than one person available if it needed to be done in a time crunch. My overall rating for Paycom is 8 out of 10.