Paycom

Paycom turns its payroll and HR records into reports and leaving-risk scores

The savings figures Paycom publishes and what each one measures

Paycom publishes several savings figures. Each one measures something different, so read what is counted before you put one in a business case.

Paycom commissioned Forrester Consulting to study IWant in February 2026. The study covers a composite organisation built from interviewed customers, not one real company. It projects a three-year return on investment of up to 431%. It projects up to 3,600 employee hours saved each year. It projects a three-year net present value of nearly $141,000. Net present value is the worth of those savings in today’s money.

The rest come from customers. Shamin Hotels’ admins save 20 hours a month through automated reporting. Its executive team can save three hours a day with IWant, because they do not have to navigate for data. The St. James responds to compliance audits 50% faster with Paycom’s reporting tools and single source of truth. Nucleus Research studied an unnamed delivery service partner in January 2026. Reporting capabilities allowed it to reduce overtime by 79%.

Direct Data Exchange also puts a dollar value on savings, based on EY research. That figure is Paycom’s own calculation from how employees use its software.

One database, no extra fee for AI and clear access controls

A built-in tool has to earn its place against a separate one. These five points are where Paycom’s design saves a buyer work or a bill. One gives control over who sees people data.

Paycom suits companies that want pay and people data in one system

Paycom sells to a wide range of sizes, so headcount alone does not decide fit. Look at how many sites and legal entities you run, and how many systems hold your people data today.

Paycom’s analytics covers what Paycom holds, and scores on people need rules

Paycom’s single database is its main selling point. It also sets the edges of what the analytics can do, so check these four before you sign.

Paycom’s size matters for the support you get. Paycom Software, Inc. has traded on the New York Stock Exchange as PAYC since its 2014 IPO. At 31 December 2025 it had 39,200 clients and 5,770 employees. In October 2025 Paycom cut more than 500 positions in Oklahoma City, citing automation and AI. Paycom said the cuts affect only non-client-facing roles that have been automated. Paycom promises every client a permanent dedicated specialist, so ask who yours will be.

Paycom publishes no price and quotes by headcount and tools

Price is hard to judge here because Paycom publishes no figure. A quote depends on your headcount and the tools you pick, so you learn the price only by asking.

Paycom prices by employee headcount and the number of applications you use. Each quote is customised to the functions you want and the number of employees. Every client takes Paycom’s Core, which is the minimum, and can add more tools.

A one-time implementation fee is part of the quote. Paycom charges implementation fees upfront to new clients, and they are nonrefundable. Dedicated-specialist support and training for the whole company come at no added cost.

Paycom includes the Retention Dashboard for all clients at no additional cost. Its pricing also places the Retention Dashboard and Workforce Analytics in a table. The table compares Talent Management Core with Talent Management Complete. Ask which tier your quote puts them in, and get the answer in writing. Paycom also includes IWant for all users at no additional cost.

No price is public. Ask each product you compare for a quote on the same headcount and tools. Also ask how your reports and history come out if you leave. It matters because the exit terms decide whether you can change vendor later.

Ten questions to put to Paycom

1. Which of Report Center, the Retention Dashboard and Workforce Analytics sit in Core, and which need Complete? Good answer: A written list by tool, with the price of each tier in the quote.
2. What does the one-time implementation fee cover, and what happens to it if go-live slips? Good answer: A written scope and a stated outcome in the order form.
3. Which inputs go into a retention score, and can we see how much each one counts for a person? Good answer: A full list of inputs, with each one’s weight shown beside the person’s score.
4. Who in our company can see a person’s retention score, and is every view logged? Good answer: Roles we choose ourselves, and a log of each view that admins can read.
5. Of the employees flagged as high risk at clients like us, how many left within a year? Good answer: A figure from client data, with the way Paycom measured it.
6. How do we analyse Paycom data together with data from another system? Good answer: A named method with its price and who sets it up.
7. Does the retention score cover staff who are not on W-2 payroll? Good answer: A clear yes or no for each kind of worker, in writing.
8. Is Employment Predictor the same tool as the Retention Dashboard today? Good answer: A plain answer on which tool we would be buying, with its name in the quote.
9. In which countries do you hold and copy our data? Good answer: A named list of countries, and our choice of country written into the contract.
10. If we leave, how do our reports and history come out? Good answer: A stated file format and a time window, written into the contract.

Alternatives to Paycom

The alternatives to Paycom are ADP, Dayforce, Paycor, UKG, isolved, One Model and Visier. Buying nothing is another route.

One question separates them. Does your analysis need to leave the payroll system? Paycom gives “no APIs or third-party consultants” as a reason to choose it. UKG takes another route. Its Workforce Intelligence Hub extends HR, pay and workforce management data to other systems through APIs, webhooks and data streaming. ADP lets customers bring their own financial data into ADP Analytics and export results to Power BI and Tableau. The Power BI connector requires an Enhanced Insights subscription.

Dayforce, Paycor and isolved also sell payroll and HR systems. Put the same question to each of them. One Model and Visier start from the data you hold across systems, not from one payroll database. One Model connects headcount data from Workday or SAP SuccessFactors. It also takes labour costs from finance systems and recruiting metrics from Greenhouse or iCIMS. Visier maps the systems a customer runs into one workforce model.

If you already run Paycom, check Report Center and the Retention Dashboard before you buy anything else. If you run another HR system, check the reports it already has first. Our people analytics guide covers how the whole market splits. The comparison of 33 products puts them side by side.