What is the hiring process like at Paycom?

- The hiring process was quick and the interviews were not excessively difficult. A lot of fresh graduates can get hired here. - Salaries are quite good, and you can clearly see progress towards promotions and raises. - Good amount of diversity in the workplace. - There are a lot of employee benefits such as discounts, stock grants, catered lunches, etc. - Coworkers and direct leadership were polite and friendly. - I personally didn't have to work egregious amounts of overtime, but it depends on your team. - The tough environment makes you feel like you can handle future jobs better

- From what I have observed, projects are poorly planned and timelines are unreasonably short even when there's little benefit to customers. Developers are usually not consulted when setting deadlines. Clean, long term solutions are not prioritized. - Technical infrastructure is extremely unstable, convoluted, and frustrating to work with. Many senior developers who know how stuff works have left. - Training and documentation for developers is outdated and lacking in many areas. Most of your learning has to be done the hard way. The company does say it is working on this. - The company fires as prolifically as it hires. You may get let go suddenly for something that isn't your fault, for protecting your health and safety, because of company reorganization, or for not meeting unrealistic expectations. - Expect most specs from Product to be incomplete and full of mistakes, and to have to contact them many times to answer simple questions. Like most employees, they're trying their best, but their workloads are not sustainable. - There is a lot of bureaucracy and processes that slow work down. New tools or technologies typically take years to integrate or are rejected for questionable reasons. - The company makes frequent huge changes to its processes and policies that are not well communicated, and often make employees' lives harder.

Hybrid settings, Fast and transparent hiring process, great opportunity for entry levels

Environmental a bit too toxic and high level of political and favoritism. No warning or written notice prior to layoffs

$4 lunches $1 health insurance That’s absolutely it

Where do I even begin for cons? When I interviewed I was promised a lot of things, FLEX time, job security, possibility of working from home if needed, casual dress code, 18 vacation days, and a great company that values families and puts them first. As soon as I started a work from home option was completely off the table, and never truly something the hiring team should have promised me. I went through 3 cycle release changes in 1 year and was expected to pick up on the new changes instantly, and was told by upper management it was a “sink or swim” type of company. Soon after that all of the new policy changes started to happen. We went from smart casual dress code to business casual with a week’s notice. Clear bag policy (which was revoked after all the complaints), no more FLEX time, gym hours being reduced to only being open during lunch, and many other minor things which just kept adding up. On top of all of this they started a new metrics policy for QA where we were told “the more work you put out the faster you get a raise”, this was not true at all. Many people doing the work of multiple people themselves were getting less points of those only getting one or two issues out a release. When asked about it to upper management all they had to say was they “couldn’t explain it”. Paycom also prides itself on never having any layoffs, but that’s not true at all. They just fire you for minuscule reasons when they are hurting for money every other quarter after getting the numbers back and seeing that sticking to the old ways doesn’t keep the business afloat and they need a quick cash out to buy themselves out of any hole. The people also being fired conveniently had previously put in FMLA, were about to get a raise, had questioned a new policy change, or simply had to call into work last minute due to school closures for severe weather. Yet, they can keep an employee accused and proven guilty of sexual harassment. They are losing people left and right either for firing people for “performance”, “no longer being a good fit for the company”, or people quitting from being so burnt out from being overworked and underpaid they feel the need to leave even without another job lined up. The morale is so bad here that I personally knew complete teams where everyone was seeking jobs elsewhere in hopes of leaving this company. When the morale being low was brought up to upper management all they had to say was “it’s always going to be like this here” and they’re right it’s always going to be like this at Paycom until they get a new leadership who actually knows what they are doing and cares about their employees and not their million dollar house and multiple ski trips

- Extremely Welcoming and understanding of the feeling of being a new hire. - Upper management listens and acts on ALL employee's concerns, regardless of position/rank. They also provide transparency whenever possible. - Expressive and inviting culture for people of any background. - Very competitive compensation & benefits.

- No dedicated module specific training, you're dependent on coworkers being able to make time. - Overtime among senior (and beyond) members.

This review is not meant to stop you from exploring the opportunity. It is meant to make sure you walk in with the right expectations before leaving your current role. If you are in the hiring process, ask the managers directly what the real expectations are. Do not waste your time asking recruiters they will only continue selling the dream.

I’m writing this review as a warning to future candidates being approached by Paycom recruiters or managers for an Account Executive role. They will sell you a dream talking about how much money they’ve made, how incredible the opportunity is, and how their newly revamped “Sales Academy” is designed to set you up for success. It all sounds exciting, promising, and worth the leap. But what they do not do is set proper expectations before you leave your current job—likely a stable position where you’re already making a decent living. So let me do that for you. You will be flown out to Dallas and Oklahoma City for training. During those weeks, you are constantly at risk of being let go for not showing enough “salesmanship,” whether during training weeks or when you go back to your home office for one week. The hardest part is that they will not have a direct, honest conversation with you about your performance. Instead, the feedback is vague, generic, and unclear. You’re left trying to guess where you stand. Yes, there are people who simply are not prepared those who freeze during roleplays or put in little effort. That is understandable. But there are also people who practice, prepare, and genuinely give everything they have, only to be let go for reasons management refuses to clearly explain. Managers should be preparing their reps before sending them to training setting clear expectations and giving them the tools to succeed. Instead, the focus feels like team dinners and social events rather than real leadership and development. People have families, children, and loved ones depending on them. They have bills and responsibilities they need to meet Please set the right expectations so candidates can make the best informed decision possible do not simply sell them a dream and leave them to deal with the consequences alone after the fact. Now after graduating “sales academy” there another thing. And here is the part no one wants to say directly: If you do not close a deal within your first 30 to 60 days (maybe) after graduating training, you are going to be fired. Even when this question is asked directly to leadership, they avoid giving a straight answer. What makes this worse is that many of the successful reps currently in the company did not close their first deal until month five or later. Paycom currently is in a turn and burn situation because they’re not meeting their growth metrics hence all the lay offs and lack of patiences with reps and their growth. So ask yourself this: How can anyone truly be successful if they are not given a fair opportunity at least 90 days to grow, learn the industry, and develop in the real field, not just in the controlled environment of training? They have gone through three training classes Alpha, Bravo, and Charlie and each class has seen cuts of 20–30 people. They recruit nonstop, pulling people away from stable jobs, only to cut them during training or fire them shortly after for not producing immediate results.

When they do pay you, the pay is above average.

My experience as of late has been deeply disappointing and stressful due to a number of serious issues developing at Paycom. First and foremost, the company culture has become toxic. Leadership regularly changes and they all change policies without any input from the people those changes directly impact. There is no communication, no transparency, and no regard for how decisions affect day to day operations or employee morale. Compensation is another major issue. Promises are made during the hiring process that are later walked back or never fulfilled. Pay has been withheld or delayed even though, according to the commission/bonus structure, it should have been awarded. When concerns are raised, they’re often ignored or brushed aside. It’s incredibly demoralizing to be working hard only to worry if you’ll actually be paid for it. To make matters worse, layoffs have been happening in complete silence. No announcements, no support, no reassurances. People just disappear from one day to the next, and the rest of us are left in fear, wondering who’s next. Morale is at an all-time low, and yet the workload keeps growing. Management expects more output, more responsibility, and longer hours—despite cutting staff and offering no additional support. This is not a sustainable or respectful way to treat employees. The culture of fear, lack of honesty, and disregard for employee wellbeing makes it an extremely difficult and unhealthy place to work.

Compensated well for the level of candidates hired, fast moving in the interview process, high levels of independence

Constantly changing operational structure, directionless management, repeated rounds of layoffs and mass firings in between, poor management more concerned with appearance to c-suites than improving the product.

You do get 100k base salary There is uncapped commission- the best of the best make 42% commission average is closer to 14% However it is important to note that most people are fired before they ever get paid their commission meaning it all goes to the company :)

There is absolutely ZERO support from training, direct management, and upper leadership I was here for three months and my manager only went on 3 meetings with me- it is required for managers to do a FULL field day within the first month of a new rep, mine got pushed back 5 times and when it FINALLY happened I was already a month in and my manager left me half way through the day and it was never rescheduled A new rep has the SAME EXACT weekly metrics as a tenured rep, with NO additional support I was hired at the same time as 3 other new hires and 2 out of the 4 of us were fired within the first 9 weeks due to not having sold a deal, even though weekly performance metrics were being met- the problem is the total lack of support and even with hard work if you don't have luck early on you will most likely be fired I quit voluntarily as I can not commit to a company that is not committed to me- is sales always hard? yes Do you have to sell to keep a sales job? always Are metrics always at play in a sales job? of course HOWEVER when you are new if you are not offered support you are being set up for failure The outside sales rep position at Paycom is 3 jobs rolled into one - BDR- you are finding all of your own prospects and setting all of your own meetings, Sales rep- you own the entire sales cycle from start to close, Sales engineer- you are responsible for FULL solution demonstration knowledge of the software- meaning you are demoing the product to prospects by yourself right away- answering all product questions, etc. I knew this before going into it- hence the large base salary and high uncapped commission HOWEVER you are NOT given more than 12 weeks (including the first 3 weeks that you are in training and not selling) to master all of this before being put on a plan- at which point they will fire you if you are not 100% year to date plan.

Training was great, 5 weeks of training. 3 of it was in person, but the trainers were great. They had in the field experience and did a great job teaching us all of the products within the sales process.

If you have a family, it can be tough being away from them for essentially 3 weeks. But the job is very well compensated so that makes up for it.

Benefits are great if you can make it, but most people won't be here long. Just check LinkedIn to see...

They'll lure you to apply to the job because of the ridiculousy high base salary. Then, they'll breeze you through the interview process so they can fly you out to 3-4 weeks of "training". What they don't tell you is that training is just another step of their interview process. They're constantly changing their processes and clearly haven't figured out anything that works besides mass hiring/firing. They will not invest in you whatsoever - there's a reason turnover is so high. Don't be fooled like I was.