Paycor vs Workday HCM: Which is a better fit?

David: My name is David. I'm an HR manager, and I work for a nonprofit company that's got about 250 employees. I would give Paycor a solid five. Previously, we were using a system called Zenefits, which was not very robust. They had pretty poor customer service, and it just was a little glitchier than anybody really liked. It also was not very intuitive to use. We chose Paycor, because we tested several different companies. They were the company that really seemed to care the most about what our experience was going to be after implementation. A lot of great demos, a lot of assurances that the things that we were looking for, like an intuitive interface that employees would enjoy using the app from their perspective. And yeah, they just promised us that if there wasn't something that was working for us, that we could look at it, and they have absolutely lived up to that promise. So implementation of Paycor was the easiest thing I think I've ever done. When we switched providers previously, a couple of years before that, to Zenefits, that process took about two weeks and was labor-intensive. When we implemented Paycor, they walked us through the process. It took less than two hours and we were done. And it worked beautifully from day one, pretty much. So to anybody who's looking at switching HRIS systems, I would say test drive as many as you can. Look at the features that are going to be most important to you, whether it's timekeeping or reporting. For us, what was most important was going to be customer service, because we do have a very unusual setup and we knew that we would need to reach out from time to time with different issues. And they have absolutely lived up to their promises of excellent customer service.

Christos: My name is Christos. I am a senior compensation analyst, and I work for Braze Incorporated. And the headcount, I can give as well, which is 1,500 employees. Workday HCM, I would give a four out of five. Workday HCM is used for our payroll services within the company as just a generality. We use it to keep track of leave of absence, time off, bonus requests, just various different HR systems, things that we need. However, now we are using it to store salary bands, and that's more of where I come into play, where we're building out bands and storing them within job descriptions and job profiles within each individual employee and department. I just really enjoy the user-friendliness of the platform. It's really easy to navigate between the landing pages. Even for the compensation team, we have our comp dashboard, which allows us to pull this various reports that we're looking for, so that's very helpful and intuitive. But even as a user of just even being an employee of the company, it's very easy to go through my compensation, my pay history, my pay stubs, my bonus cycles, even just my managerial tree. It's an easy to navigate system, which I can appreciate. Especially if someone hasn't seen it before, it's easy to teach. I'm not necessarily the systems expert when it comes to loading in data and whatnot, but we do use a separate system for our comp cycles, which I understand can happen in Workday. However, from my experience, the reason why it wasn't a five out of five is just the way that the two systems read off each other. For me, Workday, even though it's intuitive when it comes to loading data, it's very fickle in certain circumstances since I've used it for the last three years, and I would just like to see a little bit more improvement in being able to be more modified towards these new systems that we're using, like the AQMS and the Oracles. I just found it rather difficult to... It's been the same for a while. I'd like to see a little bit more uplift when it comes to the loading of data. However, with that being said, I know there's room for improvement just from the platform's perspective on that, from a system side.