Paycom

• Paid maternity and paternity leave • Quality health insurance for $1 per paycheck • Great culture (GREEN KOOLAID!) • Job security • Supportive and tight-knit teams • Employee stock purchasing plan • Pre-COVID, there were quite a few additional pros: $4 catered lunches, monthly company luncheons, company-wide events for employees only, events for family, department-specific events for employees, an on-site gym with instructors, quarterly team lunches paid for by Paycom, cube decorating contests, food trucks at work throughout the year, and an incredible amount of swag. • Some departments receive stocks and receive expensive “gifts” such as Boise headphones.

• QA is not a recipient of the last pro. We are also grossly underpaid.

• The 401k match policy is awful.

• The “Loser Board” is incredibly demeaning and upsetting. This board lists the 15 top and 15 bottom performing developers for a period and is proudly displayed in the development area. I have even heard people brag about how wonderful and motivational it is on tours. Adding it to the TVs around the building made it even worse. I do think the board might be more motivational and less despised if the points system was handled better.

• The points system is terrible.

• Communication from upper management leaves a lot to be desired.

• Lots of micromanagement.

• Unless you are on a Payroll Team, quarterly bonuses are incredibly rare and small. You also do not have Paycom sponsored outings (dinners at Vast, TopGolf, etc) on non-payroll teams even if you work a significant amount of OT (always unpaid), meet crazy deadlines, and push out tons of issues with quality code.

• There is not much professional growth in the entirety of the Development department. For QA, that is partly due to new advancement requirements based on tenure and passing tests that do not yet exist for some tiers. This new system was released right as a good number of QA were about to advance to the next tier (strategic financial move?) and QA at the highest tier were demoted. Some of the demoted QA were/are eligible for the newer tiers but were/are unable to advance due to the non-existent tests. I also want to mention that the QA Training department is severely understaffed, overworked, underpaid, and underappreciated.

• Pre-COVID there was no remote option. Over a year later, there is STILL no permanent remote option planned for those that wish it. We are losing good, quality workers throughout the company as a result. My team is going to be composed entirely of Developer I’s when our last higher tier developer quits in the next few months. That is going to drastically decrease the productivity of our module. This is going to keep happening as we are forced back in office.

1. QA is unbelievably underpaid. I knew that even before Glassdoor told me I make 30-40% less than the average salary for my position. Increase QA salaries to be competitive with other software companies.

2. Get with the rest of the industry and offer full remote positions to those who want it after they have been with the company for a year or longer.

3. Develop new procedures fully before putting them in place. The new tier system is not a one-off occurrence.

4. Get rid of the loser board until a better points system is designed (fully designed).

5. Listen and respond to employee feedback. Let us know that you are working on specific things, so we do not feel as if our feedback is ignored.

6. Maybe don’t build the drive-in theater and use that money to increase salaries and 401k match across the company.