A Paycor Alternative For The Business That Wanted A Price And Got A Headcount Question

Anything that holds the employee records and runs the HR processes without being Paycor. On this hub that means ADP, Paylocity, Personio and Zoho People. The useful question is not which product has the longer feature grid, because at this end of the market they will all store a record and approve a leave request. It is who configures it, who owns it afterward, and whether you can find out the cost before you get on a call.

Paycor sells HR and payroll software, runs US payroll and files the payroll taxes. We do none of that. We sell the work of setting up and running Zoho People, which is an HR system and not a payroll bureau. The seven hundred covers the org structure, the leave and attendance rules, the onboarding flows, the performance cycles and the reporting, and the people who built it are the people who answer when you call.

We do not know, and we are not going to guess. Nobody should put a number in your head that they made up. What we can tell you is what a quote from them would include that seven hundred a month from us does not, and payroll processing and tax filing sit at the top of that list. Ask them for the figure, then read this page again with it in front of you.

Your Zoho licenses, which Zoho bills to you directly at their published rates. US payroll processing and payroll tax filing, which we do not do at any price and which Paycor does. And the work of actually managing your people, which stays with your managers. Everything involved in making the HR system work and keeping it working is inside the figure.

If payroll is the driver, do exactly that, because we are not an option for that job. The reason businesses end up here is usually different. They bought a capable platform, an implementation consultant configured it and left, and two years later the leave policy in the system and the leave policy in the handbook are two different documents.

Often not, and finding that out now is far cheaper than finding it out in month four. If you have twelve people, one manager approving everything and no plans to change either, seven hundred a month of HR system management is a solution looking for a problem. We would rather say so on the first call.

No. Current employees, live leave balances and the documents people actually need move first, because those are what the business works from day to day. Historic records and closed cases follow once the live system is settled. Splitting it that way means nobody waits on a full migration before they can book a day off.

Nobody stops being paid and no record goes dark. Whatever you run today stays exactly where it is until the new system has run a full month with nothing falling through it. If payroll runs through Paycor or anybody else, it carries on running through them, because that is not a thing we are replacing. Cutting over is a decision you make once you have watched it work.

The first thing to be clear about is that you probably should not move all of it. If Paycor runs your payroll, keep it running your payroll. What people move to us is the HR side, the records, the leave, the onboarding and the performance cycles, and we wire it to whatever is doing payroll. Splitting a platform is not automatically the wrong answer, but it is a real decision and we would rather have it out loud before anybody signs.

No to both, and the arrangement is deliberately dull. The Zoho account is in your name, the employee records and the documents are yours, and if you stop working with us you keep every record and carry on. Nothing about leaving is designed to be awkward.

One flat figure with nothing metered behind it. Seven hundred a month covers the org structure and approval hierarchy, the leave and attendance rules, the onboarding and offboarding flows, the performance cycles, the reporting, and the integrations with the rest of your Zoho apps.

No, and be wary of anybody who does. A migration meets leave balances nobody has reconciled in years, and a first month of live approvals usually turns up two kinds of request the business had never named. What we will commit to is that those surprises are ours to absorb rather than yours to be invoiced for.

Who joined, who left, what leave was taken and what is still sitting unapproved, alongside anything we changed in the rules and anything odd enough to be worth mentioning. It is a page rather than a deck, and it is written so somebody who never opens the HR system can still tell how it is doing.

Four to eight weeks to a full month running cleanly in most cases, and longer where years of ad hoc spreadsheets have to be reconciled first. The honest variable is not our speed, it is how quickly somebody can tell us what ought to happen to a request nobody has named before.

Thirty days’ notice ends it and nothing is stranded. The Zoho account stays in your name, the policies and the records stay exactly as they are, and the documentation comes with you. There is no exit fee and no data to pry out of us, because it was never ours to hold.