Paycom Surveys

Name: Paycom Surveys
Brand: Paycom

Leader

Our truly single HR and payroll software automates the routine to simplify life for employees and transform businesses.

Est 1998|Valuation $11.4B|Raised $3.6B

LinkedIn 231K|Website|Web traffic 2.2M|FTEs 5,770|HQ Oklahoma City, Oklahoma, US

MarketsHuman Resource Information Systems (HRIS)Employee Engagement & Survey Platforms

01Competitive Landscape

Top competitor comparison (suite + engagement context)

Because Paycom Surveys is embedded in Paycom, the most practical alternatives for many buyers are other mid-market HCM suites and standalone engagement platforms. | Aspect | Paycom Surveys (within Paycom) | Paylocity (Engagement + HCM) | Qualtrics (EmployeeXM / survey platform) | |--------|-------------------------------|------------------------------|------------------------------------------| | Starting Price | Not public; quote-based | Not public; quote-based (some sources reference published per-employee pricing) | Not public; typically enterprise-priced | | Best For | Organizations using Paycom that want integrated engagement surveys tied to HR workflows | Buyers prioritizing a modern user experience and engagement/community features within an HCM | Enterprises requiring advanced survey logic, analytics, and research-grade capabilities | | Key Strength | Integration with HR system and access to the same employee data; built-in templates; anonymous/confidential option | Market positioning emphasizes engagement features and UX | Advanced survey design and analytics; suitable for broad survey use cases beyond HR | | Key Weakness | Limited public evidence on the Surveys module depth; inherits broader platform implementation and support variability | Implementation effort and opaque pricing | Can be complex and costly for organizations seeking simpler pulse surveys |

Narrative competitive analysis

- Paycom Surveys versus standalone engagement vendors (e.g., Culture Amp, Peakon, Glint, Qualtrics): Paycom’s primary advantage is proximity of survey data to HR records and workflows. Standalone vendors typically provide more advanced engagement science, benchmarking, and analytics capabilities, and sometimes a more optimized employee-facing survey experience. - Paycom Surveys versus Paylocity engagement features: Market commentary and community discussions commonly present Paylocity as perceived to have stronger employee engagement experience features, while Paycom emphasizes integrated HR data and automation. Procurement teams should evaluate both product usability and integration needs during selection. - Integration ecosystems: For buyers that plan to push engagement results into BI tools, collaboration platforms, or a broader experience management stack, dedicated engagement vendors and HCMs with extensive integration marketplaces may offer advantages.

01Competitive Landscape

Top competitor comparison (suite + engagement context)

Because Paycom Surveys is embedded in Paycom, the most practical alternatives for many buyers are other mid-market HCM suites and standalone engagement platforms.

Aspect	Paycom Surveys (within Paycom)	Paylocity (Engagement + HCM)	Qualtrics (EmployeeXM / survey platform)
Starting Price	Not public; quote-based	Not public; quote-based (some sources reference published per-employee pricing)	Not public; typically enterprise-priced
Best For	Organizations using Paycom that want integrated engagement surveys tied to HR workflows	Buyers prioritizing a modern user experience and engagement/community features within an HCM	Enterprises requiring advanced survey logic, analytics, and research-grade capabilities
Key Strength	Integration with HR system and access to the same employee data; built-in templates; anonymous/confidential option	Market positioning emphasizes engagement features and UX	Advanced survey design and analytics; suitable for broad survey use cases beyond HR
Key Weakness	Limited public evidence on the Surveys module depth; inherits broader platform implementation and support variability	Implementation effort and opaque pricing	Can be complex and costly for organizations seeking simpler pulse surveys

Narrative competitive analysis

Paycom Surveys versus standalone engagement vendors (e.g., Culture Amp, Peakon, Glint, Qualtrics): Paycom’s primary advantage is proximity of survey data to HR records and workflows. Standalone vendors typically provide more advanced engagement science, benchmarking, and analytics capabilities, and sometimes a more optimized employee-facing survey experience.
Paycom Surveys versus Paylocity engagement features: Market commentary and community discussions commonly present Paylocity as perceived to have stronger employee engagement experience features, while Paycom emphasizes integrated HR data and automation. Procurement teams should evaluate both product usability and integration needs during selection.
Integration ecosystems: For buyers that plan to push engagement results into BI tools, collaboration platforms, or a broader experience management stack, dedicated engagement vendors and HCMs with extensive integration marketplaces may offer advantages.