Pros
Clients generally have a positive view of the product, especially once it’s implemented. Coworkers and internal teams are friendly and well-meaning — people are kind even if the systems are outdated. The brand has strong name recognition, which can open doors during early outreach.
Cons
Compensation lags behind industry standards for similar sales roles. Onboarding is long and slow-paced, with minimal engagement from leadership throughout the process. Sales tools are severely outdated — no power dialer, no AI assistance, and AEs are expected to call main business lines, talk to front desks, and ask for decision-makers’ mobile numbers. This data is easily available via modern platforms, but Paychex doesn’t invest in them. Sales motions are bloated and inefficient — I’ve seen up to 5 Paychex employees on a call with a single 10–49 employee prospect. This level of segmentation might serve internal structure, but it looks chaotic and disjointed to potential clients. High turnover is a symptom of the deeper issue: underpaid, under-resourced reps burning out from inefficiency. If leadership invested more in talent and tools, they’d see better performance — but instead, they try to train entry-level reps through slow, outdated methods. Sales training feels performative rather than effective — 6-hour Zoom sessions with cameras on, filled with overly structured, low-retention content. It often feels like the training team is more focused on feeling useful than actually preparing reps for success in the field.