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Sales tools are severely outdated — no power dialer, no AI assistance, and AEs are expected to call main business lines, talk to front desks, and ask for decision-makers’ mobile numbers.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more in talent and tools, they’d see better performance — but instead, they try to train entry-level reps through slow, outdated methods.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.
