--- title: Payscale Ascent (formerly Payfactors) Reviews meta_title: 'Payscale Ascent (formerly Payfactors) Reviews 2026: Details, Pricing, & Features | G2' meta_description: Filter 723 reviews by the users' company size, role or industry to find out how Payscale Ascent (formerly Payfactors) works for a business like yours. aggregate_rating: rating_value: 4.3 review_count: 723 scale: '5' date_modified: '2026-08-13' parent_category: name: Talent Management url: https://www.g2.com/categories/talent-management --- # Payscale Ascent (formerly Payfactors) Reviews **Vendor:** Payscale **Category:** [Compensation Management Software](https://www.g2.com/categories/compensation-management) **Average Rating:** 4.3/5.0 **Total Reviews:** 723 ## About Payscale Ascent (formerly Payfactors) Access fresh compensation data and AI-powered workflows — all within a scalable platform that delivers intelligent insights to make confident pay decisions. \* Price with confidence — any job, anywhere, anytime \* Stay ahead with dynamic insights into the market and your organization \* Ensure consistency with job- and grade-based pay ranges \* Maximize survey ROI with centralized management and participation ## Payscale Ascent (formerly Payfactors) Pros & Cons **What users like:** - Users appreciate the **user-friendly platform** of Payscale Ascent, highlighting its convenience and effective market data access. (81 reviews) - Users appreciate the **fantastic customer support** of Payfactors, enhancing their experience with timely and helpful assistance. (53 reviews) - Users value the **extensive market data** from Payscale Ascent, crucial for job pricing and maintaining pay equity. (44 reviews) - Users appreciate the **user-friendly interface** of Payscale Ascent, finding it easy to access and share compensation data. (42 reviews) - Users value the **comprehensive data sources** of Payscale Ascent, enhancing market analyses and supporting strategic decisions. (41 reviews) - Helpful (37 reviews) - Features (34 reviews) - Data Management (33 reviews) - Job Management (32 reviews) - Market Competitiveness (30 reviews) **What users dislike:** - Users find Payscale Ascent **not user-friendly** , with complicated reporting functions and limited HCM system integrations. (25 reviews) - Users note **insufficient data** can limit effective use of Payscale Ascent, hindering accurate compensation analysis. (22 reviews) - Users find the system **not intuitive** , struggling to match job descriptions effectively and navigate new features. (21 reviews) - Users find the **learning curve slow** , making it challenging to fully leverage all available features effectively. (20 reviews) - Users struggle with a **poor interface design** that feels outdated and unintuitive, complicating basic tasks. (18 reviews) - Users find the **difficult learning curve** frustrating, with poor guidance making setup and function use challenging. (17 reviews) - Users feel **limited job information** affects their ability to effectively match positions and customize requirements. (17 reviews) - Data Inaccuracy (16 reviews) - Inadequate Reporting (14 reviews) - Poor Usability (14 reviews) ## Payscale Ascent (formerly Payfactors) Reviews ### 1. Useful platform, for the right purpose **Rating:** 3.0/5.0 stars **Reviewed by:** Jordan V. | Talent Acquisition Partner, Mid-Market (51-1000 emp.) **Reviewed Date:** August 10, 2023 **What do you like best about Payscale Ascent (formerly Payfactors)?** Pricing for unique jobs and blending roles with hybrid responsibilities is very useful. **What do you dislike about Payscale Ascent (formerly Payfactors)?** While the customizability can be a good thing, but turned out to be too much to manage without a dedicated compensation professional on our team. Maintaining a repeatable compensation analysis requires a lot more updating than what would be ideal. Additionally, pricing for Total Cash earnings (base plus bonus or commissioned roles) did not seem accurate, and for sales roles requires upgrading to a higher level package. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Providing market data for positions to ensure we are staying competitive. **Official Response from Anna Spessard:** > Hi Jordan, thank you for the review. We're so glad Payfactors is helping you build and maintain your compensation strategy and stay competitive in an ever-changing labor market. If you are looking for more information on how to use the product, you can access product-related tutorials and knowledge-base articles in our customer community, Payscale Connect. We want to ensure you can access the full value of Payfactors, so please don't hesitate to reach out to your CSM for more in-depth training as well! ### 2. Nifty Market Data Search **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Food & Beverages | Enterprise (> 1000 emp.) **Reviewed Date:** July 24, 2026 **What do you like best about Payscale Ascent (formerly Payfactors)?** The search like function for market data based on a job title is really nifty. I the data sources using various surveys and Peer group data also adds value. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The process to upload data is cumbersome and adds layers that are not needed. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** It provides quick insights into the current job market across a variety of roles. It benefits me because I can get quick information at my fingertips. ### 3. Payfactors: Insightful but Challenging Setup **Rating:** 3.0/5.0 stars **Reviewed by:** Sophie L. **Reviewed Date:** October 31, 2025 **What do you like best about Payscale Ascent (formerly Payfactors)?** I find Payfactors particularly valuable as it provides clear insight into how we should be structuring our employee compensation across the organization. This platform excels in giving me a comprehensive view of pay evaluation, which is crucial for managing pay equity and ensuring competitive compensation packages. I also appreciate how the consulting services at the start were instrumental in setting up the majority of our job evaluations, enabling us to accurately price jobs and stay competitive in various markets. Moreover, the feature that allows us to link and compare jobs across different cities is exceptionally useful, as it simplifies accessing comparative data and enhances decision-making in salary structures with just the push of a button. Over time, I've also noticed an improvement in the availability of comparative data through Payfactors, which significantly boosts its utility from a pay quality perspective. **What do you dislike about Payscale Ascent (formerly Payfactors)?** I find setting up Payfactors very difficult, especially without a strong background in compensation. It took a significant amount of time to get up to speed and train my team. Although the online training is helpful, it's high-level and not very time-efficient for leaders. A more in-depth classroom style training would be beneficial. Additionally, I'm disappointed by the lack of integration with other software, such as UKG, despite having an API. This integration defect limits the seamless flow of data. Also, from a macro perspective, the platform doesn't offer as much long-term strategic value as anticipated. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Payfactors gives me clear insights into compensation strategies for our organization, with improving data quality for pay analysis. The consulting aids in pricing jobs effectively and the comparison feature simplifies analysis across locations. ### 4. Useful Data, Needs UI Enhancement **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Hospitality | Mid-Market (51-1000 emp.) **Reviewed Date:** January 13, 2025 **What do you like best about Payscale Ascent (formerly Payfactors)?** I appreciate the robust data Payfactors provides for the hospitality industry, which significantly surpasses what I experienced with Radford, making it a key reason for my transition to this tool. I find the system’s ability to offer peer and HR market data essential for ensuring competitive compensation within our salary benchmarks, enhancing our human resource processes efficiently. The competitive pricing of Payfactors against other salary benchmarking tools is another strong point that creates great value for money. Moreover, I find the user interface to be quite manageable, making it relatively straightforward to navigate and use for my tasks. The ADP API integration works excellently, adding to the seamless functionality. Additionally, I find the specific features such as hospitality peer benchmarking data, compare ratio, and salary structure build-out incredibly useful for our compensation planning and management. **What do you dislike about Payscale Ascent (formerly Payfactors)?** I feel that the user interface needs improvement. It could be more intuitive and easier to use. Additionally, I have concerns with how reportable data is managed; I believe it could benefit from moving away from Tableau for better efficiency and user-friendliness. It's important that better subscription options are available to offer more comprehensive data. I also think the pricing could be lower to make the tool more accessible. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Payfactors provides robust compensation benchmarking data, ensuring we pay employees within market standards, particularly for the hospitality industry. ### 5. hr review **Rating:** 3.0/5.0 stars **Reviewed by:** Miriam B. | Hr manager, Mid-Market (51-1000 emp.) **Reviewed Date:** October 16, 2025 **What do you like best about Payscale Ascent (formerly Payfactors)?** the pay ranges and abilty to upload external surveys/ benchmarks **What do you dislike about Payscale Ascent (formerly Payfactors)?** The learning curve has been slow for me to get onboared **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** it is helping us get pay ranges for new hires and existing roles ### 6. Quarterly Reviews with Payfactors **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Insurance | Mid-Market (51-1000 emp.) **Reviewed Date:** July 16, 2025 **What do you like best about Payscale Ascent (formerly Payfactors)?** I like being able to compare to other roles in the same industry, even if the salaries seem very off. It's pretty user friendly, and the customer support is quick and efficient. **What do you dislike about Payscale Ascent (formerly Payfactors)?** We have to tailor a lot of jobs to suit us as there are few true equivalents in the market. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Comparisons with market data, pricing new roles we've created and benchmarking data. ### 7. Somewhat Cumbersome **Rating:** 3.0/5.0 stars **Reviewed by:** Tim F. | Compensation Benefits Manager, Enterprise (> 1000 emp.) **Reviewed Date:** May 14, 2025 **What do you like best about Payscale Ascent (formerly Payfactors)?** I like having all the data in one place and having one place to do our benchmarking **What do you dislike about Payscale Ascent (formerly Payfactors)?** Inability to properly benchmark positions that match what our organization has. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Multiple pay markets, they have narrowed down from 400 to 10 ### 8. Complex **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Non-Profit Organization Management | Small-Business (50 or fewer emp.) **Reviewed Date:** July 16, 2025 **What do you like best about Payscale Ascent (formerly Payfactors)?** Customer service, they were always available to help. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The complexity. As a department of one, it was tough to try to get training, when time did not allow. With Insight Lab it was just easy without all of the training. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** We paid $5,000 for this software and really was unable to use it because didn't have time for training. ### 9. Great system with potential **Rating:** 3.0/5.0 stars **Reviewed by:** Grisell M. | Divisional Director, Human Resources (Enterprise), Enterprise (> 1000 emp.) **Reviewed Date:** May 27, 2025 **What do you like best about Payscale Ascent (formerly Payfactors)?** I like the new Ai features. I also like to be able to download job descriptions in Word. **What do you dislike about Payscale Ascent (formerly Payfactors)?** I wish it would connect directly to UKG to avoid double data entry. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Have a central place to store and edit job descriptions by multiple reviewers. ### 10. The onboarding process is choppy and too long. **Rating:** 3.0/5.0 stars **Reviewed by:** Jennifer H. | Chief People Officer, Mid-Market (51-1000 emp.) **Reviewed Date:** January 07, 2025 **What do you like best about Payscale Ascent (formerly Payfactors)?** The actual Data housed is most beneficial. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The onboarding process is long. Feels like there are separate businesses owning each part of the process. Most of the training is virtual and not in person. Once you get signed as a customer you are left on an island. It's clear that Reps have different levels of knowledge, enaggement and customer service. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Navigagting the tool and set-up takes a long time and requires mostly virtual training. ### 11. Strong Market Benchmark Product **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Higher Education | Enterprise (> 1000 emp.) **Reviewed Date:** September 17, 2018 **What do you like best about Payscale Ascent (formerly Payfactors)?** The simplicity of using the product that holds a lot of complex processes. I am able to quickly have reliable data that I can take to senior leadership to enhance my explaintion of my decisions. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Naviagting the entry of salary surverys includinding their data cuts needed for my busienss was the most challenging aspect thusfar. **Recommendations to others considering Payscale Ascent (formerly Payfactors):** This is a product that simplifies the compensation process. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Streamlining benchmark data and market pricing and a faster pace. Having all my salary surveys in one location with quick and easy access is wonderful. **Official Response from Brooke Grimes:** > Thank you so much for your review and we are so excited to hear that this product is helping you to more effectively perform your role! ### 12. Payfactors Overall Review **Rating:** 3.0/5.0 stars **Reviewed by:** Brian R. | Small-Business (50 or fewer emp.) **Reviewed Date:** September 19, 2024 **What do you like best about Payscale Ascent (formerly Payfactors)?** The dataset for HR Market Analysis is very robust. The platform has remained consistent over time. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The Peer dataset hasn't grown as much as we anticipated, but it is still pretty good. The user interface, while it has remained consistent, could be easier. For example, you can't see data cuts on the pricing project screen - only when hovering over the job title. Few check-ins from customer support to see how things are going. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** As compensation consultants, it serves largely as a data warehouse for our survey library, aging the data towards a common date and percentage. We then output pricing projects to Excel to do more analysis. ### 13. Honest Review **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Mental Health Care | Enterprise (> 1000 emp.) **Reviewed Date:** December 20, 2024 **What do you like best about Payscale Ascent (formerly Payfactors)?** I like the export feature available in the system. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Not as user friendly as some of the previous systems used. For example, it is harder to view and especially access/edit our benchmarked jobs. Also, it made things easier when we had our own assigned customer representative. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Helping me figure out how to keep my information current. ### 14. Beneficial platform if you bring all the expertise **Rating:** 3.0/5.0 stars **Reviewed by:** Casey S. | Human Resources Director, Enterprise (> 1000 emp.) **Reviewed Date:** May 31, 2024 **What do you like best about Payscale Ascent (formerly Payfactors)?** Very robust reporting capabilities. The analytics and visuals are quick and easy to download and share. **What do you dislike about Payscale Ascent (formerly Payfactors)?** In order to make Payfactors work you must have compensation expertise yourself, have a pay structure in place for your organization, have completed thorough job descriptions, and know your company's market strategy. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** We implemented Payfactors to try to better align our pay with the 40+ markets within which we have staff. We are better prepared to have conversations that help us recruit and retain staff by knowing where our pay is compared to the current markets. ### 15. It is a tool, but like all tools it is not perfect for every situation. **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Manufacturing | Mid-Market (51-1000 emp.) **Reviewed Date:** January 09, 2025 **What do you like best about Payscale Ascent (formerly Payfactors)?** It provides a starting point for wage rates. **What do you dislike about Payscale Ascent (formerly Payfactors)?** You cannot see where the information is coming from ie the algorithims used for your area, so there is data accuracy concerns. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Info for salary benchmarking, help to determine new position wage rates. ### 16. PayScale to PayFactors **Rating:** 2.5/5.0 stars **Reviewed by:** Ashley B. | People Ops & Systems Coordinator, Mid-Market (51-1000 emp.) **Reviewed Date:** June 03, 2024 **What do you like best about Payscale Ascent (formerly Payfactors)?** Customer Service has been great so far through our setup process. The training videos that are available are great as well. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Unsure at this time, we are still in the setup stages. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Saving the time it takes for me to run every job that we currently have in PayScale update all the date and take that into excel to run more numbers for our next merit season. ### 17. I havent been able to test out all of the features. It is good enough to get market data. **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Airlines/Aviation | Enterprise (> 1000 emp.) **Reviewed Date:** January 02, 2025 **What do you like best about Payscale Ascent (formerly Payfactors)?** The ability to get up to date market data on positions. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The tools can be difficult to use...it is not as intuitive **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Scaling my departments pay to be competitive with the market. ### 18. Solid starting point on our compensation journey... **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Hospital & Health Care | Mid-Market (51-1000 emp.) **Reviewed Date:** December 20, 2024 **What do you like best about Payscale Ascent (formerly Payfactors)?** Having access to data. Great to know that its vetted information. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Specialty data feels limited. Would love more real time salary updates. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Ensuring we are equitable with existing staff and competitive when offering to new team members. ### 19. A Robust Tool With a Learning Curve **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Transportation/Trucking/Railroad | Enterprise (> 1000 emp.) **Reviewed Date:** June 05, 2024 **What do you like best about Payscale Ascent (formerly Payfactors)?** Can pull very granular data from a variety of sources. The recent AI job matching update in the Peer Exchange has greatly improved efficiency in job matching. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Implementation support was good, but customer success support afterwards has been lacking. There is so much information you can access it can be overwhelming at first. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Being able to benchmark jobs using data from multiple sources. ### 20. Corp. Dir of People & Culture (HR) **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Hospitality | Enterprise (> 1000 emp.) **Reviewed Date:** March 20, 2024 **What do you like best about Payscale Ascent (formerly Payfactors)?** nothing as of yet. I think I need an expert that knows more about the hospitality group, my rep doesn't seem to have a strong knowledge of our industry or our specific group. **What do you dislike about Payscale Ascent (formerly Payfactors)?** So far, a very common basic job of hour industry is not in here at all. I was told to look up the global platform which isn't and won't work. It is pretty unfortunate. I don't understand why I can't get the peer data until I submit JD's and than wait 5 plus weeks to get it. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** None ### 21. Overall the program is good. **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Environmental Services | Mid-Market (51-1000 emp.) **Reviewed Date:** February 27, 2024 **What do you like best about Payscale Ascent (formerly Payfactors)?** access to market data and the bar graph so I can easily see where my employees fall in the market. **What do you dislike about Payscale Ascent (formerly Payfactors)?** It lacks the ability to handle PT/Casual employees. E.g., if your employee is PT and on hourly the program only shows salary annually so it makes it harder to compare market data. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** N/A ### 22. Director, Quality/HSE **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Manufacturing | Mid-Market (51-1000 emp.) **Reviewed Date:** June 21, 2024 **What do you like best about Payscale Ascent (formerly Payfactors)?** ability to see pay scales in different regions for comparisons **What do you dislike about Payscale Ascent (formerly Payfactors)?** Every position requires a Bachelors Degree and gives no consideration to experience without a degree. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** pay equity of job roles ### 23. PayFactors Solves A lot of Problems **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Non-Profit Organization Management | Mid-Market (51-1000 emp.) **Reviewed Date:** May 31, 2024 **What do you like best about Payscale Ascent (formerly Payfactors)?** There are so many features that answer a lot of long standing problems we've had in our company. I use Pay Factors everyday now. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The length of the implementation process. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Providing us with well researched pay ranges. ### 24. Much more cumbersome; data that has come over from Payscale is messy **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Hospital & Health Care | Enterprise (> 1000 emp.) **Reviewed Date:** November 29, 2023 **What do you like best about Payscale Ascent (formerly Payfactors)?** Peer and HRMA survey data are nice to see **What do you dislike about Payscale Ascent (formerly Payfactors)?** Data integration is messy and some jobs haven't come over. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** More accurate survey data information to use ### 25. Colleague Recommendation **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Management Consulting | Small-Business (50 or fewer emp.) **Reviewed Date:** June 14, 2023 **What do you like best about Payscale Ascent (formerly Payfactors)?** Up to date information all in one location. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Faily steep learning curve. Live help is very hard (if not impossible) to get. Support tickets have taken upwards of 2 weeks for anyone to acknowledge (let alone resolve). **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Helping me to ensure accurate salary ranges for all positions at our company as part of our pay transparency pledge. **Official Response from Anna Spessard:** > Hello, thank you for leaving a review and sharing your feedback. We want to ensure you get the support you need to achieve maximum value from Payfactors - the nature of these reviews is that they are anonymous but please reach out to me at anna.spessard@payscale.com and I'll work to connect you with someone who can help. ### 26. Good product but lots of time for upkeep and learning **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Hospital & Health Care | Enterprise (> 1000 emp.) **Reviewed Date:** May 08, 2023 **What do you like best about Payscale Ascent (formerly Payfactors)?** I like the job description tool and quick pricing tool. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Complicated system so it takes a lot of time to learn and maintain. Survey worksheets are difficult to populate for matches and scopes. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Good way to route job descriptions and store market pricings. **Official Response from Anna Spessard:** > Hello, thank you for sharing this feedback. I would love to help address your concerns to ensure you're getting the most value out of Payfactors, in the shortest amount of time! While you can always reference the knowledge base and your CSM, I would be happy to help connect you with someone who can answer any additional questions you may have. The nature of these reviews is that they are anonymous, but if this sounds like it would be helpful, please reach out to me at anna.spessard@payscale.com. ### 27. Good system, but not exactly what I had experienced with PayScale in the past. **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Automotive | Mid-Market (51-1000 emp.) **Reviewed Date:** February 17, 2023 **What do you like best about Payscale Ascent (formerly Payfactors)?** The dashboard is easy to navigate and use. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The reports are not as in-depth as PayScale's older reporting. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Comparing our wages to local and national levels. It helps budget and justify wage ranges. Also, our rate of hiring is improving... fewer rejections and re-negotiations. **Official Response from Anna Spessard:** > Hello, it is great to hear that Payfactors is streamlining your hiring process and increasing offer acceptance! As far as reporting goes, I have noted your feedback and will share it with the appropriate teams. If you do have questions about how to make the most of the Payfactors reporting capabilities, please don't hesitate to reach out to your CSM. Thank you! ### 28. HR Director **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Consumer Goods | Enterprise (> 1000 emp.) **Reviewed Date:** March 29, 2023 **What do you like best about Payscale Ascent (formerly Payfactors)?** Data tied to current employees is useful. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Not intuitive. searching by title Even your survey is kluge **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** The same 2 things mentioned above. ### 29. There is an obvious lack of Canadian data. **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Financial Services | Mid-Market (51-1000 emp.) **Reviewed Date:** May 10, 2023 **What do you like best about Payscale Ascent (formerly Payfactors)?** Process of pricing is very easy and intiutive. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Lack of relevant data. We are in Canada and we should have been warned that there is very little relevant Canadian data to our industry. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Compensation benchmarking ### 30. Compensation Analyst **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Financial Services | Enterprise (> 1000 emp.) **Reviewed Date:** January 23, 2023 **What do you like best about Payscale Ascent (formerly Payfactors)?** The service provided by our direct contacts. Have been patient, trying to adapt to our necessities. **What do you dislike about Payscale Ascent (formerly Payfactors)?** All the configuration processes. My company has an odd Job Configuration that is used globally in any structure, but the system has difficulty linking everything. Causing the necessity to upload a bunch of big and complex files. Additionally, according to the account representatives using Tableau is restricting the creation of new custom files. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Currently none. After the configuration, hopefully benchmarketing and structure developing. **Official Response from Anna Spessard:** > Thank you for reviewing Payfactors -- it is good to hear that you are satisfied with your support experience despite difficulties in the system. Hopefully once configuration is complete, you will have a more positive experience and be able to utilize Payfactors to its full potential! ### 31. Director, HR **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Architecture & Planning | Enterprise (> 1000 emp.) **Reviewed Date:** January 20, 2023 **What do you like best about Payscale Ascent (formerly Payfactors)?** Once we build the platform, it can be very beneficial. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The implementation process. There's little to no support offered as we build the platform. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Staying relevant with current compensation trends. **Official Response from Anna Spessard:** > Hello, thank you for leaving a review of Payfactors - we're glad to hear that the platform is providing value in some areas, but sorry to hear about your experience in implementation. Although the nature of these reviews is that you are anonymous, I do have a few resources for you depending on your package. We have introduced a live virtual training option for all Basic clients, and Pro/Advanced clients now receive full implementations that include the following stages: discovery, data loading, system configuration, training, and transfer to support. If you have any further questions please don't hesitate to contact me directly, my email is anna.spessard@payscale.com! ### 32. Payfactors review **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Management Consulting | Small-Business (50 or fewer emp.) **Reviewed Date:** August 22, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** Pre Payscale Payfactors; Aaron Boyd responses **What do you dislike about Payscale Ascent (formerly Payfactors)?** Payscale changes to Payfactors has created issues. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Competitive cost-effective pay analysis and decisions ### 33. Sr. HR Assistant **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Chemicals | Enterprise (> 1000 emp.) **Reviewed Date:** November 13, 2018 **What do you like best about Payscale Ascent (formerly Payfactors)?** Ability to price and rate jobs in our area based on our industry and other industries in our area **What do you dislike about Payscale Ascent (formerly Payfactors)?** Navigation can sometimes be difficult within the system why trying to find something. It's not very intuitive. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Ability to price jobs when making pay recommendations to upper management. ### 34. Not what I anticipated it to be **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Insurance | Enterprise (> 1000 emp.) **Reviewed Date:** November 26, 2018 **What do you like best about Payscale Ascent (formerly Payfactors)?** Thought it was supposed to generate the job description **What do you dislike about Payscale Ascent (formerly Payfactors)?** It seems a bit disconnected. I anticipated that this tool would help me to generate and update job descriptions. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Job description library **Official Response from Elizabeth Hartel:** > Hi! We appreciate your review! Job Description Manager is fully intended to streamline your process for creating and managing job descriptions. Job Description Manager allows you to collaborate with others on your team and in your entire organization in one central spot. You can build new descriptions from scratch, from our library, or from your library, compare two descriptions side by side to see differences, and then market price a job—all in the tool. If you feel like Job Description Manager is disconnected, we want to help! In the Resources tile in Payfactors, we stored a few materials we think will be useful to you. There's a short video on Job Description Manager's features, and an entire user guide that lays out common tasks in the platform and how to do them. We also recommend you reach out to our services team if you'd like more personal, specific help. Even if you've already received initial training on how to use the product, it doesn't matter—the services team can help you out as much and as often as you need. They'll either offer support via phone or conduct individual training sessions for you. We hope this helps! Thanks again! ### 35. Valuable Tool **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Business Supplies and Equipment | Mid-Market (51-1000 emp.) **Reviewed Date:** November 14, 2018 **What do you like best about Payscale Ascent (formerly Payfactors)?** I am able to price jobs and evaluate current positions to make sure that we are paying employees fairly. I like being able to create jobs and produce reports with ease. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Because of our company structure, it gets confusing when trying to mesh local data with the company wide data. **Recommendations to others considering Payscale Ascent (formerly Payfactors):** none **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** I have been able to provide company leadership with market data that helps them make decisions regarding employee pay. ### 36. Good Not Great **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Financial Services | Enterprise (> 1000 emp.) **Reviewed Date:** June 06, 2018 **What do you like best about Payscale Ascent (formerly Payfactors)?** The ample amount of data available and definitions. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Not very user friendly, too cluttered. Not very easy to find some niche jobs. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Aligning company pay with market. Insight into market and niche jobs. **Official Response from Elizabeth Hartel:** > Hi! Thanks for your feedback. User friendliness and simplicity are two things that are really important to us at Payfactors, so if you're not seeing that when you use our product, then we've got a problem. When it comes to finding data for niche jobs, we recommend you use our newest product, Peer. Peer is the industry's first (and only!) near real-time data exchange. In Peer, you're put in closed, secure groups with companies that you get to choose. Peer is all about giving you data that you can't get anywhere else—we're talking niche data, data from emerging markets, and data from geographic locations that are otherwise lacking. Plus, you can exchange in Peer as frequently as you want. That's right... no more waiting months for surveys only to have to sift through excessive amounts of data. On top of that, we think it'd be useful for you to check out the Resources tile in Payfactors, where we store helpful materials about our product. There are some step by step videos and written tutorials that might make the system easier for you to use. If you'd like more personalized help, please reach out to our services team, and they'll be happy to offer help via phone or conduct individual training for you on any topic you'd like—whenever you'd like. Also, if you have any tips for us on what to improve in our product, head over to the Ideas tile in the dashboard and let us know! Other users can vote on your post, and if you get enough up votes, we'll apply your feedback directly the next time we update our system. We make improvements every three weeks! Thanks again! ### 37. great tool for comp analytics **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Hospital & Health Care | Enterprise (> 1000 emp.) **Reviewed Date:** September 18, 2018 **What do you like best about Payscale Ascent (formerly Payfactors)?** the tool, the reports and dashboard are useful **What do you dislike about Payscale Ascent (formerly Payfactors)?** too much focus on marketing their products **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** trying to match jobs and create composites for similar jobs **Official Response from Elizabeth Hartel:** > Hi! Thanks for taking the time write this review. We get it—marketing can be annoying. But in an industry like compensation—one that's been stuck in the past for decades—we feel obligated to let everyone know that we're igniting real change and making everyone's job easier. And that's where our marketing comes in. We're the new guys on the block, and we're trying to let everyone know what we're all about. We're sorry if it bothers you, but we mean well! Again, thanks for being one of our users. Your feedback means a lot to us! ### 38. New User review **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Gambling & Casinos | Enterprise (> 1000 emp.) **Reviewed Date:** September 18, 2018 **What do you like best about Payscale Ascent (formerly Payfactors)?** Ease of use, Eaay to follow and load data. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Too early to tell. We have just transitioned to Payfactors **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Pricing jobs **Official Response from Elizabeth Hartel:** > Hi! Thanks for your review! Welcome aboard! We see you knocked off a few stars in our rating. We really appreciate user feedback—we actually directly apply it to the improvements we make to our system. If you want, you can go to the Ideas tile on the dashboard and post suggestions for changes you'd like to see made to Payfactors. Other users can vote on your post, and if it gets enough up votes, we'll actually update our system to accommodate your feedback! We make these changes every three weeks. Also, would you mind reaching out to your customer success manager and letting them know about any issues you're having with Payfactors? That way, we can take steps to improve your experience with us and incorporate your feedback into our development process so we can prevent these problems from happening with future users later on. We appreciate it. Thanks! ### 39. Good start **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Management Consulting | Enterprise (> 1000 emp.) **Reviewed Date:** October 24, 2017 **What do you like best about Payscale Ascent (formerly Payfactors)?** The look and feel of the product is mostly a positive experience **What do you dislike about Payscale Ascent (formerly Payfactors)?** Uploads and customizations are difficult. Online tableau reporting tool needs a lot of work **Recommendations to others considering Payscale Ascent (formerly Payfactors):** If you want to use this product for reporting, request a tour of the online Tableau to see what you are working with. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** It is a good way to house lots of market data **Official Response from Stacey Sealey:** > Hi, Thanks for taking the time to write this review. We realize reporting is a critical piece of a compensation system. That’s why we partnered with Tableau to deliver a best-in-class reporting solution — but it does have some challenges. Our services team is here to help with all reporting questions and will gladly conduct training. We’re also conducting quarterly training webinars on reporting. Thank you again! ### 40. Pay factors review **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Computer Software | Enterprise (> 1000 emp.) **Reviewed Date:** October 24, 2017 **What do you like best about Payscale Ascent (formerly Payfactors)?** The system is fairly intuitive, and similar to other systems out there. **What do you dislike about Payscale Ascent (formerly Payfactors)?** There are a lot of tiles, and sometimes it's hard to figure out where to go **Recommendations to others considering Payscale Ascent (formerly Payfactors):** Consider them alongside Market Pay to see which is right for you. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Using it to manage our market data surveys. It helps us by having all of our data in one system. **Official Response from Stacey Sealey:** > Hi, Thanks for your review. Feedback from our clients is very important to us and we've been listening! We're are rolling out an enhanced navigation system and new dashboard in 2018. It will address these concerns and will make it more intuitive and simple! Thank you again! ### 41. Market pricing tool lacking ease of use but comes with market data with multiple cuts **Rating:** 2.5/5.0 stars **Reviewed by:** Verified User in Machinery | Enterprise (> 1000 emp.) **Reviewed Date:** October 24, 2017 **What do you like best about Payscale Ascent (formerly Payfactors)?** The PayFactors market data that allows us to get at geographic areas or specific cuts **What do you dislike about Payscale Ascent (formerly Payfactors)?** Pricing a single job takes too long, should be a bit more intuitive with better search capabilities **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** one-stop shop for all of market surveys, definitely utilizing the PayFactors market data ### 42. The tool is OK / fine. **Rating:** 3.0/5.0 stars **Reviewed by:** Verified User in Financial Services | Enterprise (> 1000 emp.) **Reviewed Date:** October 25, 2017 **What do you like best about Payscale Ascent (formerly Payfactors)?** I like the ability to easily edit a job ... for instance, I can easily edit the job code and title and matches. **What do you dislike about Payscale Ascent (formerly Payfactors)?** When I'm searching for survey matches, each time I leave the screen with the matches, I need to retype my search parameters. Instead, it would be nice for it to keep my search parameters & allow me to simply EDIT them. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** I'm just using it for market pricing. **Official Response from Stacey Sealey:** > Hi, This is good feedback, thanks! We’ll take it to the product team and incorporate it into our development process. ## Payscale Ascent (formerly Payfactors) Discussions - [Does it include more than just salary?](https://www.g2.com/discussions/what-s-included) - 2 comments, 2 upvotes - [How frequently do you roll out new Payfactors product features?](https://www.g2.com/discussions/new-features-7a0cde50-fb80-4725-a1d4-4d68c3818fe2) - 2 comments, 1 upvote - [How granular does your data get?](https://www.g2.com/discussions/the-data) - 2 comments, 1 upvote - [How do you do it?](https://www.g2.com/discussions/how-it-works-141a9d97-de9e-41b0-bb4e-960cb159f134) - 1 comment, 1 upvote - [What does Payfactors do?](https://www.g2.com/discussions/about-us-b981a137-d3d6-4ece-b0fd-df5ec579798a) - 1 comment, 1 upvote - [View Payscale Ascent (formerly Payfactors) pricing details and edition comparison](https://www.g2.com/products/payscale-ascent-formerly-payfactors/reviews?filters%5Bnps_score%5D%5B%5D=3§ion=pricing&secure%5Bexpires_at%5D=2026-08-13+16%3A06%3A44+-0500&secure%5Bsession_id%5D=e0921ac5-532d-4f06-b7a9-b7e00351a27f&secure%5Btoken%5D=67ad02614e39e1d53bd4ab4f2b45d529d867c15ede6462019f2b8f23d8e012ae&format=llm_user) ## Payscale Ascent (formerly Payfactors) Integrations - [ADP Workforce Now](https://www.g2.com/products/adp-workforce-now/reviews) - [Paylocity](https://www.g2.com/products/paylocity/reviews) - [UKG Pro](https://www.g2.com/products/ukg-pro/reviews) - [Workday Compensation](https://www.g2.com/products/workday-compensation/reviews) - [Workday HCM](https://www.g2.com/products/workday-hcm/reviews) - [WTW Embark](https://www.g2.com/products/wtw-embark/reviews) ## Payscale Ascent (formerly Payfactors) Features **Basics** - Performance - Ad hoc Reporting **Platform** - Reward Structuring - Workflow Automation - Compensation History - Performance Management Integration - Embedded Analytics - Reporting Capabilities - Compensation Data Management - Internationalization - Bonus Management - Real-Time Data - Reporting/Analytics - Benefits Management - Commission Management - Incentive Management - Payroll Management - Budget Management - Workflow Management - Compliance Management - Performance Management - Document Management - Employee Management **Basic Features** - High level regression analysis - Dashboard **Generative AI** - Generative AI **Generative AI** - AI Text Generation **Core Features - Salary Benchmarking Software** - Dashboard - Industry Benchmarking - Hierarchy - Activity Dashboard **Platform - Compensation Planning** - Compensation Budgeting - Merit Cycle Planning - Pay Transparency - Automated Compliance - Reward Structuring - Compensation History - Succession Planning - Salary Planning **Additional Functionality** - Onboarding - Individual Development Plans - Career Development - Approval Process Control - Customizable Branding - AI Copilot - Reminders - Customizable Templates - Employee Profiles - Employee Engagement - Learning & Development - API **Content** - Automation - Content Creation **Risk Mitigation** - Budgeting **Benchmarking and Equity - Compensation Management** - Benchmarking Data - Pay Equity - Salary Bands **Auditing - Salary Benchmarking Software** - Reporting **Additional Features - Compensation Planning** - Reporting Capabilities - Workflow Automation - Integrations **Additional Functionality** - Approval Process Control - Duplicate Detection - AI Copilot - Customizable Reports - Role-Based Permissions - Employee Onboarding - Alerts/Notifications - Data Import/Export - Reminders - Customizable Templates - Compensation Statements - Goal Setting/Tracking - Automated Receipt Matching - Organizational Charting - Market Data Analysis - Employee Reward Programs - Employee Portal - Compensation Plan Modeling - Employee Database - Audit Trail **Additional Functionality** - Approval Process Control - Duplicate Detection - AI Copilot - Customizable Reports - Role-Based Permissions - Employee Onboarding - Alerts/Notifications - Data Import/Export - Reminders - Customizable Templates - Compensation Statements - Goal Setting/Tracking - Automated Receipt Matching - Organizational Charting - Market Data Analysis - Employee Reward Programs - Employee Portal - Compensation Plan Modeling - Employee Database - Audit Trail **Logistics** - Integrations & APIs - User, Role and Access Management **Advanced Features - Salary Benchmarking Software** - Structure - Salary Survey - AI - Generative AI **Additional Functionality** - Approval Process Control - Duplicate Detection - AI Copilot - Customizable Reports - Role-Based Permissions - Employee Onboarding - Alerts/Notifications - Data Import/Export - Reminders - Customizable Templates - Compensation Statements - Goal Setting/Tracking - Automated Receipt Matching - Organizational Charting - Market Data Analysis - Employee Reward Programs - Employee Portal - Compensation Plan Modeling - Employee Database - Audit Trail **Additional Functionality** - Customizable Reports - Succession Planning - Data Import/Export - 360 Degree Feedback - Single Sign On - Customizable Templates - SSL Security - Job Scoring - AI Copilot - Customizable Forms - Individual Development Plans - Customizable Branding - For Job Analysts - Benchmarking - Skills Assessment - Talent Acquisition - Generative AI - Multi-Language - Document Templates - Job Comparison - Reporting & Statistics - Access Controls/Permissions - Status Tracking - Factor-based Evaluation - Electronic Signature - Match & Merge - Secure Data Storage **Platform** - Customization - Integration APIs - Internationalization - User, Role, and Access Management - Activity Dashboard - Activity Dashboard - Mobile Access - Activity Dashboard - Training Management - Goal Management - Feedback Management - Action Management - Mobile Access - Activity Dashboard - Benefits Dashboard - Activity Dashboard - Feedback Management - Performance Management - Recruitment Management - Compliance Management - Training Management - Calendar Management - Employee Management - Orientation Workflow Management - Task Management - HR Management - Help Desk Management - Mobile Access - Payroll Management - Document Management - Job Description Management - Social Media Integration - Mobile Access - Activity Dashboard - Third-Party Integrations - Assessment Management - Social Media Integration - Activity Dashboard - Mobile Access - Third-Party Integration - Initiative Management - Workflow Management - Community Management - Employee Referral Management - Candidate Management - Workflow Management - Communication Management - Advertising Management - Application Management - Email Management - Job Management - Discount Management - Pipeline Management - File Management - Job Management - Data Storage Management - Compensation Management - Employee Management - Job Application Management - HR Management - Competency Management - Performance Management - Compliance Management - Job Description Management - Evaluation Management - User Management - Role-Based Permissions - Third-Party Integrations ## Top Payscale Ascent (formerly Payfactors) Alternatives - [Salary.com](https://www.g2.com/products/salary-com-salary-com/reviews) - 4.4/5.0 (1,079 reviews) - [Paycom](https://www.g2.com/products/paycom/reviews) - 4.5/5.0 (4,740 reviews) - [Workday HCM](https://www.g2.com/products/workday-hcm/reviews) - 4.1/5.0 (1,608 reviews)