--- 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: '2026-08-12' 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. Great Product **Rating:** 5.0/5.0 stars **Reviewed by:** Verified User in Higher Education | Enterprise (> 1000 emp.) **Reviewed Date:** October 19, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** Payfactors is great at providing us with good salary data for our industry. **What do you dislike about Payscale Ascent (formerly Payfactors)?** What I dislike is that maybe not all of our industry jobs are found in payfactors, but they assist with individual requests. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Payfactors is solving our healthcare industry job salary data. It is benefiting our agency due to us not having many subscriptions to healthcare salary surveys. **Official Response from Brooke Grimes:** > Thank you so much for the feedback - we appreciate the feedback on industry-specific data. We are dedicated to continuously growing all of our data sets to help specific industries. We hope that as we continue to grow this data you will be able to see additional data for your specific roles. ### 2. Not happy with our purchase **Rating:** 1.0/5.0 stars **Reviewed by:** Verified User in Hospital & Health Care | Enterprise (> 1000 emp.) **Reviewed Date:** November 01, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** Not much at this point. Having a very difficult time with the software. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Overall, not happy with our purchase. Training was quick, and the software is not what we thought and is not helpful. We feel as though after the sale, we are on our own to figure it out. We will not be renewing, unless something changes significantly. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** At present, there are no problems payfactors is solving. The bulk of what we wanted to accomplish we cannot, as there are not enough like positions to compare our comp to. **Official Response from Brooke Grimes:** > I am so sorry to hear about your experience. The nature of these reviews is that you are anonymous but I want to make sure we help you get the training you need to make the most out of Payfactors. If you would, please email me directly at brooke.grimes@payscale.com and I will make sure that we get the right people involved to help you make better use of Payfactors. ### 3. Great tool that compliments comp data **Rating:** 4.0/5.0 stars **Reviewed by:** Verified User in Hospital & Health Care | Enterprise (> 1000 emp.) **Reviewed Date:** October 20, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** Ease of use as job description and comp data are all together. It's also easy to search jobs you are looking for. Like how data ranges from hourly to salary/total cash **What do you dislike about Payscale Ascent (formerly Payfactors)?** I find that some roles that I want data are not included (business operation roles) as well I don't fully trust all the data I see when it comes to geo differences **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Hard to find market roles that traditional surveys don't have. Job description details that are sometimes lacking in traditional surveys. geo differences in data **Official Response from Brooke Grimes:** > Thank you so much for the feedback - we are happy that the data compliments your current compensation data! ### 4. Compensation Manager **Rating:** 0.5/5.0 stars **Reviewed by:** Verified User in Medical Devices | Mid-Market (51-1000 emp.) **Reviewed Date:** December 28, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** Still waiting to see the upside...otherwise it provides a source for storing market data. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The lack of support from the implementation project lead and the system is not user friendly. Too many steps in the process to price jobs. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** It is a source for market data. **Official Response from Brooke Grimes:** > Hello - We really appreciate your feedback and are so sorry that you are not seeing the value of the product you purchased. We want to make this right and ensure that you receive a better experience moving forward however, since these reviews are anonymous I cannot reach out to you directly. Please email me at brooke.grimes@payscale.com and I will make sure that we connect you with the appropriate resources. ### 5. Payfactors **Rating:** 4.0/5.0 stars **Reviewed by:** Verified User in Information Technology and Services | Enterprise (> 1000 emp.) **Reviewed Date:** October 19, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** Payfactors is a highly responsive and interactive system. Everything loads quickly and helps you get reliable data. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Job titles used in market data don't align well with our internal job titles. We often have to search using job duties to find a good match. For some, the position that we consider entry-level is considered a level 2 or 3 within the system (such as a specialist). **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Helping us keep employees aligned in our internal paygrades and keep equity among similar jobs. **Official Response from Brooke Grimes:** > Thank you for the great feedback about Payfactors. Recently we added a new data set into Payfactors - Employee Reported - this could be a great opportunity to explore an additional data set that could work better for you. We would love to talk more about finding the right data for your organization and jobs. ### 6. Payscale experience **Rating:** 4.0/5.0 stars **Reviewed by:** Verified User in Human Resources | Mid-Market (51-1000 emp.) **Reviewed Date:** January 24, 2023 **What do you like best about Payscale Ascent (formerly Payfactors)?** I use the market benchmarks a lot to support client requests **What do you dislike about Payscale Ascent (formerly Payfactors)?** some market sizes and locations are not available yet, toggling back and forth so much **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** solving for competitive salary guides **Official Response from Anna Spessard:** > Thank you for taking the time to leave a review of Payfactors! ### 7. 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! ### 8. Consistent and Explainable Comp **Rating:** 5.0/5.0 stars **Reviewed by:** Verified User in Consumer Goods | Mid-Market (51-1000 emp.) **Reviewed Date:** October 05, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** I can cost hybrid roles, and I can tweak roles if not all qualifications are met. **What do you dislike about Payscale Ascent (formerly Payfactors)?** PayFactors and PayScale titles/cost don't always match. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** We don't worry about our job offers being rejected because we are confident we have the correct pay ranges for the role. ### 9. Best Customer Service **Rating:** 5.0/5.0 stars **Reviewed by:** Verified User in Legal Services | Enterprise (> 1000 emp.) **Reviewed Date:** October 20, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** Our customer service rep is great. He helps us get things back on track when something goes wrong and is very engaged. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The user interface has gotten a bit confusing, but we are getting used to it. We had some troubles with the migration forward of surveys, but it seems to be improving **Recommendations to others considering Payscale Ascent (formerly Payfactors):** Check out all their modules **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Organizing our market data and survey completion... hopefully more in the future as well. **Official Response from Brooke Grimes:** > We are so glad to hear about your experience with Payscale and appreciate your continued support. We are also sorry to hear about some confusion with the recent interface changes. I will definitely pass this along to our Product Management teams as they continue to create a more user-friendly experience. ### 10. Still in Implementation **Rating:** 4.0/5.0 stars **Reviewed by:** Verified User in Civil Engineering | Mid-Market (51-1000 emp.) **Reviewed Date:** January 05, 2023 **What do you like best about Payscale Ascent (formerly Payfactors)?** The data is the best feature. Having current pay data for recruiting and retention. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Support services Our implementation is still ongoing at 3 months in. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Still waiting on our solutions. **Official Response from Anna Spessard:** > Thank you for taking the time to submit a review! We are glad that you are excited to use Payscale data to improve recruiting and retention at your organization. We also want to acknowledge your feedback as we aim to provide a streamlined implementation experience, and will share this information with the appropriate teams. ### 11. Great Company **Rating:** 5.0/5.0 stars **Reviewed by:** William B. | HR Generalist, Mid-Market (51-1000 emp.) **Reviewed Date:** October 20, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** I believe they are on the leading edge of the the compensation discussion. **What do you dislike about Payscale Ascent (formerly Payfactors)?** I don't have anything negative to say about them. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Giving our clients accurate and current compensation data. **Official Response from Brooke Grimes:** > Thank you so much, William. It is because of amazing customers like you that we are able to stay ahead of everything compensation. ### 12. Sr Comp Analyst **Rating:** 1.5/5.0 stars **Reviewed by:** Verified User in Education Management | Enterprise (> 1000 emp.) **Reviewed Date:** October 13, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** I have been using PayFactors for four months. It is difficult to navigate and access data. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Difficult to find the market data for jobs. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** One place for salary surveys **Official Response from Anna Spessard:** > Hello, we are so sorry that you are not able to access the full value of product you purchased. We want to make this right and ensure that you receive a better experience moving forward. Since this is an anonymous review, please email me at anna.spessard@payscale.com and I will connect you with someone who can help sort this out. ### 13. Easy to use and excellent customer service! **Rating:** 5.0/5.0 stars **Reviewed by:** Shelby Y. | Total Rewards Analyst, Small-Business (50 or fewer emp.) **Reviewed Date:** November 30, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** What I like best about Payfactors is the amount of time they put into improving their platform based on their clients' feedback. I have been using Payfactors for almost two years, and the amount of enhancements made to the platform in that time is phenomenal! **What do you dislike about Payscale Ascent (formerly Payfactors)?** I don't dislike anything per say, I just wish there was a more robust focus on companies with a global presence. I know this is a challenge for all market data platforms. **Recommendations to others considering Payscale Ascent (formerly Payfactors):** Payfactors is constantly evolving. Their recent joining with Payscale has only increased this, and as a current customer, I am so excited to see what is to come in 2022! **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** We were able to implement calculated job-based ranges by using the new technology implemented earlier this year. This has allowed our company to further enhancement our market data strategy. An additional benefit is a constant increase in data available in Peer. We are going to focus on using Peer to our advantage this year. ### 14. Very user-friendly system **Rating:** 5.0/5.0 stars **Reviewed by:** Verified User in Management Consulting | Mid-Market (51-1000 emp.) **Reviewed Date:** September 30, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** I like that I can market price jobs in all our countries. I also appreciate Payfactors' thought leadership in the form of white papers, webinars and podcasts **What do you dislike about Payscale Ascent (formerly Payfactors)?** Setting up Payfactors is a bit complicated, but our implementation manager is terrific at getting us through it. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** We are early in the process, but we expect Payfactors to be able to help us determine whether we are paying competitively in each of our markets. ### 15. Great tool! **Rating:** 5.0/5.0 stars **Reviewed by:** Verified User in Hospital & Health Care | Enterprise (> 1000 emp.) **Reviewed Date:** September 29, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** Overall look and feel and ease to access information! **What do you dislike about Payscale Ascent (formerly Payfactors)?** Restricted ability to change licensure/ certs in review/ draft stage within job description **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Market data repository is useful and helps me price my jobs easily ### 16. Needs work to be more user friendly **Rating:** 1.0/5.0 stars **Reviewed by:** Verified User in Information Technology and Services | Enterprise (> 1000 emp.) **Reviewed Date:** October 03, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** geographic differentials and ability to typically get down to the zip code **What do you dislike about Payscale Ascent (formerly Payfactors)?** Pricing projects are not as user friendly as they were prior to the new update. Too much space between jobs, difficulty dragging and dropping from one job to another, can't move the pop up screen to select cuts, when changing a cut you have to move through tabs instead of scrolling through a list...etc... **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** ? ### 17. Great platform and customer service **Rating:** 5.0/5.0 stars **Reviewed by:** Verified User in Restaurants | Enterprise (> 1000 emp.) **Reviewed Date:** October 03, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** Although we're still in the training phase, Finn has been more than helpful, and training with him made things super clear. He's gone over and beyond to ensure our implementation was successful and has been extremely patient. I look forward to digging more into the system and getting more equipped. **What do you dislike about Payscale Ascent (formerly Payfactors)?** We have not experienced any negatives at this time. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Cannot answer at this time. ### 18. Payfactors is a great tool to use for up-to-date rates on paying by the market! **Rating:** 5.0/5.0 stars **Reviewed by:** Verified User in Financial Services | Enterprise (> 1000 emp.) **Reviewed Date:** November 15, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** Housing the surveys all in one place use it to match survey jobs to company jobs annually! **What do you dislike about Payscale Ascent (formerly Payfactors)?** I dislike that you don't like my answer that everything is good! **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Matching survey levels to company jobs, **Official Response from Brooke Grimes:** > We are so happy to hear that Payfactors is helping you to make more confident pay decisions! Thanks for your loyalty. ### 19. Excellent tool for all compensation needs; very responsive to any request. **Rating:** 5.0/5.0 stars **Reviewed by:** Amy M. | Compensation Manager, Enterprise (> 1000 emp.) **Reviewed Date:** September 21, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** Pricing project and the peer and market data **What do you dislike about Payscale Ascent (formerly Payfactors)?** Reporting could use a tuneup. Overall it's a great tool **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Keeping our market rates current ### 20. Pay Factors is an all inclusive compensation tool **Rating:** 5.0/5.0 stars **Reviewed by:** Verified User in Textiles | Mid-Market (51-1000 emp.) **Reviewed Date:** March 10, 2020 **What do you like best about Payscale Ascent (formerly Payfactors)?** I really appreciate have my quarterly calls with my account manager. Dana is excellent at following up on any open items and will forward requests or questions to the right person for resolution. The customer service is one of the main reasons that I stay with Pay Factors. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The only thing that I dislike (but this is on my end) is the manual process of uploading employee data into the system. Pay Factors has the ability for a direct file feed, I just need to figure out the logistics on my end. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Recently, we have implemented the job description module, which will definitely make it easier to keep our job descriptions updated and organized. ### 21. Easy to use **Rating:** 4.5/5.0 stars **Reviewed by:** Verified User in Warehousing | Mid-Market (51-1000 emp.) **Reviewed Date:** August 26, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** The ease at which I can get salary information **What do you dislike about Payscale Ascent (formerly Payfactors)?** Sometimes confusing with all the options **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** It is helping us to be consistent with our wages ### 22. Great software and service **Rating:** 5.0/5.0 stars **Reviewed by:** Verified User in Human Resources | Enterprise (> 1000 emp.) **Reviewed Date:** October 19, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** Response from employees and support was extremely helpful. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Cost. Since I work for a public entity, cost is always a concern. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Ease of analyzing information for decisions to be made. **Official Response from Brooke Grimes:** > Thank you for your review, we always appreciate feedback from our users. ### 23. Chief Human Resources Administrative Officer **Rating:** 0.5/5.0 stars **Reviewed by:** Verified User in Hospital & Health Care | Enterprise (> 1000 emp.) **Reviewed Date:** September 16, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** ease of use, modeling, tile functionality, etc. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The recent "merger" with Payscale. Crowd sourced data does not provide any value to our organization and is reason we have stayed away from Payscale in the past **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Housing job descriptions, providing market data, and holding our purchased surveys ### 24. Simple, intuitive interface and great support **Rating:** 5.0/5.0 stars **Reviewed by:** Liam B. | Group Manager HR Operations & Remuneration, Enterprise (> 1000 emp.) **Reviewed Date:** July 26, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** Fantastic design and support. The interface is really easy to use and is able to be picked up by managers with little training, while it also supports a very robust, auditable process. It's also flexible enough to be able to handle a number of different parameters. Finally, the support that we receive through the review implementation and customer support teams is excellent. Both during review, and post review, they really take on our feedback and improve their product, which is great to see. **What do you dislike about Payscale Ascent (formerly Payfactors)?** There's not a lot to dislike - their letter generation used to be a weakness, but they've really turned that around and that part of the process is a real strength, with more improvements coming every few months that make it really easy for us. I guess one improvement to make at the moment is a greater ability for clients to create bulk ad-hoc input of data, but they do a lot of integration with systems anyway, so it would be a feature that's limited in scope anyway. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** We've been able to manage a rem process involving over 60 managers looking after over 2000 employees with one remuneration process manager. We have had better transparency over decisions, fewer errors, and been able to robustly implement a process and our remuneration parameters. This has been a great product to efficiently run a rem review process at scale. ### 25. Expert **Rating:** 4.0/5.0 stars **Reviewed by:** Verified User in Hospital & Health Care | Enterprise (> 1000 emp.) **Reviewed Date:** August 23, 2022 **What do you like best about Payscale Ascent (formerly Payfactors)?** ease of use with job descriptions and quick market pricing **What do you dislike about Payscale Ascent (formerly Payfactors)?** market comparisons are tedious to pull, to much data that I need to sort through **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** not knowledgeable about this ### 26. From start to finish - it felt like the CURO crew was part of our internal team. **Rating:** 5.0/5.0 stars **Reviewed by:** Denise H. | Assistant Director, Compensation, Enterprise (> 1000 emp.) **Reviewed Date:** July 15, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** The ability to expand and collapse the merit increases by manager group with the budgets dynamically adjusting for each view is one of the favorite features. Filtering and data extraction capabilities are excellent. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The basic hierarchy assumes everyone supervising an employee will be the person to enter the annual increase for the employee. While we received some work arounds, the landing page view of manager groups remained and caused confusion with a great many raise managers. While we were given the ability to exclude individuals from list, the excludes did not hold upon refresh. The programming did not account for ad hoc exclusions where we do not have a data point to provide. **Recommendations to others considering Payscale Ascent (formerly Payfactors):** Be sure you thoroughly understand that the hierarchy is everything and is based on who someone's supervisor is. Provide an entire data set to be plugged in so that you can see how the structure will behave with your organizational tree. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** The managers have long-desired a method to organize their employee data customized to their needs. Our old system was not flexible enough to meet their needs so they downloaded the data into their own spreadsheets and merely used the system to input their final decisions. CURO's excellent filtering, sorting, and data export functions allow managers to do their work within the system with real-time budget calcultions. ### 27. A great platform for real-time compensation research **Rating:** 4.5/5.0 stars **Reviewed by:** Jesse P. | Compensation Manager, Enterprise (> 1000 emp.) **Reviewed Date:** November 19, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** I appreciate the breadth of data sources built into the platform and the ease of use (e.g., peer data). It is easy to create custom pricing projects with very relevant data. The advanced analytics features and ability to track trend data are also beneficial. **What do you dislike about Payscale Ascent (formerly Payfactors)?** I do wish that additional pay practice information was available in the tool. For example, it provides ready access to information about incentive pay benchmarks but not much insight into the plan design elements behind the value. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** I use Payfactors for benchmarking internal compensation structures, job pricing projects, labor market research, and as a platform for managing job descriptions. Benefits realized with Payfactors include the ability to make more confident pay-related decisions, improved plan design, and reduced compliance risk. ### 28. 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 ### 29. Our experience with PayFactors has been very positive. **Rating:** 4.0/5.0 stars **Reviewed by:** Thomas D. | Human Resource Specialist, Mid-Market (51-1000 emp.) **Reviewed Date:** May 25, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** In regards to the platform, we are pleased that the program is incredibly user-friendly. The ease of the program makes it easy for us to train our HR Business Partners to use the platform independently and to develop and approve job descriptions promptly. In regards to the support of the program, our Senior Associate has exceeded our expectations. The responses to our inquires are immediate, detailed, and 99% of the time, resolve the matter with no additional follow up required. Our Senior Associate is incredibly knowledgeable about the platform. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The only downside with the platform for our company is that the Job Description approver cannot add their signature to the approved job description. **Recommendations to others considering Payscale Ascent (formerly Payfactors):** We utilize the job management tile mainly and the compensation side of Payfactors. We don't have time to use the other tools and resources tiles provide to us, unfortunately. My recommendation to other users is to take advantage of the entire platform. Maximizing the platform tools is a goal of ours. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** We are constantly reviewing our Job Description format to maximize the benefits of the position information for managers and employees provided within the content. The most recent change we made to our format was to add the standard fields and user defined fields (FLSA, Safety-Sensitive, requires driving, etc.) to the downloadable word and pdf formatted Job Description. This was successfully accomplished with ease, thanks in part to the detailed initial set up, guided by our Senior Associate. ### 30. Takes the pain away from the annual review process **Rating:** 5.0/5.0 stars **Reviewed by:** Fiona M. | Reward Director - UK & Ireland, Enterprise (> 1000 emp.) **Reviewed Date:** February 25, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** The system looks smart and professional and is endlessly customisable. The team sitting behind the platform are incredibly responsive and genuinely care about you having a successful salary review or bonus round. **What do you dislike about Payscale Ascent (formerly Payfactors)?** You can put so much into the system, it's a shame that you can't force all managers to interact with every small element of it! **Recommendations to others considering Payscale Ascent (formerly Payfactors):** I cannot recommend CURO Compensation enough - their product delivers exactly what I need, and if my needs change their system is flexible enough to change too. The team behind the system are also a pleasure to work with. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** We are spread across the UK and this system enables all of the relevant information to be accessed in a secure and meaningful way buy any of the managers we wish to involve. It takes the nightmare away of trying to juggle endless spreadsheets, you can see in real time who has submitted their data, you can message anyone in the system, and it sends professional letters at the end of the process reducing our printing costs by a significant factor. ### 31. Best Option for Aviation Companies **Rating:** 5.0/5.0 stars **Reviewed by:** Melody F. | Team Member Services Manager, Small-Business (50 or fewer emp.) **Reviewed Date:** May 20, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** Payfactors has a Peer Network of over a dozen airline clients. This makes them hands-down the best source for compensation data on the aviation industry. Their system is also very easy-to-use and can supplement HRIS reporting and analytics with some great pre-built dashboards. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The general data is not necessarily as robust as we might like. We're looking at supplementing our data for non-aviation-specific jobs with surveys to round out our compensation analyses. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Having solid, data-driven, objective benchmarks for compensation is crucial to any effective compensation plan at a company. Payfactors allows us to make compensation decisions based on factual information, not hypotheticals, wishful thinking, or unreliable sources. ### 32. Quilter **Rating:** 4.0/5.0 stars **Reviewed by:** Jon J. | Reward Consultant, Enterprise (> 1000 emp.) **Reviewed Date:** May 14, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** The letter functionality really is great - enables you to cater for numerous different scenarios and communicate all outcomes in a clear and secure fashion to employees, gone are the days of stuffing envelopes and killing trees! The fact that the letters refresh automatically if you make a change to the underlying data really is impressive. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Not being able to change some grid formating / default column widths etc, which meant that the manager/user view was a little cumbersome to navigate. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** One main source of data for the year-end process, allowing for a detailed audit trail of manager recommendations, and a live view of budget spends as the review progresses. ### 33. Very informative! **Rating:** 5.0/5.0 stars **Reviewed by:** Verified User in Higher Education | Enterprise (> 1000 emp.) **Reviewed Date:** December 02, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** It offers an outside market view for us, which haven't had before. We are able to search data nationwide and not just in higher-ed. **What do you dislike about Payscale Ascent (formerly Payfactors)?** I honestly haven't found anything I don't like **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** We are solving equity issues we've had and gaining the ability to increase hiring wages ### 34. Great Customizable Conference **Rating:** 4.5/5.0 stars **Reviewed by:** Verified User in Hospital & Health Care | Enterprise (> 1000 emp.) **Reviewed Date:** November 22, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** The ability to pick and choose from the many breakout topics that were of the most interest/benefit. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The registration process was a little confusing regarding how to select sessions. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** The report features in Payfactors allow us to have benchmarking data at our fingertips when going through our annual market review process. ### 35. Utilizing the Job Description Manager **Rating:** 5.0/5.0 stars **Reviewed by:** Jennifer M. | HR Intern, Mid-Market (51-1000 emp.) **Reviewed Date:** February 12, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** The ease of downloading reports with the job description manager tool while trying to complete our job architecture project has been very helpful. It is useful to keep track of the statuses of job descriptions while easily sending out links to hiring managers for review. This system is very user friendly and straightforward, having zero compensation experience before starting in my role it has made my transition even smoother. Payfactors has made my new role much more efficient and it has been great! **What do you dislike about Payscale Ascent (formerly Payfactors)?** The system is very solid and there isn't much to critique on, if I had to change one thing it would be to have the ability to download links to job descriptions in a report. It would save time and avoid having to use the job description manager and look up each job description, however since the status is constantly changing based on the reviewer it makes sense why that feature isn't offered. Overall Payfactors is a clear system that is very user friendly. **Recommendations to others considering Payscale Ascent (formerly Payfactors):** If you are looking for a system to store and update job descriptions, Payfactors is the system for you. The support and ease of use will make the transition very simple. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** I am solving the issue of uncompleted job descriptions that are now being updated and reviewed with the Payfactors system. I realized that with out the system being able to automatically email employees to review job descriptions I would have had to manually do that, which would have used most of my time at work. It has saved me tremendous amounts of time and effort while allowing me to focus on bigger issues at hand. ### 36. Peerless Review 2021 **Rating:** 4.0/5.0 stars **Reviewed by:** Verified User in Aviation & Aerospace | Mid-Market (51-1000 emp.) **Reviewed Date:** April 29, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** It is a structured system where the information is clearly laid out for managers and the spend is updated in real time. I like the ability for managers to go in and send the increase notifications to the employees directly or they can download the letters. This feature saves HR a lot of time during the process. **What do you dislike about Payscale Ascent (formerly Payfactors)?** I cannot differentiate increase budgets between groups within the company. Not a huge issue, but managers like to know that the budget they see is real. **Recommendations to others considering Payscale Ascent (formerly Payfactors):** Document the process of setting up, uploading template and administration. Only using the system one time a year, it's hard to remember all of the steps to get the review live. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Prior, we used spreadsheets to distribute to groups and had to create separate tabs for each manager. This was a huge undertaking both getting the spreadsheets set up to send out, but also once we received completed spreadsheets back from the managers it took a long time to compile for review. **Official Response from Meaghan Mathew:** > Hi there, thanks for the review! You’ll be pleased to know that we do have the functionality to differentiate budgets between groups within your company. Your CURO Customer Success Manager would be happy to discuss this with you. ### 37. Remuneration Review **Rating:** 4.0/5.0 stars **Reviewed by:** Richard C. | Reward Manager, Enterprise (> 1000 emp.) **Reviewed Date:** February 09, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** The team at Curo - it's a collaborative process each year, rather than a client and a provider. The system also meets our requirements well and has made the administration of pay and benefits easier for us. There is also plenty of features we don't currently use, so it feels like we can continue to use and improve our system with Curo. **What do you dislike about Payscale Ascent (formerly Payfactors)?** It feels like the team at Curo have a lot on, particularly at year end when most of their clients are starting reviews, so timelines can slip. However, I feel they have invested in their resources over the last couple of years and this has improved. **Recommendations to others considering Payscale Ascent (formerly Payfactors):** In the past Curo have tried to build a system does everything we want it to do, which at times has meant workarounds in the system that have caused it to not work as it should do. The team we are working with now show us alternative ways to do things to get the best out of the system, and ultimately a better configured system. If it's not standard across teams, I would recommend that you encourage Curo to feed into the configuration as much as possible. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Annual remuneration review and bonus payments. We have c. 350 managers in the UK and Asia that use the system to salary, bonus and LTIP review. It's a big benefit for us that they can use one secure website to input recommendations, rather than using spreadsheets. In particular, we have a lot of bonus schemes that are quite complicated. We used to have to gather data in spreadsheets and calculate these, but Curo now do that for us. We did look at other providers but they were unable to calculate our bonuses for us. We also use their electronic letters to replace hard copies that were sent to all employees at the end of the review. ### 38. Great Pay Review Software **Rating:** 5.0/5.0 stars **Reviewed by:** Nick K. | Reward Lead, Enterprise (> 1000 emp.) **Reviewed Date:** February 09, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** Sage Group has used the Curo system for the past two years and our experience has been fantastic. The system is very intuitive which ensures a great user experience for mangers. The self service functionality of Curo is great - it means that we can update the content in the letters and landing page easily, without requiring support from the Curo team. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The responsiveness of the system during our first year impacted the user experience slightly but this improved significantly in the second year (no lag time) **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Managers have been empowered to make pay decisions for their teams but are asked to stay within a guidance range provided by Reward - the manager can award below or above but the Curo system will ask for rationale for their decisions which is reviewed by the reward team. The letters generated within the Curo platform guarantee a professional experience for colleagues and managers . ### 39. Job Description Management **Rating:** 5.0/5.0 stars **Reviewed by:** Consuelo R. | C, Mid-Market (51-1000 emp.) **Reviewed Date:** February 08, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** Payfactors has been a welcomed compensation tool. We’ve been able to utilize the Job Description Manager module to track all our job descriptions and their status. The links to send out to the managers are easy. We’ve also incorporated a job architecture into the structure of the job descriptions and the templates making it virtually effortless to create new job descriptions especially when coupled with their market pricing tool and job description library. Aside from all the flexibility that the system provides us, their customer service has been top-notch. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Finding something you don't like is difficult because they are responsive to any suggestions and strive to continuously improve. I suppose if you don't use it daily/weekly it could be difficult to keep up with the changes but they provide lots of webinars and resources to help keep you up to date. **Recommendations to others considering Payscale Ascent (formerly Payfactors):** Try out the market pricing tool with Payfactors and its competitors. Look at the salary survey housing system and see how it compares. I haven't seen anyone else offer anything close to what they do with PEER data. Once you look at all of the other systems, there will be no doubt that Payfactors is worth the investment. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** We are able to manage our job architecture utilizing their Job Description Management module. The templates make it effortless to create new job descriptions. The ability to manage or track where a job description is in the process is a handy tool. You can send out a new link if a hiring manager needs a nudge. Utilizing the salary range tile is also helpful when proposing salary range adjustments. ### 40. Wonderful customer service and valuable tools. **Rating:** 4.5/5.0 stars **Reviewed by:** Sydney P. | Associate Compensation Analyst, Enterprise (> 1000 emp.) **Reviewed Date:** January 15, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** PayFactors has been an incredibly helpful tool for our small Compensation team. We use PayFactors daily for easy job pricing, job description storage, and data insights. The PayFactors team is so helpful and knowledgeable, and is always available when we have questions or need assistance with our data. When I was brand new to PayFactors the team was patient and taught me everything I needed to know to help me become comfortable with the tools. I love that I discover something new that PayFactors can do each week and that they are constantly coming out with new features and updates. **What do you dislike about Payscale Ascent (formerly Payfactors)?** I have no major concerns about PayFactors to voice. There are some small things about the Job Description Manager that I think could be a little more user friendly, but it is not a hinderance. Overall, it is a helpful tool. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** PayFactors has helped us to more easily realize where we have pay gaps and how we can align better to the market when pricing jobs. We are actively trying to be more consistent in pricing our jobs so that we are paying our employees a fair salary. It is a convenient place to store all of our Job Descriptions and route them to people in the business to review and make changes as the job changes. I like that they offer Peer Pricing data in addition to the survey data that we subscribe to. ### 41. Huge Improvement for Comp Professionals **Rating:** 5.0/5.0 stars **Reviewed by:** Elizabeth M. | Compensation Analyst, Enterprise (> 1000 emp.) **Reviewed Date:** January 15, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** Being able to easily match jobs and have that load directly to survey participation files! It's also easy to create a pricing project where you can collaborate with another user (team mate, boss, etc) on how a job is matched/which matches and surveys are used, what weighting or adjustment, etc. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The only thing I'd change is that new job codes for surveys aren't/can't be loaded ahead of time for matching in salary surveys so there are a few instances we have to do this manually. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** PayFactors allows us to sift through 10+ salary surveys worth of data and actually make sense of the data! We can easily keep track of all our jobs and how they are matched in the market year over year to reduce the time we spend on data entry each year for salary surveys. It aids in both participation and analysis of results, and allows custom reporting throughout the year. Payfactors data is always a bit ahead of the market too, so if there's a job our surveys aren't covering yet, we can usually find a bit of help from the Payfactors proprietary data! ### 42. Payfactors provides an objective measuring stick for employee compensation, backed with hard data **Rating:** 5.0/5.0 stars **Reviewed by:** Drake D. | Director Of Administration, Mid-Market (51-1000 emp.) **Reviewed Date:** January 15, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** I like the ability to compare compensation rates of successive tiers or levels of a job, e.g. Staff Accountant I, Staff Accounting II, etc. It also provides some baseline education and leadership skills requirements for employees to aspire to if they want to know how to get a raise. Sometimes I'll simply show them the data and tell them that they need to do X if they want Y more dollars. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Sometimes there's limited data on niche fields like Electrical Engineering, or Payfactors has to extrapolate data from metropolitan areas for high level jobs (e.g. Director of Administration) and it returns a very high base salary. You just need to take the data with a grain of salt if it looks wonky. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Pay equity was a significant problem before we started using Payfactors. Having an objective measuring stick has made it easier to address that concern. ### 43. Payfactors Review 11.2021 **Rating:** 5.0/5.0 stars **Reviewed by:** Verified User in Consumer Goods | Enterprise (> 1000 emp.) **Reviewed Date:** November 19, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** When searching for information or feedback on specific topics, the comments from other compensation professionals is helpful. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Haven't quite discovered anything I dislike. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Hourly pay rates. Survey data looks promising. ### 44. Compensation Data you can Trust **Rating:** 4.5/5.0 stars **Reviewed by:** Verified User in Insurance | Enterprise (> 1000 emp.) **Reviewed Date:** November 22, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** I like that I can trust the compensation data that PayFactors provides. Whether it is from the market data or peer, I am confident in the numbers . **What do you dislike about Payscale Ascent (formerly Payfactors)?** Salary structure building could be more robust when modeling. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Keeping up with the market and salary compression. We have realized the benefits of market data information - especially for new positions and new hires. ### 45. PayFactors - Great Tool for Benchmarking **Rating:** 5.0/5.0 stars **Reviewed by:** Verified User in Management Consulting | Small-Business (50 or fewer emp.) **Reviewed Date:** May 25, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** Very easy to customize pay market, percentiles for data, aging data, adjustments for job matches, etc. for each client. PayFactors is also a good source for market data for many jobs. The system is easy to use. We can pull data for base pay, short-term incentive pay, and long-term incentive pay. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Turnaround time on loading data can sometimes take 2-3 days. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** PayFactors enable us to have accurate and thorough data to benchmark jobs for our cients, and determine market pay for base pay, annual incentive pay, and long-term incentive pay. We are able to provide our clients with a complete analysis, including data from multiple survey sources. ### 46. Compensation Manager **Rating:** 3.5/5.0 stars **Reviewed by:** Charitie M. | Compensation Manager, Enterprise (> 1000 emp.) **Reviewed Date:** October 13, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** the platform is easy to use/understand for comp and non comp. **What do you dislike about Payscale Ascent (formerly Payfactors)?** Timing to fully implement and use the system in entirety. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Market data is the only component of PF we are using. ### 47. Strong and effective consultative and solution orientated approach **Rating:** 4.0/5.0 stars **Reviewed by:** Verified User in Legal Services | Enterprise (> 1000 emp.) **Reviewed Date:** May 13, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** The implementation consultants, by and large, are top notch. They will work towards understanding your needs and coming up with a strong solution. Excellent at managing the client (me) **What do you dislike about Payscale Ascent (formerly Payfactors)?** The system is still developing. There are some things that need to be done a certain way (which is fine). However they are probably education points to communicate to the client a little before hand, which will influence the system design and best practice. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** We have hugely reduced scope for human error. Accurate management of our compensation review and greater scope to ensure our review is conducted in a fair and consistent manner. ### 48. Satisfied Payfactors user. **Rating:** 4.0/5.0 stars **Reviewed by:** Emanuel B. | Enterprise (> 1000 emp.) **Reviewed Date:** November 18, 2020 **What do you like best about Payscale Ascent (formerly Payfactors)?** I find Payfactors to a be user friendly interface. I am a fan of the resources tab that includes videos and white papers that are very helpful. Pricing jobs is an easy process and updating or removing matches couldn't be easier. I am very grateful to the support staff and dedicated representative. Our data get's updated quickly and our service representative is very responsive. **What do you dislike about Payscale Ascent (formerly Payfactors)?** I think Payfactors could offer an easily viewable history option of changes to jobs from one year to the next. This type of summary information is helpful to know and would be good information to elevate to management in certain situation. To my knowledge this summary view is only available when you are updating survey data from one year to the next when you click update data. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** Payfactors help us quickly view and analyze our survey data. I'm interested in exploring the data insights tab more as it seems to have some helpful provided reports. Being able to address a compensation question as well as get up to date information through the Payfactors match is very helpful for a compensation professional. ### 49. A system that is easy to use and provides results **Rating:** 4.5/5.0 stars **Reviewed by:** Laurence O. | B, Enterprise (> 1000 emp.) **Reviewed Date:** February 12, 2021 **What do you like best about Payscale Ascent (formerly Payfactors)?** The flexibility of the system is great as it enables business decisions to be quickly reflected through the software. **What do you dislike about Payscale Ascent (formerly Payfactors)?** The biggest challenge is around set up of HR business partners and what access they have to make changes to certain levels of data. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** We are using the product to manage salary reviews, bonus awards and share nominations. The system has enabled us to have a tool which allows easy access by managers to make their recommendations and for the data to be submitted easily up a hierarchy for approval. Data can be easily analysed and analytics attached allow quick reviews of the data submitted in the system. ### 50. User Experience on PayFactors **Rating:** 4.0/5.0 stars **Reviewed by:** Surya D. | COE Total Rewards - Asia and ANZ, Enterprise (> 1000 emp.) **Reviewed Date:** November 09, 2020 **What do you like best about Payscale Ascent (formerly Payfactors)?** The functionality are tremendously comprehensive. I love the linkage between one and another features i.e when you want to see a job description that you stored, on the same page you could also do many other features related to that like market pricing, combining those jobs, or updating some specific job benchmarking that you already stored, inputting those to specific salary structure that you want. Other than that, the personal customization is also very good, you can put your company logo inside the Job Description that you stored, and more easily, the support team could help you to upload the job description file into the payfactor system and then you will have a standard and proper save location for your file. **What do you dislike about Payscale Ascent (formerly Payfactors)?** As much as PF bring the user friendly platform, but as it has a lot of things to be done so sometime we may get lost unless you are really really familiar or frequently using the platform on daily basis. I do like the idea of doing that, but its just sometime i feel lost, but i believe the user experience will be more person's subjectivity. **What problems is Payscale Ascent (formerly Payfactors) solving and how is that benefiting you?** The all in one platform for my Total Rewards matter. It simplifies the way our working, from storing the JD, comparing the market price within the JD, combining job, inputting the salary structure, basically you can do whatever you want in PF whether you do it directly or simply ask the support from your account manager, they are very supportive and helpful. ## 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?login_required=true&page=9§ion=pricing&secure%5Bexpires_at%5D=2026-08-12+12%3A48%3A28+-0500&secure%5Bsession_id%5D=64dfdb5a-ee64-4601-be5f-2a0325773cb9&secure%5Btoken%5D=61d137ac651d788888faaaa7181361f31e4ae94535489c24ceb205e1a3adf4e9&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 - 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