A single place for analysis insights, document collection, and quick paymarket comp. Review collected by and hosted on G2.com.

A little bit of a learning curve. Data uploads are not the most user friendly. Mostly integrated- but some disjointment. Review collected by and hosted on G2.com.

What I like best about Payscale Ascent is its ability to centralize compensation data and streamline compensation management. The platform makes it easy to benchmark positions against market data, manage salary structures, and support informed pay decisions with reliable analytics. I also appreciate the user-friendly interface and reporting capabilities, which make it easier to communicate compensation recommendations and maintain consistency across the organization. Overall, it helps improve efficiency, supports pay equity, and provides the data needed to make competitive compensation decisions. Yes Yes Review collected by and hosted on G2.com.

One area for improvement is the overall user experience. Some features require navigating through multiple screens, making common tasks less intuitive than they could be. Report customization can also be somewhat limited, and certain workflows take more clicks than expected. Additionally, there is a learning curve for new users, and some system updates can make it difficult to quickly locate features that were previously familiar. Improving navigation, reporting flexibility, and consistency across the platform would make the overall experience even better. Review collected by and hosted on G2.com.

The “Explore” tab is amazing. It’s a quick, efficient way to access all the data in an easy-to-consume format. I use the “Explore” tab every day, and it’s become my go-to section of the website. Review collected by and hosted on G2.com.

All of the paywalls. My organization pays for the service but still doesn't have access to several important things. New additions like Korn Ferry and others are thrown behind a paywall. It would be nice if the amount we are paying unlocked everything. Review collected by and hosted on G2.com.

The ease of use. I access the system to benchmark salaries at our organization to the national and local average. I use the rates to compare what we are paying against data from our National non-profit. Review collected by and hosted on G2.com.

I can't say that it has been least helpful. The system is very easy to use. The customer support has been outstanding and I use the system almost daily. During a 5 day workweek, I log on multiple times, at least 4 days/week. Review collected by and hosted on G2.com.

I like how Payscale Ascent helps me get answers to questions faster and allows me to look at compensation at different levels. The survey participation feature is particularly valuable because doing it manually would take months instead of days. AI benchmarking is more useful than using keywords, as it helps by looking at the job description with me to make the best decision on what benchmark to use. I also appreciate the modeling feature for building new structures and seeing how they might play out or updating current structures with just a couple of clicks. Review collected by and hosted on G2.com.

The new price a job feature feels a bit clunky, and I wish there were more filtering options. It's frustrating not being able to filter by specific surveys within a company, like what Mercer offers. Also, you can't finish putting an ad-hoc job in as an official job all in one screen, which would be helpful. Additionally, the contacts have switched three times in one year, leaving me unsure of who to reach out to, which affects the help I receive and the consistency of communication. Review collected by and hosted on G2.com.

I absolutely love everything about Payfactors. My favorite feature right now is the JDM for job descriptions. We just set up Smart Price as well, and using the AI features for job matches and reviewing everything has made our market pricing so much faster. I also appreciate that it takes the manual out of the process, eliminating possible bias because it uses job duties for matching rather than just guessing or using titles. It essentially does the hard work for us, meaning we don't have to go through each job description to find the best match. The system is incredibly easy to set up, as Payfactors did all the heavy lifting for us. Review collected by and hosted on G2.com.

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I like how intuitive Payfactors is; if I'm unsure where something is, I can usually find it where I expect it to be, making the user experience crucial. It saves me time since I don't have to search the entire system to find what I need quickly. There's a lot of data we process when pricing jobs, and being able to filter it down fast to find matches is really nice. It saves a lot of time with job pricing and building out jobs is very quick and efficient. I love the job description manager; it's super easy to copy, paste, and track updates. It has replaced our old method of using Word documents and email exchanges, which is a big improvement. Organizing all our data in one place, easy updating, and the opportunity to attend trainings and courses they offer have all been really helpful. Review collected by and hosted on G2.com.

Nothing I can think of, I am excited to keep learning more about the system. Review collected by and hosted on G2.com.

I use Payscale Ascent for market pricing, such as uploading salary surveys and annual migration. It also helps with better reporting by utilizing the employee upload feature. The efficiency of Payscale Ascent is life-changing compared to manually doing market pricing in Excel. The auditing feature and the ability for multiple users to work in the system with tracking make my life easier. I like the job matching capabilities, especially how you can price by group or use AI matching functions. These features save time, make us more efficient, and improve our accuracy in job matching. Review collected by and hosted on G2.com.

I think that Payscale Ascent is not adept for higher education in terms of timelines. For example, the SLU is required well before market data is released for higher education markets. I think creating upgrades without massive price increases is also necessary, especially to keep higher education clients who are all dealing with budget constraints right now. It took quite a while for our employees to be integrated due to miscommunication between the Payscale IT team and our HRIS team. I have done some other demos and it seems other products can do similar or the same things for a lower price point, plus include things like pay equity. Review collected by and hosted on G2.com.

It is fairly easy to use and provides great information about compensation across the market Review collected by and hosted on G2.com.

It is difficult to navigate between different screens, it sometimes opens up a new tab or will not go back to the same screen when you hit back. It is easier to use the legacy tab then the updated one. Review collected by and hosted on G2.com.

Pricing for unique jobs and blending roles with hybrid responsibilities is very useful. Review collected by and hosted on G2.com.

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. Review collected by and hosted on G2.com.