Data Panda brings your Paycom payroll, HCM and talent records into the same warehouse as your CRM, ERP and operations data. From one place we turn it into dashboards, automations, AI workflows and custom apps that finance, HR and managers use during the month, not only on the morning a board meeting asks for the numbers.
Paycom was founded in 1998 in Oklahoma City by Chad Richison, an early payroll-industry hire who set out to build payroll and HR on a single application rather than three or four bolted-together products. The company went public on the NYSE in 2014 under ticker PAYC, and now serves around 39,000 client businesses across small, mid-market and enterprise segments, primarily in the United States with international employee data handled through Global HCM.
The single-database design is the part that matters for reporting. Payroll, HR, time and labor, benefits administration, talent acquisition, talent management and learning all read and write from the same employee record, so a benefits change does not need to be re-keyed into payroll, and a new hire from the applicant tracker arrives with their tax forms already wired up. The 2021 launch of Beti pushed that further on the payroll side: employees preview, verify and approve their own paycheck before submission, with errors caught in front of the run instead of after it. For finance, HR and operations leaders, that single record is worth more in a warehouse next to GL postings, sales pipeline and project plans than it is in a Paycom report run one cost centre at a time.
Headcount, payroll cost, turnover and hiring funnel on one page, joined to GL and operations data.
Turn Paycom events into the downstream work the rest of the stack expects, without a manual handoff.
Put hiring, performance, comp and absence history behind AI that sees the full workforce, not one Paycom module at a time.
Lightweight tools on Paycom data for managers and BU heads who should not need a Paycom seat to read their own team.
A list of concrete reports, automations and AI features we have built on Paycom data. Pick the one that matches your situation.
Is labor cost tracking the budget per department, or is one location drifting?
Gross payroll cost from Paycom per department and location, plotted against the approved budget and reconciled with the GL postings on the receiving side. The CFO sees which location is twelve percent over plan and which is carrying an open req sixteen weeks past its target start, before the monthly close forces the question.
What is overtime really costing us this quarter?
Hours and dollars over the overtime threshold from Time and Labor Management, split by department, role and location, with the schedule pattern that produced them. Operations sees that one location runs structural overtime because two roles are open, instead of finding it in a payroll variance after the close.
Where is first-year turnover concentrating?
Quits and regretted attrition within twelve months of hire, joined to recruiting source, hiring manager and the first review score, so the pattern is a number rather than a feeling. HR sees which sources keep delivering people who stay and which onboarding cohorts churn before the next req goes open.
Paycom payroll cost per cost centre lined up with GL postings and budget targets. The personnel-cost line on the management report ties back to the Paycom register that produced it, and group close stops waiting on a payroll spreadsheet stitched from per-location exports.
Quota coverage against the staffed seller roster and ramp dates from Paycom HCM, joined to the CRM pipeline. Sales leadership sees when a region drops below coverage because two reqs are slipping past their target start, before the forecast call surfaces it.
Schedules, worked hours, overtime and time-off in one capacity picture. The COO sees which locations are running structural overtime, where open reqs are dragging, and which schedule patterns drive the cost, on one page rather than four Paycom reports.
Each pay period, Paycom payroll cost lands in NetSuite as journal entries in the right subsidiary, with cost-centre, location and pay component on the line. Group finance stops rekeying a payroll export per entity, and the personnel-cost line on the management report ties back to the Paycom register that produced it.
For mid-market groups running QuickBooks Online per US entity, each Paycom payroll run posts as journal entries into the right QuickBooks file with department and class tags intact. Controllers reconcile labor cost without per-period CSV imports, and the line items on the P&L map back to the Paycom run that filed the taxes.
New hires, transfers and leavers in Paycom HCM keep the Salesforce quota-coverage view in sync with the staffed sales team per region and segment, including ramp dates and territory assignments. Sales leaders see when a region drops below coverage because two senior AE reqs are slipping past their target start, weeks before the forecast call catches it.
Paycom hiring events feed the HubSpot sales-team view per pipeline and territory, so RevOps sees ramp dates, gaps and quota coverage against the actual staffed roster. When an SDR backfill is delayed by three weeks, the inbound queue assignments shift accordingly instead of piling on the team that is already at capacity.
Active workers, schedules and approved time-off from Paycom Time and Labor Management feed monday.com project boards per team, so project leads plan against the people on the roster that week rather than a default capacity. Milestones that collide with a holiday-heavy week or a hiring gap surface while there is still room to rephase.
New hires, anniversaries and approved time-off from Paycom drive the right Slack messages into the right channels: a welcome post on day one, an out-of-office note for the team channel, and a manager ping when an open req is past its target start. HR stops running a weekly announcement queue by hand.
You keep the reporting tool you already have. We connect it to the warehouse where your Paycom data lives.
OAuth authentication. Read-only by default. We sign a DPA and your admin keeps the keys.
Data flows into your warehouse on your schedule. Near real time or nightly, your call. You own the data.
We build the first dashboard, workflow or AI feature with you, then hand over the keys. Or we stay on for ongoing delivery.
We set up the foundation. Your team builds on top.
Best fit Teams that already have a BI analyst or data engineer and want to own the build.
We build the whole thing, end to end.
Best fit Teams without in-house BI or dev capacity. You tell us what you need and we deliver it.
You do. It lands in your warehouse, on your cloud account. We don't resell or aggregate it. If you stop working with us, the warehouse stays yours and keeps running.
Near real time for most operational systems. For heavier sources we schedule hourly or nightly. You pick based on what the reports need.
No. If you don't have one, we help you pick one and set it up as part of the first delivery. Common starting points are Snowflake, Microsoft Fabric, or a small Postgres start.
The connector lands the employee record with its job, pay rate and status history, payroll runs with check details and tax filings, deductions and benefits enrollments, time and labor punches with schedules and approvals, the applicant pipeline with stages and dispositions, and performance and learning records. That covers the surface most cross-functional dashboards need without standing up a custom API job for every team.
Beti shifts paycheck verification to the employee before submission, but the journal that posts to the GL is still the Paycom payroll run. The warehouse pulls that submitted run as the financial truth, with the Beti approval timestamps and any pre-submission corrections kept as audit trail. Finance reconciles against the same numbers regardless of how many edits an employee made the day before.
Paycom Global HCM holds employee data for international workers in the same record, but the payroll engine itself is US-focused. In a warehouse, the Paycom record gives you the directory, hiring and HR side for international staff, while local payroll providers cover the actual pay run per country. The connector lands both, so a single headcount-versus-plan view covers the global workforce even if four payroll engines ran behind it.
We review your Paycom setup and the systems around it. Together we pick the first thing worth building.