Data Panda brings your Paylocity payroll, HR and time data into the same warehouse as your finance, sales and operations records. From one place we turn it into dashboards, automations, AI workflows and custom apps that HR, finance and team leads use every week, not only on the morning of the next pay run.
Paylocity was founded in 1997 by Steve Sarowitz and is headquartered in Schaumburg, Illinois. It went public on NASDAQ as PCTY in 2014 and now serves around 36,000 US employers, mostly in the 50 to 5,000 employee range. The platform covers the full HCM stack: payroll and tax filing, time and labor, benefits administration, HRIS records, recruiting, onboarding, performance, compensation, learning and the employee experience layer (community, recognition, surveys).
For the HR and payroll team, Paylocity is the place every employee, pay stub, deduction, time entry, benefit election and applicant lives. The in-product reports cover the bi-weekly check well. The questions that cross HR, finance and operations, like fully loaded labor cost per cost center, real PTO impact on a delivery quarter, or first-year attrition by hiring source, need Paylocity data sitting next to general ledger, project and CRM data. Our connector pulls employees, pay runs and earnings, deductions, benefits, time entries and the recruiting pipeline into the warehouse, so those joins stop being a quarterly copy-paste into Excel.
Labor cost, headcount, PTO, benefits and recruiting in one place, joined to finance and delivery data.
Turn pay runs, hires, leavers and benefit changes into the right downstream work, not a Monday morning checklist.
Put pay history, time, benefits and applicant data behind AI that sees the full workforce picture.
Lightweight payroll and people-ops tools sitting on your Paylocity data rather than another SaaS subscription.
A list of concrete reports, automations and AI features we have built on Paylocity data. Pick the one that matches your situation.
What is our fully loaded labor cost per cost center this quarter?
Pay runs, taxes, benefits and PTO accruals from Paylocity joined to the GL coding so each cost center, department and project carries its real labor number, not a flat allocation. Finance leaders see which units track above plan inside the quarter, with the underlying earnings and overtime that drove it.
How does the next pay run compare to the prior one, before we submit?
A pre-submit variance view across employees and earnings types, flagging unexpected jumps in overtime, off-cycle bonuses, new hires partway through a period, or missing time entries. Payroll specialists fix the cause before the run posts, instead of issuing a corrected pay statement two weeks later.
What is first-year attrition really costing us, by hiring source?
Leavers within twelve months of hire from Paylocity joined to their cost-per-hire, ramp time, manager and the recruiter or source they came from. The total cost of early turnover becomes a number, with the patterns per team or hiring source visible before the next budget review asks.
Pay-run journals reconciled against the GL with cost-center splits intact, plus a payroll-cost view that lines up with the budget. You see which cost centers are drifting above plan inside the period, not after the close.
Quota coverage against staffed sellers, their ramp dates and the commission and bonus earnings posting into Paylocity. Sales leaders see when a territory falls below coverage before the pipeline does.
PTO, overtime and headcount in one delivery picture. The capacity plan stops being three Paylocity exports and a project sheet stitched together the morning of the planning call.
New hires, terminations and role changes in Paylocity keep the HubSpot quota-coverage view in sync with the staffed sales team, including ramp dates and commission earnings per rep. Revenue leaders see when a territory slips below target coverage because a hire is delayed or a leaver has not been replaced, weeks before the pipeline report catches it.
Commission and bonus earnings paid through Paylocity link back to the closed-won opportunities and accounts in Salesforce that drove them, per rep and quarter. Sales operations explains every commission line at QBR time without rebuilding a spreadsheet from two systems.
New hires, anniversaries, approved PTO and posted pay runs in Paylocity drive the right Slack messages into the right channels: a welcome post on day one, an out-of-office note for the team channel, a pay-period close confirmation for the payroll channel, and a manager ping when an open role passes its target start date. HR and payroll stop running announcement queues by hand.
Approved PTO per assignee in Paylocity nets out the working days available in monday.com boards, so project leads plan against real capacity instead of a flat forty-hour assumption. Milestones that collide with a PTO-heavy week are flagged while there is still room to rephase.
Paylocity for the US payroll and HCM lands in the same warehouse as HiBob for EMEA, so headcount, hiring lead time, attrition and PTO are reported on one global model with one set of definitions. Group HR and finance stop reconciling two HRIS exports per region per month.
Pay-run journals from Paylocity post into Exact Online with cost-center and project splits intact, so the Belgian parent's consolidation reflects the US labor cost the same week the run closes. The group controller stops waiting on a manual upload from the US finance team.
You keep the reporting tool you already have. We connect it to the warehouse where your Paylocity 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 pulls Employees, Pay Statements and Pay Runs with their Earnings and Deductions, Tax Setup, Benefits enrolments, Time Entries and Schedules, the Recruiting Applicants and Job postings, and Performance and Compensation records. That covers the reporting surface most HR, finance and operations dashboards need without writing a custom API job per use case.
SSNs, full pay rates, deduction details and review content can be kept in restricted schemas that only payroll, HR and finance roles reach, while the employee directory, headcount, time and PTO data powers the dashboards the rest of the business uses. Access is enforced in the warehouse, not per dashboard, so a new report cannot accidentally expose a field it should not see.
Yes. Pay statements land with their pay-period start and end, check date and pay-frequency, so weekly, bi-weekly and semi-monthly groups stay comparable and a quarterly view aggregates correctly. Off-cycle runs are flagged so they do not double-count against a regular period.
We review your Paylocity setup and the systems around it. Together we pick the first thing worth building.