Companies Using Paylocity

The size curve is the finding

Most profiles on this site share one shape at the company-size chart: a tall bar at 1 to 10 employees, then a slide down. That is a property of the web rather than of any product. Small companies vastly outnumber large ones, so anything with broad distribution inherits the curve whether it wants it or not.

Paylocity does not have it. 33.76% of matched companies employ 51 to 200 people, 25.49% employ 11 to 50, and the 1 to 10 band comes third at 21.98%. Add the 13.00% at 201 to 500 and 46.76% of the matched base sits between 51 and 500 employees. You get a distribution like that when a product is genuinely priced into the mid-market and when adopting it takes enough work that a two-person business does not bother.

The founding years say it louder

Size can be noisy, since headcount bands come from a company record that may be years stale. Founding year is harder to argue with, and it points the same way with more force. Only 5.76% of matched Paylocity companies were founded in the 2020s. 16.58% pre-date 1960. 12.39% started in the 1980s, 12.34% in the 1990s, and 56.93% of the base was founded before 2000. The largest single decade, the 2010s, takes only 19.90%.

The named list reads the same way. Kiwanis International, founded 1915. Heidelberg Distributing, 1938. The University of Mississippi Medical Center, 1955. Costa Farms, 1961. JX Enterprises, 1970. These are payroll problems that existed long before payroll software did.

An age curve tells you what a vendor replaced. Paylocity's says it replaced paper, spreadsheets and regional payroll bureaus, not another cloud product.

What a careers-page link can and cannot tell you

Every number above rests on one detection, and I would rather explain it than watch it get over-read. We identify Paylocity from the careers page it serves on an employer's behalf, often at a subdomain the employer owns: careers.zumba.com, careers.umc.edu, careers.hoag.org. Four of the thirty-four companies named on this page were found on a careers subdomain, and most of the rest on a plain www or apex domain.

It proves the company publishes open roles through Paylocity. It does not tell you how many employees are on Paylocity payroll, which modules were bought, or what any of it costs. An employer running Paylocity for payroll and benefits while advertising roles on a third-party board is invisible to us. Treat 4,002 domains as a floor under Paylocity's customer base rather than an estimate of it, and the 3,426 that resolve to a company record as a floor under that.

The compensation for a narrow signal is that it is unambiguous. Nothing here is a shared vendor host that a platform injects across every tenant, which is the failure mode that quietly inflates counts elsewhere in our data. When this signal appears, an employer chose it.

Rank four, and why the row above is not a rival

Paylocity sits 4th in HR & Recruitment at 6.48%. Above it is WP Job Openings on 19,192 domains, nearly five times the footprint. That product is a WordPress plugin that renders a list of vacancies. No payroll. No benefits administration. No time and attendance. The two never appear in the same selection process.

Our category groups by function, so a plugin and a suite land together whenever both put jobs on a website. That is fair taxonomy and a poor ranking, and it is worth saying plainly on the page rather than leaving a reader to infer that Paylocity lost to a plugin. The rows that carry a real comparison are Rippling on 7,983 domains and BambooHR on 5,633, both selling into the same American mid-market. Teamtailor (3,600) and Personio (2,330) sit below.

Why the migration section is empty

We went looking for switching and found three domains that moved between Paylocity and Rippling, plus one involving Personio. Four events, against a matched base of 3,426 companies.

Four switch events do not make a small corridor. They make no corridor, and charting them would manufacture a market movement out of noise.

Part of the thinness is probably real stability, since payroll is among the last systems a company changes. Part of it is the instrument. Careers subdomains get retired slowly and quietly, so an employer that changed HR vendor last quarter may still resolve on the old one, and a signal that lives on a recruiting page is a blunt way to measure a back-office migration. Both readings argue for publishing nothing. If the flow ever becomes real, it will show up here as counts rather than as an argument.

The stack we can see is a marketing site

jQuery appears on 78.74% of Paylocity domains, Google Analytics on 77.38%, Google Tag Manager on 77.24%, WordPress on 54.36%, Microsoft 365 on 43.64% and GoDaddy on 42.37%. None of that describes an HR system, because none of it can: what we crawl is the public website that links to the careers page.

Taken that way it is still useful. jQuery Migrate on 48.05% is a compatibility shim for code written against jQuery 1.x, and it is on nearly half of these sites. WordPress on a GoDaddy account with a Microsoft 365 mailbox behind it is the standard build for a company whose website is a brochure and whose revenue does not come from it. That is a coherent portrait of the same employer the size and age charts described, arrived at from a different direction.

What to take from this

If you are sizing the US mid-market HR buyer, this page is a good sample and a bad census. The shape is trustworthy: American, 51 to 500 employees, founded decades ago, hiring in shifts across healthcare, construction, restaurants and manufacturing. The magnitude is not, because a careers-page link finds only the employers who recruit through the same vendor that runs their payroll.

And if you are comparing vendors on the counts alone, keep the plugin out of the comparison. Paylocity's real neighbours are Rippling and BambooHR, and on domains it trails both. TechnologyChecker.io measures what is deployed and visible, which on this page means the recruiting surface, and that is a narrower thing than a customer list.