Dayforce

What differentiates Dayforce from other similar products?

SharePoint works because it gives our HR team a content-safe collaboration space without leaving the Microsoft ecosystem. For agency-wide L\&D initiatives, we house all training decks and SOPs in a central knowledge hub. Versioning is vital since HR policies shift frequently during client acquisition phases.

What is your favorite aspect of this product?

Permission control is a lifesaver. We have tailored views per department, so creatives only see their HR docs, while finance sees comp policies. The metadata tagging allows our HRBP to pull docs by quarter and department during audits.

What do you dislike most about this product?

Search indexing doesn’t respect our custom columns well. So unless users tag correctly, some key docs vanish into the void. Also, nested folder structures within HR repositories make mobile access unnecessarily difficult

What recommendations would you give to someone considering this product?

lean into content types and templates early — they cut down retrieval time during fire drills like FCA audits or GDPR responses. Don’t underestimate how political permissions get — build them by role, not by person.

What differentiates Dayforce from other similar products?

We’ve cycled through our fair share of HR platforms over the years, but Dayforce has become the one that actually makes life easier instead of adding friction. It’s not trying to just be a payroll tool or a glorified schedule manager—it actually understands the weird little intricacies that come with HR in tech: flexible hours, hybrid teams, compliance across different locations, and the speed at which everything changes.

What is your favorite aspect of this product?

Where the platform really shines for me is the unified view it offers. Being able to toggle between payroll, time, benefits, and performance in a single workflow—not just a single system—makes decision-making way more fluid. There’s also something incredibly underrated about the audit trails and historical views.

What do you dislike most about this product?

Where the platform really shines for me is the unified view it offers. Being able to toggle between payroll, time, benefits, and performance in a single workflow—not just a single system—makes decision-making way more fluid. There’s also something incredibly underrated about the audit trails and historical views.

What recommendations would you give to someone considering this product?

If you’re in HR at an IT company juggling compliance, remote teams, and everything in between, I’d definitely give Dayforce a hard look. It’s robust without being overwhelming, and once you get into the rhythm with it, it becomes more of a strategic partner than just another system. It’s one of those tools you’ll wish you had earlier.