ERP Area: HR/Human Capital Management
Software: Dayforce
Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Payroll,Employee Surveys / Sentiment
Company Size:  0 – 1,000 Employees  /  Industry:  Accounting
Regions in Scope:  Asia Pacific & Japan
Reviewer Role:  Project Leader

Consultant Recognized:  Melissa Cronin, Irina Ioffe, Paul Wagner, Heenal K, Leanne Lam
Project(s) in Scope:  Initial deployment (Phase 1)

Systems Expertise  5 out of 5
Implementation Process  5 out of 5
Responsiveness  5 out of 5
Quality of Consultants 5 out of 5
Flexibility / Adaptability 5 out of 5

SPEED & COST
Speed vs. Expectations:  Right on schedule!
Cost vs. Expectations: Exactly what we budgeted

SCOPING ACCURACY:
How well did your implementation partner scope the work and understand your needs during the pre-sales process?
Partner scoped and quoted the work well, but our needs changed during implementation

Was the implementation team who actually performed the work the same team that was proposed?
Slight change in team

What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
• Invest in training and education early. Teams that understood how Dayforce works were better equipped to make decisions, participate in workshops and reduce rework.
• Where possible, adopt Dayforce standard processes rather than trying to replicate legacy ways of working. Custom requirements often added complexity and effort.
• Strong governance, clear decision-making and business ownership are critical to keeping the project on track.
• Testing should be treated as business readiness and process validation, not just system testing.
• Building internal capability is essential for long-term success and reducing reliance on implementation partners post go-live.
• Data quality, data governance and migration preparation have a significant impact on implementation outcomes
• Ongoing administration, release management and optimisation require dedicated internal capability to maximise value from the platform.

Feedback on Dayforce Software
Strengths
• Dayforce is built around standard HR, payroll and workforce management best-practice processes, which helps drive consistency and operational efficiency.
• The platform is highly configurable and offers broad functionality within a single integrated system
• Strong support resources are available through the Dayforce Community, knowledge base and AI-powered support tools.
Areas for Improvement
• Some business processes need to be adapted to fit the Dayforce way of working, as not every requirement can be configured exactly as desired.
• Certain functional gaps require enhancement requests and reliance on the product roadmap rather than immediate configuration changes (eg comp on package)
Ongoing administration, release management and optimisation require dedicated internal capability to maximise value from the platform.

ERP Area: HR/Human Capital Management
Software: Dayforce
Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Payroll
Company Size:  0 – 1,000 Employees  /  Industry:  Construction / Home Improvement
Regions in Scope:  Asia Pacific & Japan
Reviewer Role:  Project Leader

Consultant Recognized: 
Project(s) in Scope:  Initial deployment (Phase 1)

Systems Expertise  2 out of 5
Implementation Process  2 out of 5
Responsiveness  4 out of 5
Quality of Consultants 1 out of 5
Flexibility / Adaptability 3 out of 5

SPEED & COST
Speed vs. Expectations:  2x time expected
Cost vs. Expectations: 1.25x cost budgeted

SCOPING ACCURACY:
How well did your implementation partner scope the work and understand your needs during the pre-sales process?
Partner under-quoted the project and we had multiple change orders

Was the implementation team who actually performed the work the same team that was proposed?
Slight change in team

What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
Experience and capability from module to module was very inconsistent, at times costing us time and money. We had hoped for a partner that could provide options and solutions to fit the needs of our business. Some consultants were excellent (ie training, succession, recruitment), others were learning on the go (payroll / forms)

ERP Area: HR/Human Capital Management
Software: Dayforce
Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding, Employee Surveys / Sentiment
Company Size:  1 – 5k Employees  /  Industry:  Retail
Regions in Scope:  Asia Pacific & Japan
Reviewer Role:  Project Leader

Consultant Recognized:  Jackson Sakey
Project(s) in Scope:  Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services

Systems Expertise  4 out of 5
Implementation Process  4 out of 5
Responsiveness  5 out of 5
Quality of Consultants 5 out of 5
Flexibility / Adaptability 4 out of 5

SPEED & COST
Speed vs. Expectations:  Right on schedule!
Cost vs. Expectations: Exactly what we budgeted

SCOPING ACCURACY:
How well did your implementation partner scope the work and understand your needs during the pre-sales process?
Partner scoped and quoted the work well, but our needs changed during implementation

Was the implementation team who actually performed the work the same team that was proposed?
No change

What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
Ask lots of questions. The team at Pinpoint are very knowledgeable and are happy to do testing and research if they are unsure of anything.
Dayforce has limitations so be prepared to adopt a process or implement a workaround where required. Pinpoint will be able to provide recommendations of how to progress.

ERP Area: HR/Human Capital Management
Software: Dayforce
Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration), Recruiting / Onboarding, Benefits, Payroll, Financials
Company Size:  0 – 1,000 Employees  /  Industry:  Telecommunications
Regions in Scope:  Asia Pacific & Japan
Reviewer Role:  Project Manager

Consultant Recognized:  Gaurang Shah
Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services

Systems Expertise  4 out of 5
Implementation Process  4 out of 5
Responsiveness  4 out of 5
Quality of Consultants 4 out of 5
Flexibility / Adaptability 4 out of 5

SPEED & COST
Speed vs. Expectations:  2x time expected
Cost vs. Expectations: 1.25x cost budgeted

SCOPING ACCURACY:
How well did your implementation partner scope the work and understand your needs during the pre-sales process?
Partner scoped and quoted the work well, but our needs changed during implementation

Was the implementation team who actually performed the work the same team that was proposed?
Slight change in team

What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
It would have been useful to run a POC prior to starting the project.