Depends on the Team - Payroll Care Advocate Gusto Employee Review

2.0
Sep 9, 2020
Recommend
CEO approval
Business outlook

Pros

People Team - what a life that was. 5 mos ago because of covid half of the Invite team was put onto the CX Payroll Care team - if we did not take this, we were laid off. As a part of the Invite team we were extremely busy most of the time interviewing and scheduling. Our team had fun off-sites and we all got along extremely well. We were treated like the adults we are.

Cons

Engagement Team -If youre considering a job on this team, be ready to have every minute of your day looked at. During live channel shifts you can't leave your computer. You're stuck and held to the lunch and break times they'll give you. If you want to get involved in additional projects, you'll have to get 3 level up approval. - Your managers have been led to believe they have to follow up on every single Workforce Management flag. I forgot, we are humans, not robots. - In the 8 years I've been working I've never felt so stressed out and frustrated than I have in this role. It's not a typical support role, you're supporting payroll, taxes, benefits, etc. It isn't easy and there's an extremely high learning curve. - Opportunities to get off of Payroll care on to another team at Gusto are slim to none, and when you have one, they are crushed.

Explore other reviews about Gusto

5.0
Jun 10, 2026
Recommend
CEO approval
Business outlook

Pros

Smart and friendly coworkers. Excellent team culture

Cons

Tunnel visions on AI a bit too much

2.0
May 20, 2026
Recommend
CEO approval
Business outlook

Pros

The product is genuinely good, too bad the same can’t be said for how they treat the people who sell it.

Cons

Leadership talks a big game about people-first culture but the reality doesn’t match. The Chicago office expansion felt like a poorly thought-out experiment, new hires were brought on without a clear long-term commitment, and layoffs came without warning, leaving people blindsided. Crossing a billion dollars in revenue and still cutting employees sends a clear message about where workers rank on the priority list. Remote work flexibility is also a glaring weakness. For a company selling HR software to modern businesses, their internal stance on where employees can work is surprisingly rigid and hypocritical. The “flexibility” messaging is mostly optics. The broader concern is the AI roadmap. The automation push feels less like an innovation strategy and more like a slow wind-down of the workforce. Employees aren’t blind to it, it creates anxiety and erodes trust. The culture of transparency they promote externally is largely a facade internally.

9
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