Pros:

• The people you work with are all nice for the most part. Will make some good friends.
• Stable Job but no growth.
• The overall job is okay.
• The deadlines have only been bad a couple of times but this all dependent on your manager. If your manager is nice they will move dates. I have had to work late on new projects a couple of times.
• Did a great job with the transition to WFH.

Cons:

• Wants to be a tech company but its more a finance company. Biggest products are all tech but still very old school. Payroll is a part of the company but it is more of a HCM products seller now. HCM isn't cool and fun though so I didn't expect much.
• Say they run agile but... it's not. Nothing close except for daily standups.
• Have a another company called Lifion by ADP that gets all the benefits of a tech start up, but nothing for the developers that work at the normal ADP.
• For a well off company that has almost all the salary information in the US they under pay developers because they know they can.
• CEO tried to make himself look good by giving $1000 bonus during the pandemic about 4 months before yearly performance reviews. This was a plot to make it so there were no performance bonuses and minimal raises during the reviews. Gave another $250 at the end of 2020.
• Key thing to note is ADP did financially well during the Pandemic and their stock hit all time highs.
• Executive team didn't cut their bonuses at all.
• Old tech stack depending on what team you are placed on
• No real development process. Push code to test environments then it goes to production after QAs test on the weekend. Poor QAs manually testing everything.
• A little easier to move around on teams cause they toss employees where ever they are needed. So you wont be asked they will just move you.
• Some people literally get away with doing no work on the teams
• Manual testing QAs that "do" automation but have no automation experience and haven't coded in years or never have
• Managers that only care about themselves. I have met maybe 2 managers that genuinely nice and the rest are self serving. I expected it to be like this though. Regular corpo stuff.
• Only get to hear about all the stuff they used to do around the office like events, food, and other benefits. But it doesn't happen anymore.

My Experience working at ADP:

I entered through the GPT New College Grad Program as an Associate Applications Developer. This was a sloppy process. A little training in the begi

I keep all my stonks at fidelity, including a 401k and Roth IRA. I have a 401k at work through ADP (which is a payroll processor company) and they will not let me transfer my 401k funds from ADP to Fidelity 401k.

ADP also charges the company an AUM fee as well as employees a monthly fee for managing. I also don't have freedom to invest in the things I like. Fidelity S&P500 mutual fund is available (expense fee 1%), but the exact same (and more popular) Fidelity SP500 index fund (expense fee 0.1%!!) is not available.

I really feel like I am getting scammed as I am forced to invest in higher expense ratio funds and have to pay a fee. I also really hate ADP because their website is garbage and customer support sucks.

We all jump for players with think are steals when the true studs are gone, say around the 5th round or so. But I know people that think Dobbins is borderline 1st rounder.. so don't limit yourself to any round, per se. If you think Ekeler should be 1st rounder or Dobbins and will jump to the 1st to nab them let us know. And we all pass on guys that many think are studs the entire draft because in our minds they just don't meet their price level.

I'm very curious to see the names that will be given for both questions.

Hey all! Outside full cycle B2B rep with an F500 uniform company here. I recently had an ADP recruiter reach out to me regarding a major account outside sales position.

I don’t want to give away too many details about my current role as there are not many of us in my specialty role, but I have a pretty solid track record in inside sales and then over the past couple of years in outside sales. I’m on track to make 120-135k this year and I like what I do.

I would like to break into SAAS one day and believe this may be a solid opportunity. WWYD?

Thanks to all the contributors on this sub I’ve landed job offers at ADP and a SAAS company that’s growing rapidly.

I’m completely unsure about which offer I should move forward with.

On one hand, ADP is known for their sales training and would be a great place to make connections with other companies and network.

On the other hand, this SAAS company is wildly successful and has only been around for 7 years. There’s a lot of promise of promotion and most likely acquisition or IPO in the future.

So, imagine you’re 22, fresh out of college, have two years of D2D sales experience and have two options. Which do you choose- startup or ADP? The fast growing high tech company or the Goliath?

https://twitter.com/Pokemon/status/1331688802197401600

No, this wasn't a hypothetical. This is them actually asking it.

Be sure to give your... honest opinion about the card (and about Zacian V if you feel like it), as right now most of the comments are people begging for D/P remakes.

Getting ready to implement and curious about admin maintenance experience others have had?

Hey Everyone,

I am with ADP small business and I am currently in the interview process with Paychex PEO, Trinet and Mongodb. Of all three Mongo has the smallest pay.

Just wanted to see some insight from the more experienced reps here to see where they would go next. I am obviously looking for long term career advancement and work culture, ADP sbs can be a grinder and I honestly feel burnt out.

Introduction:

Welcome back to my weekly stock analysis.

Automatic Data Processing, Inc (NYSE: ADP) Sector: Staffing (Industrial)

Company Strengths & Risks:

ADP is an American NASDAQ-100 and S&P 500 component. It specializes in human resources, management, and associated services. They are ranked 227 on the Fortune 500 list, were on the “World’s Most Admired Companies” list for 14 consecutive years, and were recognized for most diverse companies for 11 straight years.

Strengths:

• 22 years dividend growth
• Nice historical price appreciation
• High dividend growth
• WorkMarket acquisition eliminates WFH troubles

Risks:

• High PE ratio
• low yield (I know some of you care more for income than growth)
• Underleveraged
• very high payout ratio
• really needs a UI update

Financial History and numbers

ADP: Numbers from Seeking Alpha and Macrotrends as of May 10 2021

ADP has an alarming set of financials until you step back and think about it. First, the payout ratio is very high. As a payroll company, there aren't many ways of diversifying besides acquisitions and natural growth. The most recent acquisitions for ADP were Global Cash Card in 2018 and WorkMarket in 2018. Until better acquisitions arise, you should not expect much equity out of this company.

ADP’s revenue and EPS are outstanding which shows consistent usage of the platform. As ADP does not need many extra lines of revenue, the PE ratio of 33 makes more sense.

I will now use the 3 year dividend growth rate to project to the future.

2025

Chris Carson is going at the 4th round which to me couldn't make me happier.. I feel he is a top tier RB1 status but for some reason noone seems to feel the same... is it because his injury history??

I know the season is not ever over yet, but give us your best guess, just for fun

Mine:

1. Jokic
2. Curry
3. Harden
4. Giannis
5. Towns
6. Luka
7. Embiid
8. Durant
9. Lillard
10. Tatum
11. Davis
12. Young

Not sure if this is allowed in here, but was wondering if I could ask. The company I work at is a mess because the owner is trash. There isn't money in the company account right now to cover payroll and I'm just wondering if we will get paid.

We use ADP for our payroll and this has been an issue for a while but this is the first time it's occurred where he doesn't find the money somewhere to cover payroll. It's always been a huge worry, but it's finally happening now where there just isn't money in there to cover the staffs pay.

I was wondering if anyone can tell me what happens if we process payroll as we normally would, but there isn't money in our account to cover it?

Will our direct deposits not go through at all?

Will it post to our accounts and then reverse when they see our company can't pay the bill?

Just kinda in limbo and wondering what's going to happen.

Per Sleeper .5 ppr scoring

Jonathan Taylor at 7.7 Cam Akers at 15.8 Najee Harris at 22.0

Do you think that these 3 finish in this order in season scoring?

DK is someone I want to bring up to get others opinions on. He had a monster season last year racking up over 1300 yards and 10 touchdowns, and it feels like hes just getting started. What other wide receivers are you taking over DK in the first round and why? In my opinion, you could argue why DK should be the #1 reciever off the board. Thoughts? (Full PPR & Half PPR)

Background info: CA based company, small startup with less than 100 employees. We are switching PEO and got quotes from ADP and TriNet.

After cost comparisons, we are shocked that ADP offers way less than TriNet (we are talking annual savings of 40K).

I am baffled by how ADP can send out such a lowball offer, is there a big catch I am missing?

p.s ADP uses Aetna and the out of network fee is very high. TriNet uses Blue Shield of California.

With keeper leagues, I'm less interested in players who could be adequate RB2s and RB3s and am more looking for someone that could be a potential keeper heading into next year.

So I'm passing on people like Melvin Gordon, Fournette, and Damien Harris. I'm targeting people like Javonte Williams, Michael Carter, and Trey Sermon. Obviously finding rookies is easier.

Are there any other players you could see as keepers next year, even if they won't be guaranteed contributors this year?

Cam Akers's ADP has steadily climbed the 0.5ppr rankings this off season and sits at 16 per https://www.fantasypros.com/nfl/rankings/half-point-ppr-cheatsheets.php

Opportunity

• The Rams finished 7th in rush attempts last season

• They are a team built on a tough d (no.1 by many metrics) and want to suffocate opponents with it by running the ball as much as possible on offense

• Malcolm Brown departs freeing up 100 carries and 33 targets. He has not been replaced in FA nor in the draft

• Akers was trusted towards the end of the season and treated like a bellcow; in his last 6 games, inc playoffs, he was given carry totals of 21, 29, 15, 21, 28, 18 - he would succeed even with John "The Accountant" Wolford at QB for some of these games

• Darrell Henderson will get carries, and more likely, targets. You will have to live with it. He won't get goal line carries. Akers is still in line for 75%+ share.

• The Rams drafted an Rb, Jake Funk, in the 7th. He looks to be a specials teams pick maybe (never had more than 60 rush attempts in a single season in college). Who tf knows his college stats are weird https://www.sports-reference.com/cfb/players/jake-funk-1.html

System

• McVay's system has proven to be elite for running backs; Gurley's 2017 (248-1305-13, 64-788-6) and 2018 (256-1251-17, 59-580-4) were league winning

• McVay's system is a good offensive environment: 2 WRs with 1000 yard seasons together in the past, emerging wide receivers + DJax to stretch the field, capable TEs, and creative play calling that in 2017/18 made the rams back to back leaders in ppg - Stafford brings them back to these days

• The Rams receive a significant upgrade at QB with Stafford at the helm and Goff gone. Many believe Goff was holding this offense back from reaching those same 2018 heights (LAR v KAN MNF days). Goff seems to have fallen off a cliff and watching the rams last year, a blind man could see the sideline's frustration at Goff's inconsistency e.g. regularly making bad throws/missing/forcing play/bad sacks/bad decisions at bad times.

• Stafford likes to check down to his running back and has proven this during his time with Detroit - e.g. Theo Riddick was the Detroit 3rd down specialist and during 6 seasons of production averaged 72-440-3. Stafford also fed Swift, KJ and AP nearly 100 targets last year.

A lot of people will reject the above by asserting: "Cam Akers is not Todd Gurley." But fantasy is where Opportunity> Talent. In my opinion, Cam

Pretty much the title. I’m curious if this trade news moves Pitts any higher on any draft boards. Particularly curious where people would feel comfortable taking him in Superflex now, given that all the QBs are in the mix. Is he basically a lock to go ahead of Wilson? Does he catch up to any of the other QBs? Does he surpass Harris/Chase?

A top 5 TE finish this year has obviously already been on the table as a possibility for Pitts as well, but do you think he might be able to crack that top 3 tier now?

I personally don’t have particularly strong opinions about Pitts so very interested to see what people think/how they’re feeling.

When I consider who I want for my WR1 I envision a player that is 90% of the time going to be the first read and has very little competition from other WR's on the team. If someone can take DK in the 2nd or 3rd and someone else feel like they got a great player getting Lockett in the 4th or 5th that is too close for me to have either one as my bonafide WR1. That tells me there is a good chance that there will be some weeks where DK will have good weeks and other weeks where Lockett will have good weeks rather than a consistent production. I'm just getting a little shook by ADP which appears to have me reaching on players.

My WR1 tiers look like this (not in order)

WR1A

Tyreek Hill, Davante Adams, Stefon Diggs, Keenan Allen, Calvin Ridley, Michael Thomas, Allen Robinson, Terry Mclaurin, and Deandre Hopkins.

These are players on teams that nobody is drafting the WR2 within the next 5 rounds. They are clearly the #1 on the team and thus guaranteed consistent ability to score a lot of points.

WR1B

Justin Jefferson, AJ Brown, DK Metcalf, Mike Evans, Amari Cooper

These players are no doubt very talented and can, and likely will, boom any given week; but they also have other talented receivers on the team who also consistently put up okay numbers. I don't know if I can depend on them for guaranteed production and for my WR1 that is what I'm looking for.

This approach has me valuing players like Keenan Allen or Michael Thomas over DK and Justin Jefferson, even though I love those players, simply because of the target share and lack of competition. I'm curious what your thoughts are; am I high for taking someone like Michael Thomas over Justin Jefferson?

They don’t strike me as one of the “cool tech companies.” Based on what I’ve read the pay and benefits aren’t like the other hot tech companies either.

Do you recommend working there?