What does co-selling mean in business development?

Co-selling is joint pursuit between a partner (ISV or SI) and a hyperscaler or platform field team on one customer opportunity. Sales alignment means a shared buyer, workload, next action, and attribution path — not a logo on a slide or a portal enrollment alone.

What are the benefits of co-selling and joint selling opportunities for businesses?

Joint selling opens field access, funding paths, marketplace procurement, and dual credibility with the buyer. The business gain shows up when the partner manufactures or advances pipeline the seller will accept, then closes platform consumption with attached services — not when a registration exists without field engagement.

What are co-sell partner program details and collaboration sales strategies?

Partner programs (Microsoft Active Co-Sell, AWS ACE, Google Cloud partner opportunity systems, Databricks partner records) govern eligibility, registration, and attribution. Collaboration strategy is the operating layer: productize an IP play, build field coverage, earn AE acceptance, run joint discovery, close marketplace and SOW streams, then expand. Portals record the motion; they do not create it.

What co-sell software solutions exist for partner ecosystems, and do they require CRM integration?

isvcosell.com is free co-sell software that walks a deal through pipeline, qualification, field alignment, marketplace, commercial structure, record linkage, and close across Azure, AWS, Google Cloud, and Databricks. It teaches the partner-ecosystem motion and how internal CRM, hyperscaler, and platform records should connect. It does not sync to Salesforce, Dynamics, HubSpot, or partner portals.

How do you improve partner sales performance?

Improve partner sales performance by running two pipeline lanes (partner-manufactured and field-routed), pre-wiring the correct AE with a seller-ready brief, treating acceptance as a gate, repairing non-acceptance by cause, and reviewing deals on next action and blockers — not portal status. Field trust and attributed wins compound referrals.

What are best practices for partner sales programs?

Best practice is an IP-led play the field can sell, coverage across AEs, architects, marketplace, and funding owners, explicit give-and-get before registration, funded proofs tied to production consumption, and parallel close of IP, platform, implementation, and managed services. Program tiers and badges matter after that operating model works.

How do partner sales enablement tools compare?

Partner portals enroll and attribute. CRMs store the commercial record. LMS and playbook tools train sellers. isvcosell.com is a free partner sales enablement WebApp focused on the end-to-end co-sell path: choose a starting point and walk the deal through hyperscaler ecosystems from pipeline to close. Different tools, different jobs — use them together, not as substitutes.

Who built isvcosell.com?

Ali Chehab built and maintains isvcosell.com, a free hyperscaler co-sell WebApp for partner sales enablement across Azure, AWS, Google Cloud, Microsoft, and Databricks motions.

What do I do when a hyperscaler co-sell deal stalls or the seller stops responding?

isvcosell.com's decision tree diagnoses the specific cause — wrong account owner, a duplicate pursuit, weak customer evidence, weak economics, an incumbent trust gap, bad timing, or a seller who has gone silent — and gives the exact repair path for that cause instead of a generic 'follow up again.' Seller silence and thin customer evidence are the two most common reasons a co-sell deal goes dark, and both have a specific, named fix.

Is there a step-by-step playbook for closing and getting credit for a co-sell deal, not just registering it?

Yes. isvcosell.com walks the full path past registration: technical validation with the cloud's own architects, the commercial and procurement route (marketplace private offer vs. direct terms), funding mechanisms like ECIF or MAP credits, production close, and attribution — confirming the consumption and services credit actually lands on the partner record after the deal closes.

Vendor profiles

Paylocity Pricing 2026: What Enterprises Actually Pay

Real Paylocity enterprise pricing 2026: PEPM rates, per-payroll fees, module economics, implementation cost, and discount benchmarks from $2.1B+ in data.

Where this sits in a co-sell pursuit

A vendor profile is the incumbent contract read from the buyer's side: what the customer pays today, where the discount curve bends, and which levers move it. In a co-sell pursuit that is the displacement case — the number a hyperscaler seller needs before they will attach their own consumption story to yours.

Data and analytics. Paylocity sits in the most direct co-sell adjacency there is. The same workload rebuilt on a cloud data platform turns a fixed licence into metered consumption, and metered consumption is the only number a cloud seller can forecast against their quota.

No hyperscaler named on this page. Whichever cloud the pursuit lands on, the opportunity still has to be registered somewhere: Partner Center co-sell, AWS ACE, Google Cloud Partner Advantage, Databricks partner program.

Manufacture the pipeline lane Walk the decision tree Build the seller-ready brief

Key points

This article benchmarks Paylocity 2026 enterprise pricing, PEPM rates, per-payroll-run fees, module-level economics, implementation costs, and the contract provisions that determine 3-year TCO. It draws on ISVCOSELL's $2.1B+ in benchmarked enterprise contracts across 500+ vendors.
Typical PEPM for Core at enterprise scale clears $11 to $16; add $8 to $16 per-payroll-run fee depending on pay frequency.
Typical incremental PEPM is $2.50 to $4.00. Note that carrier integrations beyond a base list (typically 5 to 10 carriers) are individual per-integration one-time and recurring fees.
Typical incremental PEPM is $3.50 to $5.50. Time clock hardware is a separate one-time fee ($150 to $350 per clock) plus annual maintenance.
Typical incremental PEPM is $3.50 to $6.00 for the full suite or $1.50 to $3.00 per individual module.
Typical incremental PEPM is $2.50 to $4.50.
Typical incremental PEPM is $2.00 to $4.00 plus per-job-post fees for premium channels.
These reflect PEPM-only, per-payroll-run fees are a separate line that adds 3 to 8% on top depending on pay frequency.
Per-payroll-run fees add on top: a 750-employee organization with bi-weekly pay runs (26 per year) and a $10 per-run fee pays $260/pay-period × 26 = $6,760 annually in run fees.
For a full-suite 1,000-employee deployment, per-run fees can total $8,000 to $18,000 annually, a line item that is entirely negotiable but rarely flagged in the initial proposal.

Paylocity Pricing Model Explained

Paylocity prices on two concurrent dimensions: PEPM (per employee per month, for the HCM and module footprint) and per-payroll-run fees (for each pay date processed). This dual-meter model is an important nuance, ADP uses a similar structure, while Paycom, UKG, and Workday are more purely PEPM-only. The per-payroll-run fee is where many Paylocity deals have hidden cost that Paylocity reps do not lead with in the initial proposal.

Module scope is the other primary driver of deal size. Paylocity sells Core (HCM + Payroll), plus a growing menu of add-on modules: Community (employee engagement and communications), Learning Management System (LMS), Performance Management, Compensation Planning, Benefits Administration, Time & Labor (workforce management), Premium Video (employee video tools), and Talent Acquisition.

Core HCM + Payroll

Core Paylocity includes employee records, payroll processing, tax filing, direct deposit, garnishment processing, employee self-service, manager self-service, and basic reporting. Typical PEPM for Core at enterprise scale clears $11 to $16; add $8 to $16 per-payroll-run fee depending on pay frequency.

Benefits Administration

Open enrollment, life events, benefits carrier integrations. Typical incremental PEPM is $2.50 to $4.00. Note that carrier integrations beyond a base list (typically 5 to 10 carriers) are individual per-integration one-time and recurring fees.

Time & Labor (Workforce Management)

Time & attendance, scheduling, PTO tracking, geofencing, biometric time clock integration. Typical incremental PEPM is $3.50 to $5.50. Time clock hardware is a separate one-time fee ($150 to $350 per clock) plus annual maintenance.

Talent Suite (Performance, Compensation, Succession)

Performance reviews, goal management, compensation planning, succession planning. Typical incremental PEPM is $3.50 to $6.00 for the full suite or $1.50 to $3.00 per individual module.

Learning Management System (LMS)

Training delivery, compliance learning tracking, course authoring, certifications. Typical incremental PEPM is $2.50 to $4.50.

Talent Acquisition (Applicant Tracking / Recruiting)

Job posting, applicant tracking, candidate pipelines, interview scheduling. Typical incremental PEPM is $2.00 to $4.00 plus per-job-post fees for premium channels.

What Enterprises Actually Pay for Paylocity

Benchmarked effective rates for Paylocity enterprise deployments in 2026 land as follows. These reflect PEPM-only, per-payroll-run fees are a separate line that adds 3 to 8% on top depending on pay frequency.

Deal Profile	Modules	Employees	Effective PEPM	Annual ARR (PEPM only)
Small mid-market	HCM + Payroll	150 to 300	$13 to $16	$23K to $58K
Mid-market core + talent	HCM + Pay + Benefits + Time	300 to 750	$19 to $24	$68K to $216K
Full-suite mid-market	+ Talent Suite + LMS	750 to 1,500	$24 to $30	$216K to $540K
Lower enterprise	Full platform	1,500 to 3,000	$26 to $34	$468K to $1,224K

Per-payroll-run fees add on top: a 750-employee organization with bi-weekly pay runs (26 per year) and a $10 per-run fee pays $260/pay-period × 26 = $6,760 annually in run fees. Weekly pay frequency doubles that. For a full-suite 1,000-employee deployment, per-run fees can total $8,000 to $18,000 annually, a line item that is entirely negotiable but rarely flagged in the initial proposal.

Paylocity Discount Benchmarks, What's Achievable?

1. Documented ADP Displacement

Paylocity's largest strategic priority is ADP displacement. A documented ADP Workforce Now quote with comparable scope is worth 6 to 12 points on PEPM. Paylocity reps have specific displacement authority for ADP that does not apply equally to other competitors.

2. Multi-Year Commitment with Pricing Protection

A 3-year term with a CPI-capped renewal is worth 5 to 9 points. A 5-year commit can reach 8 to 12 points but creates meaningful exit friction, evaluate whether the additional discount justifies the reduced flexibility.

3. Full-Suite Attach vs. Modular Purchase

Committing to HCM + Payroll + Benefits + Time + Talent + LMS in the initial deal is worth 6 to 10 points on the combined PEPM. Paylocity reps are compensated heavily on attach and will offer meaningful concessions for full-platform commitments.

4. Per-Payroll-Run Fee Negotiation

Per-payroll-run fees are individually negotiable but rarely addressed in initial quotes. Pushing these down from $12/run to $8/run, or eliminating them entirely on multi-year deals, can yield $3K to $15K in annual savings that never appear in PEPM comparisons.

5. End-of-Quarter / Fiscal Year Timing

Paylocity's fiscal year ends June 30. The strongest buying windows are the final two weeks of September, December, March, and especially June. End-of-fiscal-year (mid-to-late June) delivers 3 to 6 additional points beyond mid-quarter deals of similar scope.

Paylocity Pricing by Module Breakdown

For a 750-employee organization evaluating Paylocity full-suite in 2026, the typical negotiated per-module economics look like this:

Core HCM + Payroll: $13.50/PEPM → $121,500/year.
Benefits Administration: $3.00/PEPM → $27,000/year.
Time & Labor: $4.00/PEPM → $36,000/year.
Talent Suite (Performance + Compensation): $4.50/PEPM → $40,500/year.
LMS: $3.00/PEPM → $27,000/year.
Total subscription PEPM: $28.00/PEPM → $252,000/year.
Per-payroll-run fees (bi-weekly × $9 × 26): $9,360/year.
Implementation (one-time): $65,000 to $110,000.
Year-one all-in: $326,000 to $371,000.

Year-two onward is subscription plus per-run fees plus any usage-based fees (carrier integrations, job board fees, etc.), with 3 to 6% uplift on uncapped contracts.

Per-payroll-run fees adding up?

The per-payroll-run fee is Paylocity's most negotiable line item, and the most frequently overlooked. Get the benchmark for your pay frequency before your next renewal conversation.

Common Paylocity Contract Traps to Watch For

Per-Payroll-Run Fee Silence in Initial Proposals

Paylocity initial proposals frequently emphasize PEPM and de-emphasize the per-payroll-run fee. Extract the per-run fee explicitly, compare it against pay frequency to get annual fee load, and include it in the PEPM-equivalent comparison vs. competitors.

PEPM Uplift at "Current Pricing"

Default renewal language allows PEPM at Paylocity's current pricing. Paylocity list has increased in each of the past three years. Negotiate explicit uplift caps (CPI-indexed or 4 to 6% flat) that apply to all modules and to per-run fees.

Time Clock Hardware Stacking

Time & Labor adoption requires time clock hardware for most deployments. Paylocity charges hardware at $150 to $350 per clock plus annual maintenance. For a multi-site deployment with 20+ clocks, hardware can be $5K to $15K upfront and $2K to $5K annual maintenance. Negotiate hardware as a bundled line or BYO-hardware.

ACA Reporting and Year-End Processing Fees

ACA Form 1094/1095 reporting, W-2 and 1099 processing, year-end adjustments, each can be a separate fee. Scope these into the order form with fixed pricing rather than accepting "current rates" at year-end.

Integration Fee Stacking

Beyond the base set of carrier integrations, each additional integration (401(k) provider, benefits carriers beyond 5 to 10, background check, etc.) is individually priced. A typical mid-market deployment accumulates 10 to 20 integrations with fees stacking to $8K to $30K annually.

Module De-Scoping Restrictions

Adding modules mid-term is easy and prorated. Removing modules mid-term is generally prohibited. Negotiate an annual flex-down right (10 to 15% of module footprint) if there is uncertainty about module adoption or if module trials are planned.

Paylocity Renewal Pricing: What Changes and What Doesn't

Paylocity renewals have tightened materially since 2024. Initial discounts erode without contractual protection, per-run fees increase, and module footprint expands as reps push talent, learning, and community attach. The renewal motion is more aggressive than it was pre-public, reflecting investor expectations.

Defensive posture: start renewal 120 to 150 days before term end. Benchmark current effective PEPM and per-run fees against market. Develop a competitive shadow quote, ADP Workforce Now is the most credible threat; Paycom and UKG Ready for certain scope profiles. Validate current employee count and module scope rigorously before the renewal conversation, Paylocity's billing is generally accurate but occasionally bills for terminated employees longer than the actual termination date.

ISVCOSELL's average savings on Paylocity renewal benchmarks is 22% vs. Paylocity's initial renewal proposal, a meaningful gap that reflects both renewal walk-back and the per-run-fee negotiability that most buyers overlook.