Competitor Profile
Where this is heading
Arcoro owns the deepest US construction compliance stack in this comparison set: certified payroll, prevailing wage, union and multi-rate handling and job costing, all built for the vertical rather than retrofitted into a horizontal suite. For a contractor between 50 and 1,500 employees that is the shortlist-winning capability, and no horizontal HCM matches it without services.
The read: the roll-up architecture is now the constraint rather than the advantage. Arcoro was assembled by PSG from three 2018 acquisitions, and the seams show where the modules meet. More pointedly, the AI that has shipped is scoped to the wrong half of the product. A job-description writer, a resume scanner and a read-only admin assistant are live, all on the hiring and administration side, while payroll and compliance AI remains roadmap. Lumber ships productised compliance agents into the same buyer. In a category where compliance is the moat, having AI everywhere except the compliance data is the gap. In a category where compliance is the moat, an AI layer that reads the compliance data is the natural extension, and Arcoro has not built it.
The hard ceiling is 1,500 employees per payroll and no international capability. That is a scope statement, not a criticism, but it means a contractor crossing that line or opening a second country has to leave. The play against Arcoro is not compliance depth, which loses. It is what happens next: growth past the ceiling, and whether the compliance data is doing any work beyond filing.
The reach discrepancy resolves cleanly and it is worth knowing which number to trust. The million-plus daily users figure traces to a vendor-authored G2 listing, not to Arcoro's own site, which states 273,092 consistently. The smaller number is the sourceable one, and anyone quoting the larger is quoting a directory entry rather than the company.
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02
How the product hangs together, at the level a product leader needs to place it.
Arcoro is a modular, cloud based HCM platform built exclusively for the construction industry. PSG (Providence Strategic Growth) created the platform in 2018 by combining three acquisitions: ExakTime (time tracking), BirdDogHR (talent management) and InfinityHR (core HR, benefits and payroll). PSG retains its stake in Arcoro through the 2025 PSG Sequel continuation fund, alongside five other portfolio companies.
The result covers the full employee lifecycle with construction specific features: certified payroll, prevailing wage calculation, union deductions, GL mapping for job costing, geofenced field time tracking and safety management. Core HR and payroll handle employee records, compliance tracking, certified payroll (the federal WH-347 format plus an LCP Tracker export for multi-agency electronic filing), prevailing wage, union deductions and ACA compliant benefits administration, for organisations up to 1,500 employees per payroll. Real time API syncs across all modules rolled out in 2026, alongside enhanced GL mapping with configurable metadata for construction job costing.
ExakTime, rebranded Arcoro Time in 2026, provides GPS and geofenced time tracking for field crews, in app geofence notifications, flexible timesheets for non fixed shift teams, equipment selection, digital forms, biometric verification and offline capability; as of July 2026 the platform records more than 22 million clock punches and 67 million worked hours every 60 days across 1.78 million active locations and roughly 1.7 million jobsites. Talent management spans construction specific applicant tracking, onboarding with I-9 compliance and mobile first digital forms, performance management with reviews, goals and succession planning, and a learning management system, branded the Arcoro Learning Hub, for safety training, compliance courses and certifications, delivered through on-demand courses, live sessions, weekly webinars and custom workshops, backed by an expanded Customer Success Manager programme. Arcoro launched a unified mobile app in July 2026, merging Arcoro Time and HRIS employee self-service (pay stubs, benefits, company directory, personal HR data) into one app with a single login for field workers.
Hiring and administration now carry live AI features: an AI Writing Assistant that drafts and translates job descriptions, an AI Resume Scanner that summarises applicant fit without ranking candidates, and an AI Admin Assistant that answers natural language questions against live workforce and timecard data. On the integration side, Arcoro connects to Sage Intacct, Sage 100, Sage 300, Viewpoint Vista, Viewpoint Spectrum, Acumatica, CMiC, Foundation Software and Procore, and claims the most ERP integrations of any HR software provider in construction. An open API with self service tools remains a 2026 roadmap item, alongside further AI automation planned for hiring, time, payroll and compliance in the second half of 2026.
The strategic bet is vertical depth over horizontal breadth. Where generalist HCM vendors bolt construction features onto a general platform, Arcoro was built from the ground up for contractors. ExakTime's geofenced field tracking, certified payroll with prevailing wage calculation, and GL mapping for job costing are genuinely difficult for generalist platforms to replicate quickly.
03
Geographic footprint, and where payroll is native rather than partner-delivered.
North America and United States: Arcoro's own current materials, its homepage, about-us page, 2026 press releases and privacy policy, describe the company and its coverage in US specific terms: state payroll taxes, EEO-1 reporting, Davis-Bacon prevailing wage, US app stores for its mobile app, and US law governing data processing. Broader North America language appears in one place only, Arcoro's vendor authored G2 listing, which states over 7,500 construction companies across North America and more than one million daily users, wording not found on arcoro.com itself. On the weight of evidence, Arcoro operates and positions itself as a US company serving US construction firms; NORTH AMERICA should be treated as an unconfirmed, secondary claim rather than Arcoro's current self description, and this profile has not found a citable Canadian or Mexican customer, office or compliance capability.
Payroll is NATIVE: Arcoro calculates and files certified payroll (WH-347 federal format, plus an LCP Tracker export for multi-agency electronic filing) and prevailing wage directly, with union deductions and GL mapping for job costing, for organisations up to 1,500 employees per payroll (a ceiling expanded from a smaller threshold in 2025). Statutory and vertical capabilities include US federal and state payroll, certified payroll, Davis-Bacon prevailing wage, union and multi-rate handling, and job costing. The UK is NOT SERVED.
There is no UK entity, office or sales presence, no UK payroll or HMRC compliance, and there is no claim of CIS (Construction Industry Scheme) support. This is a scope limitation, not a weakness: Arcoro has chosen to go deep on US construction compliance rather than build multi-country capability, and the positioning treats the absence of a direct UK equivalent as a market gap rather than a shortfall on Arcoro's part. EU/EMEA more broadly is NOT SERVED.
There is no indication of any EU or wider EMEA presence, payroll capability, sales motion or product localisation. South Africa is NOT SERVED. There is no evidence of South African operations, payroll or compliance of any kind.
Arcoro's addressable market, as described, is US construction firms, roughly 50 to 1,500 employees.
04
The buyer is HR managers, payroll administrators and operations leaders at US construction companies with roughly 50 to 1,500 employees, a company that has outgrown spreadsheets and generic HR tools but does not want enterprise HCM complexity. The buyer is frequently an operations leader rather than a dedicated HR professional, since many construction companies run with a single HR person. The pitch is HR software that understands construction rather than a generic platform with construction features added on: certified payroll, prevailing wage, union compliance, geofenced time tracking and safety management, all built for how contractors actually work, sold modularly so a buyer purchases only what is needed.
Arcoro positions against two categories of competitor: generic HCM platforms (named examples include ADP, Paychex and Paylocity) that it argues do not understand construction compliance complexity, and point solutions (separate time tracking, separate payroll, separate safety tools) that create data silos and manual work. Pricing is modular and mostly quote based, though Arcoro publishes exact tiers for its Time product: Time Essential from $9 per employee per month, Time Professional from $11, and Time plus Payroll from $19, all billed annually, with volume discounts available above 200 employees and monthly or quarterly billing also offered. Core HR, standalone Payroll, ATS and other modules are priced on request and not published.
There is no free tier, and implementation fees are additional. On the ERP and accounting side, Arcoro names Sage Intacct, Sage 100, Sage 300, Viewpoint Vista, Viewpoint Spectrum, Acumatica, CMiC, Foundation Software and Procore as integration partners, and claims the most ERP integrations of any HR software provider in construction.
05
Arcoro's AI capabilities have shipped in hiring and administration; they are not roadmap only. Three AI features are live as of mid-2026, all documented on Arcoro's own product page: an AI Writing Assistant in the Hire module that drafts a complete job description from a plain language summary, rewrites tone with one click, and translates into Spanish; an AI Resume Scanner that produces a short candidate snapshot and a skills checklist per applicant, which Arcoro states explicitly does not rank or score candidates, recruiters make the final call; and an AI Admin Assistant in the Manage module that answers natural language questions about workforce composition and timecard data (time records, shifts, expenses, punches, approvals, time off) in read only mode, pulling from live employee data without navigating multiple modules. Arcoro's July 2026 unified mobile app release states it shipped AI powered capabilities into core construction HR workflows as part of over 200 product improvements in H1 2026, and commits to more AI powered automation across hiring, time, payroll and compliance in H2 2026, without naming specific features for that second wave.
Arcoro's own 2026 State of Construction HR report found that only 46% of construction firms use AI at all, indicating the industry Arcoro serves is itself behind on adoption, which the positioning frames as lowering the competitive urgency somewhat. What is shipped today sits in hiring and administrative query use cases; public materials do not show AI operating inside payroll processing or certified payroll filing itself, which is where Arcoro's own roadmap language points for H2 2026. No named AI foundation model or partner is disclosed, no MCP adoption is stated, no AI specific pricing is published, and no AI governance certification is claimed.
Against its closest vertical peers, Lumber has shipped AI powered payroll anomaly detection and is building agentic AI for construction sites, and Miter has shipped customer facing AI point features across time capture, recruiting and performance; both appear to have AI reaching further into payroll and compliance than Arcoro's shipped set does today. Posture classification: shipped in hiring and admin assistant use cases as of mid-2026, with payroll and compliance AI still on the roadmap for the second half of the year.
06
Diagnosis and the play together. Each is a live attack vector, not a general weakness.
Lead on AI where it still matters most: payroll and compliance. Arcoro has shipped AI in hiring (a job description writer and a resume scanner) and in a read only admin assistant for workforce questions, but its own second half 2026 roadmap still frames payroll and compliance automation as forthcoming rather than delivered. A vendor with AI already live inside payroll itself, for example detecting payroll anomalies or automating certified payroll checks today, can argue construction companies are still waiting for Arcoro's AI to reach the highest compliance risk part of the platform.
Expose the acquisition integration seams. Arcoro is three separate products, ExakTime, BirdDogHR and InfinityHR, stitched into one brand. Real time API syncs across modules only rolled out in 2026, and Capterra reviewers corroborate the seam directly: one HR director reported needing to enter information in multiple different areas because the modules did not link to each other, and another described replicating a performance evaluation process by hand outside the system.
A competitive conversation can probe whether the user experience moving between the time tracking, HR and payroll modules is genuinely one login, one data model and one reporting engine, given customers are still describing manual workarounds. Play the scale card. The 1,500 employee payroll ceiling structurally excludes large contractors and ENR 400 firms.
Any construction company that grows past that threshold, or that acquires another company and needs to combine payrolls, faces a forced re-platforming event. Press the international angle. Arcoro's own current site, privacy policy and 2026 press materials describe US operations specifically; the North America language survives only in Arcoro's G2 listing copy, which reads as unrefreshed relative to Arcoro's own 2026 site.
Any construction company operating outside the US, or evaluating Arcoro on the strength of the G2 description, should confirm directly with Arcoro what non-US support, if any, actually exists. Question the underlying scale figures, though the gap is now mostly explained rather than open. Arcoro's own July 2026 materials disclose precise figures: 273,092 active employees, 1.78 million active locations across roughly 1.7 million jobsites, and 22.4 million clock punches and 67.3 million worked hours in the trailing 60 days.
The larger more than one million daily users claim traces only to Arcoro's G2 vendor listing and to secondary blogs that repeat it, not to any current arcoro.com page; a sharp buyer or competitor should treat the 273,000 figure and the July 2026 breakdown as the sourceable numbers, and treat one million as a legacy claim Arcoro is not currently repeating on its own site.
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What Arcoro has bought, where each sits now, and what it says about direction. None of these are signals; they are standing facts about who owns what.
No acquisitions found in the five-year window.
Earlier, and still load-bearing. Outside the five-year window, but these are why the product is shaped the way it is: InfinityHR (October 2018, Core HR, benefits administration and payroll) · BirdDogHR and ExakTime (August 2018, Construction HR, talent and time and attendance)
Checked 2026-08-15. Operating cadence and status are re-checked on each profile refresh; a change of state is itself a finding, because nobody announces the day an acquisition finishes being absorbed.
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The latest signals where Arcoro is the subject. Full history on the signals page.
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The live predictions whose evidence rests on this vendor, including the ones going against us.