Challenge: VXI's previous EWA provider, DailyPay, allowed employees to access up to 100% of their earned wages, resulting in short paychecks, accounting issues and damaged trust. Poor customer service compounded the problem.
How Rain helped: Rain's 50% wage access guardrail ensured employees always received a meaningful paycheck. The integration was seamless across two payroll systems — first ADP Workforce Now, then Workday — with no disruption to employee access. Employees now use Rain for the real, everyday needs it was built for.
VXI Global Solutions is a leading business process outsourcing company with call center operations across the United States and multiple countries including Egypt, India, Guatemala, the Philippines and Jamaica. With approximately 3,000 hourly employees in the U.S., VXI runs a bi-weekly pay cycle across two pay groups, processing payroll every Friday. After acquiring Shine Solutions in 2023, VXI needed a unified earned wage access solution for its combined workforce. The company implemented DailyPay, then quickly looked for something better.
Margaret Reynolds is the Associate Director of HR at VXI, overseeing all U.S. brick-and-mortar locations. Milly Yan is VXI's Payroll Team Leader. We recently spoke with both to learn about their experience switching to Rain. This is what they told us in their words.
When we acquired Shine Solutions in 2023, that workforce already had access to earned wages. We didn't want to take that away. Some of our HR generalists had prior experience with DailyPay, so that's where we started.
It was a horrible experience. DailyPay was allowing employees to access up to 80%, sometimes 100% of their earned wages. We had people getting their paycheck and they owed money. For workers living paycheck to paycheck, that's not a benefit. That's a trap. HR was fielding complaints constantly, the accounting was a mess and when we eventually tried to close employee accounts, we found out later those accounts were still open.
On top of all that, the customer service was terrible. We're in the customer service business. Working with a vendor that can't respond to basic issues is a particular kind of pain.
We couldn't get rid of earned wage access entirely. Our employees genuinely needed it. So we started looking for a provider that could actually do this right.
The 50% cap was the deciding factor. With Rain, employees can only access up to half of what they've earned, which means they're always going to receive a paycheck at the end of every pay period. That was exactly what we needed after what we'd been through with DailyPay.
Our workforce skews young. The mean age of our employees is somewhere between 20 and 30. A lot of them are new to working and new to managing their own finances. Having a structured guardrail built into the product means we can offer this benefit responsibly.
We also needed a provider that could handle our system’s situation. We were in the middle of migrating from ADP Workforce Now to Workday for both payroll and timekeeping. Rain had to integrate with ADP first, then move to Workday without any gap in employee access. That was a real requirement, and Rain met it.
We implemented Rain while we were still on ADP Workforce Now. That integration was smooth and essentially automatic. Rain's deduction file loaded on its own and all we had to do was verify that the numbers matched.
When we transitioned to Workday, Rain transitioned with us. Our payroll team worked closely with Rain's account team to build the integrations required in Workday. We ran several rounds of testing before go-live, and on day one of the Workday launch, Rain was ready. No issues, no disruption, no gap in access for employees.
For employee communications, our U.S. marketing team sent mass communications to all affected employees with clear timelines for the switchover from DailyPay to Rain.
Since switching to Rain, I've seen employees use this benefit for the kinds of things it's meant for. Getting an Uber to work after a car breakdown. Covering gas, groceries or a prescription. Bridging the gap for a new hire who has to wait nearly three weeks for their first paycheck.
That new hire situation is one I think about a lot. I did an onboarding recently where everyone who started that day wasn't going to see a paycheck for three weeks. For someone who's been out of work or is just starting out, that's a long time to wait. Rain gives them something real to fall back on while they get their footing.
Employees use it to effectively pay themselves weekly rather than waiting on the bi-weekly cycle, and that flexibility makes a real difference for people managing tight budgets.
To give you an idea of how popular and how needed this benefit offering is, our employee enrollment rate is 85% and our active user rate (those who used Rain to access a portion of their earned wages in the last 30 days) is 74.5%.
The support has been responsive every time we've needed it. Rain's team proactively alerts us when upcoming bank holidays will affect our payroll schedule. For a team running payroll every single Friday, that kind of heads-up matters. It's the kind of thing a real partner does without being asked.
Honestly, the fact that I haven't had to reach out that often is probably the best thing I can say about any vendor. The program just runs.
If they're looking for something where their employees can get their earned wages early, Rain is definitely the one to get. We already know what happens when you use DailyPay.
The 50% guardrail is the thing I'd always emphasize. If your employees tend to be younger, newer to managing money or living paycheck to paycheck, and a lot of hourly workforces are, you need that protection built in. Rain has it. DailyPay doesn't.
If you want to offer your employees a real financial benefit without creating a new set of problems for HR and payroll, Rain is the answer.
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