I applied online on a Friday evening. I was contacted via e-mail by a Recruiter the following Monday morning and was interviewed (phone) by the Recruiter that day. After that initial screening, I had an in-person interview at Paycom's corporate office the next day. I first met again with that same Recruiter for a tour of the facility and during the tour he talked about Paycom's critical need for more security personnel to meet their rapid expansion. After the tour, I met with what I assume was an Area Manager. That interview seemed to go well and at the conclusion I was told by the Manager that he would talk with the Department Head. Several weeks passed and I was contacted by the Recruiter. He stated that although I had the requisite qualifications and said that they were very impressed with my depth and breadth of experience, he said that I had made too much in my most recent position and they were not going to consider me for employment. He went on to state that, based on my specific case, they had instituted a policy where they would not consider any security officer candidate for employment that made above a set threshold that was above what they were willing to offer their new-hire security officers. I was very disappointed and shocked that such a highly regarded and growing company would make a hiring decision based on such a non-merit based factor.