Today’s HRTechnology Top Voice is DailyPay’s SVP Carly Brush.

In today’s evolving workforce landscape, the intersection of financial wellness, employee experience, and HR technology is more critical than ever. As part of our HR Tech Top Voice Interview Series, we had the opportunity to speak with Carly Brush, Senior Vice President of On-Demand Pay and HCM at DailyPay. With modern on-demand pay platforms like DailyPay, employers can empower their workforce with real-time access to earned wages, helping to drive engagement, boost retention, and streamline rewards and off-cycle payments.

In this interview, we explore how DailyPay is transforming the way companies attract and retain talent while reimagining what financial wellness means for employees.

Get ready to dive into an inspiring conversation with Carly Brush, a trailblazer in financial wellness and HR technology, as she shares how DailyPay is reshaping the future of work

HR Technology Insights (HTI): Hi Carly, Welcome to the HR Tech Top Voice Interview Series. Please tell us about your journey as a people’s leader and your role at DailyPay.

Carly Brush: I joined DailyPay after spending many years in the gig economy building DoorDash’s white label delivery business, DoorDash Drive. From my time at DoorDash, I saw from our Dashers just how powerful flexible work and flexible pay can be for workers. I also saw how the introduction of gig workers into the delivery operations of businesses with frontline employees created tension for the HR teams at the companies we worked with.

Why should gig delivery workers get the benefit of flexible work and On-Demand Pay and not the hardworking employees behind the counter and in the kitchen? DailyPay helps to unlock the best parts of gig work for employees of all kinds.

In my role as SVP, On-Demand Pay and HCM, I work with all of the teams inside DailyPay, as well as our partners and clients externally to bring our mission to life for Daily Workers. The mission was a big part of why I joined the team, and I love coming to work every day and getting to live and breathe it.

HTI: How do you define “Financial Wellness Management” at DailyPay? How has this definition changed with other relevant trends in employee benefits, experience (EX), and payroll management systems?

Carly: Every person has their own financial story. Some are building emergency savings; others are working toward bigger goals. Financial wellness management at DailyPay is all about empowering daily workers to simplify and optimize their working lives, manage the money they make, and help them break the paycheck-to-paycheck cycle. When teams have the power to control their financial future, stress goes down, satisfaction goes up, and people stick around longer.

With DailyPay, employers are able to go beyond traditional benefits with a platform that puts financial well-being first. Legacy HR tech is built for the employer not the employee. DailyPay fosters consistent employee engagement because we connect with them at a vital moment in their work and life: the moment they earn their pay.

HTI: How does DailyPay’s Earned Wage Access (EWA) platform enhance employee financial wellness? What impact does EWA have on overall employee satisfaction and retention?

Carly: DailyPay is transforming how people think about pay by putting financial control back in employees’ hands.

Research conducted by Arizent shows that the majority of employees with access to DailyPay pay fewer late fees and incur less credit card debt than before using the platform. In an uncertain economy, with more than half the country living paycheck to paycheck, DailyPay empowers financial resilience.

HTI: What is DailyPay Built In™? Tell us about the ICP for this particular HRTech solution.

Carly: DailyPay Built-In™ redefines On-Demand Pay by embedding it directly into your HCM platform, delivering a seamless, all-in-one experience for employees, while remaining completely no-touch for employers. Employees access their earned wages directly within the platform they already use, ensuring higher adoption and engagement. Meanwhile, HCM providers gain a powerful, differentiated solution that enhances their platform, strengthens client retention, unlocks a new revenue stream, and keeps them ahead of the competition

HTI: In what ways does the integration of DailyPay’s EWA solution into WorkJam’s digital frontline workplace platform improve operational efficiency and employee engagement for frontline workers? Tell us more about the key takeaways from the recently concluded WorkJam Days 2025.

Carly: This partnership is a win-win for workers and employers in the On-Demand Pay category.

Workers now have an all-in-one app for financial wellness, and employers can strengthen frontline workforce management in a centralized location. This improves the employee and employer relationship and boosts satisfaction while reducing turnover.

HTI: Considering the strategic partnership between DailyPay and WorkJam announced during the HR Tech Conference & Expo in September 2024, what are the anticipated benefits for employers and employees in terms of financial flexibility and workforce management?

Carly: The integration we are building with WorkJam is so powerful: we hear from a lot of our clients that the proliferation of apps for frontline workers is making it harder for employees to focus on what matters.

Bringing On-Demand Pay, already one of the highest engagement benefits an employer can offer, into an app like WorkJam further increases engagement with WorkJam’s features, as well as getting the word out even further about On-Demand Pay.

A more connected, motivated workforce and employees can more conveniently understand tasks, view communications, and manage their earnings and time.

Especially for the next generation, flexibility is key to success.

69% of Gen Z hourly workers want their earnings available after each shift.

As the gig workforce and flexible work options grow in popularity, the need for instant access is only going to become greater. Teams are already more engaged thanks to DailyPay on its own, with 55% of employees picking up extra shifts each month. Seeing the cause and effect of every hour they work motivates employees to pick up that extra shift.

The instant gratification of making a transfer after a day’s work or even just tracking their growing balance each time they clock out makes every shift even more worthwhile.

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HTI: How do case studies from companies like Alorica and Propak Logistics, which have implemented DailyPay’s EWA platform, demonstrate measurable improvements in employee productivity and organizational performance?

Carly: Both Alorica and Propak Logistics were already offering on-demand pay with little success. But once they switched to DailyPay, they saw a significant shift in adoption because of the way DailyPay structured and customized the education and support plan around the benefit. Alorica saw great success with their enrollment at over 64% and new hires enrolling at a 70% rate.

Propak Logistics saw an increase in adoption from their previous provider, and new hire enrollment pushed over 50%. When employers are focused on financial wellness, retention, and employee experience, they find on-demand pay is a positive and successful way to support their employees.

In turn, when employees have the freedom to control when and how they access their pay, they are less distracted by the timing of bills and covering everyday expenses, helping them focus on the task at hand.

HTI: Could you tell us what role artificial intelligence (AI) plays in optimizing the functionalities of DailyPay’s EWA platform, particularly in areas such as real-time wage calculation and predictive financial wellness tools?

Carly: DailyPay uses proprietary ML models for available balance calculations over each pay period. ML models provide calculation transparency and are client-specific ensuring optimal performance for each client.

HTI: Please tell us more about your technology integrations with other HR platforms.

How does the collaboration between DailyPay and platforms such as Paycor, Viventium, and UKG serve as a model for leveraging integrated technology to address the financial needs of frontline workers, especially in the context of real-time employee experience management (EXM)?

Carly: DailyPay supports 180+ payroll and timekeeping integrations, and can be activated in as little as 15 minutes. We’ve structured the DailyPay onboarding process to be as simple as possible. We want to get you activated as quickly as we can, with no cost to you, so that your employees can begin to take advantage of the benefit and you can start seeing results.

With DailyPay Built In, we embed directly in leading HCM platforms, making On-Demand Pay instantly accessible to all employers on that platform. In addition, we have an Embedded Toolkit which enables seamless integration right into the apps employees use daily already—making real-time pay visibility and access a natural extension of their workday.”

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HTI: One piece of advice you would like to offer to all HRtech software marketers and customers in 2025:

Carly: DailyPay is dedicated to putting employees first and is focused on continuously evolving its platform to best meet the changing needs of our users. My advice to follow suit and always remember to prioritize the needs of your team members.

Thank you, Carly, for speaking to us. We look forward to having you again at HRTech Insights. 

For media inquiries, you can write to our HRTech Insights Newsroom at sudipto@intentamplify.com