Symply Review: Multi-Location Franchise HR

The research in brief

Symply is a good but not fully proven fit for multi-location franchise HR management. Three of the six platforms that evaluated fit named Symply during ranking discovery, at an average listed rank of 7.0 and a best rank of 5. The strongest reason to consider it is centralized multi-location payroll with location-level reporting, batch processing, and per-employee pricing that carries no per-location surcharge. The main limitation is that franchisor-grade HR governance - centrally locked policy templates, mandatory acknowledgements across independent franchisee entities, and detailed corporate-versus-unit permission separation - is not clearly documented in public materials and must be confirmed in writing before purchase.

Research Snapshot

Why Symply Qualified for This Study

Questions explored

• Why did AI platforms include Symply in a multi-location franchise HR management ranking?
• Is Symply a good choice for multi-location franchise HR management?

Symply qualified because it was named during ranking discovery by three of the six platforms that evaluated fit, and because its published product set maps directly onto the buyer's stated problem: several franchise locations, each managing its own staff and payroll, under one consolidated view. OpenAI, Anthropic, Grok, Perplexity, DeepSeek, and Kimi all produced fit assessments, but only Anthropic, Grok, and Perplexity named Symply in the ranking stage, which is why the mention count is 3 rather than 6 ^[4].

The strongest qualification signal is payroll architecture. Symply states that one account can manage multiple locations with location-specific tax settings, pay schedules, policies, employee assignments, and pay rates, and its help documentation confirms that one employee can be paid for hours worked across multiple locations in a single payroll ^[11]. It also advertises per-location reporting for labor costs, headcount, overtime, and payroll expenses, with payroll journal reports filterable by location, department, job, and employee and exportable as PDF or CSV ^[2].

The qualification is weaker on the HR governance half of the use case. Symply markets itself to franchise businesses and describes support for two to 200 locations, but independently verified franchise-scale deployment data was not found in the reviewed materials ^[5]. DeepSeek could not retrieve official Symply product or pricing pages at all and rated the fit uncertain, noting that the ranking-stage product names were not confirmed by a retrievable official page ^[30]. Kimi reached a similar conclusion, reporting that no detailed feature documentation or independent reviews substantiated the franchise claims ^[4].

The software offering in focus

Questions explored

• Which Symply product or plan is most relevant for a franchise owner who needs multi-location payroll and HR in one system?
• Which Symply plan should a buyer choose if they need policy acknowledgements, onboarding, and timekeeping across locations?

The most relevant offering is Symply Multi-Locations & Payrates inside the Symply payroll and HR platform, paired with the Professional or Complete Workforce plan when HR administration extends beyond payroll ^[11]. Platforms named the product inconsistently - "Symply franchise payroll software," "Symply Multi-Location Payroll & HR," and "Symply multi-location payroll platform" all appear across responses - and DeepSeek explicitly flagged that these ranking-stage names were not confirmed against a retrievable official page ^[30].

The published plan tiers are Essentials, Professional, and Complete Workforce ^[7]. Essentials covers payroll and HR foundations: tax filing, direct deposit, employee records, and PTO tracking. Professional adds hiring, onboarding, and workforce management, including applicant tracking and timekeeping. Complete Workforce is positioned as a full HCM tier adding benefits administration, ACA tracking and reporting, and advanced analytics ^[7]. For a franchise buyer whose core requirement is consistent HR policy across units, Professional is the minimum tier that includes policy acknowledgements, and Complete Workforce is the tier that adds compliance dashboards and advanced reporting ^[7].

The multi-location capability itself is documented at the product level rather than the plan level. Symply states that each location can carry its own tax settings, pay schedules, and policies, that employees can be assigned different pay rates by location, and that wages can be calculated based on where hours were worked ^[20]. It also states that users can set up unlimited business locations in one account and manage anywhere from two to 200 locations ^[5].

What the AI Platforms Agreed About

Questions explored

• What do AI platforms agree Symply does well for multi-location franchise payroll?
• Does Symply charge per location, or is pricing based on employee count?

Agreement was strong on payroll consolidation and cost structure, and mixed-to-absent on HR governance. Four platforms - OpenAI, Anthropic, Grok, and Perplexity - independently described centralized multi-location payroll from a single dashboard with batch processing and location-level reporting ^[5].

Batch processing drew the most consistent description. Symply states that batch processing lets administrators review and submit payrolls across locations and departments simultaneously, and that operators managing multiple locations or pay groups can handle them all at once ^[19]. Anthropic characterized this as specifically designed for franchise operations with same-schedule payroll runs across sites.

Pricing structure was the second area of agreement. Symply publishes a base fee plus per-employee pricing with no per-location surcharges, and states that adding locations does not trigger location-based add-ons ^[5]. Grok summarized this as "$39/month base platform fee plus $6 per employee per month; no per-location fees or long-term contracts" ^[6]. Perplexity published a tiered version of the same model: Essentials at $39/month base plus $4 per employee per month, Plus at $39/month plus $6 per employee per month, and Premium at $39/month plus $8 per employee per month ^[18].

Contract terms were also described consistently. Symply states there are no long-term contracts, no lock-ins, and no cancellation fees, with flexible month-to-month billing that allows upgrading, downgrading, or cancelling at any time without penalty ^[16].

Multi-state tax handling was a third point of agreement. Symply states that it handles federal, state, and local tax filings and supports payroll processing and tax filing in all 50 states ^[12].

Where the AI Platforms Disagreed or Were Uncertain

Questions explored

• Is Symply's HR management functionality as complete as its payroll functionality for franchise operators?
• Can Symply enforce corporate HR policies across independently owned franchise locations?

The sharpest disagreement concerns whether Symply is an HR platform at all. A Capterra listing states that Symply includes payroll management but does not include employee management or HR management, which conflicts with Symply's own broader "all-in-one payroll and HR" positioning ^[28]. Anthropic rated this a limitation, concluding that Symply's official product pages and documentation do not indicate built-in policy template libraries, policy acknowledgement workflows, or compliance push-down mechanisms for enforcing consistent HR policies across franchise locations ^[7].

Policy governance was the most consistently unresolved criterion. OpenAI rated consistent policy enforcement as neutral, finding that Symply lists policy acknowledgements, core HR records, PTO tracking, and time-off approval workflows, but that public documentation does not clearly verify centrally authored policy templates, mandatory version control, exception workflows, or compliance attestations across franchise units ^[5]. Perplexity reached the same conclusion, noting that Symply states it supports consistent pay policies across every store but does not clearly show templated policy distribution or franchise-wide HR policy enforcement workflows ^[16]. Grok rated the same criterion neutral, observing that policy acknowledgements are available in the Professional plan but that no explicit franchise-wide policy template library is detailed ^[7].

Permission separation between corporate and unit managers was rated neutral or unclear by every platform that assessed it. Symply advertises role-based access controls and specifically mentions role-based access for regional managers, and its payroll authorization workflow requires an assigned authorizer to enter an email verification code before payments activate ^[1]. What is missing is a published permissions matrix showing whether corporate, regional, franchisee, and store-manager access can be separately scoped by location and data type ^[13].

Pricing figures conflict across sources. Capterra lists a starting price of $5 per user per month, while SoftwareFinder documents $39/month plus $6 per employee per month, and Symply's own restaurant page repeats the $39 plus $6 figure ^[27]. The $5 figure may refer to a different plan tier or outdated pricing; the conflict is unresolved in the supplied evidence.

Two platforms could not verify the product at all. DeepSeek, which ran without search enabled, rated the fit uncertain and reported that no retrieved source documented multi-location payroll consolidation, franchisor-level controls, policy templates, permission separation, or pricing for Symply ^[30]. Kimi rated the fit uncertain as well, reporting that the company website was not accessible for direct review during its research and that no customer testimonials, case studies, or third-party analyst mentions of Symply in franchise contexts were located ^[4].

Features for this workload

Questions explored

• Does Symply let one employee be paid for hours worked at multiple franchise locations in a single payroll run?
• What reporting can a franchise owner get from Symply across locations, departments, and jobs?

Multi-location payroll is Symply's clearest documented strength. The platform states that one account manages multiple locations with location-specific tax settings, pay schedules, policies, employee assignments, and pay rates, and help documentation confirms that an employee can be paid for hours worked across multiple locations in one payroll ^[11]. Perplexity's review of the same product page adds that each location can carry its own tax settings, pay schedules, and policies, and that wages can be calculated based on where hours were worked ^[20].

Reporting is documented at the transaction level. Payroll journal reports can be filtered by location, department, job, and employee and exported as PDF or CSV ^[2]. Symply also advertises centralized reporting that provides a view of labor costs, headcount, and payroll expenses across all locations, with both location-level and company-wide reporting ^[5].

Payroll controls include an authorization step. Administrators can add a step requiring an assigned authorizer to enter a verification code received by email before payroll is authorized and payments activate; the feature must be turned on for the company account by Symply support ^[1].

Tax handling is advertised as automatic. Symply states that it handles federal, state, and local tax filings and year-end W-2 and 1099 processing, and that payroll processing and tax filing are supported in all 50 states ^[12].

HR breadth varies by plan. Professional adds applicant tracking, onboarding, document storage, policy acknowledgements, timekeeping, time-off workflows, manager dashboards, and standard HR reporting. Complete Workforce adds benefits administration, ACA tracking and reporting, compliance dashboards, and advanced analytics ^[7]. Onboarding is described as paperless and included at no additional cost with payroll, supporting e-signatures, custom documents, and self-service portals from any device ^[10].

Integrations are listed but not exhaustively documented. Symply names QuickBooks, Altametrics, payroll imports, and time-and-attendance integrations, and advertises time-and-attendance data flowing into payroll ^[8]. Whether a specific buyer's POS, scheduling, accounting, or franchise-management systems are supported natively, or require CSV or custom work, is not established in the reviewed materials ^[8].

Implementation is advertised as guided. Symply describes a guided migration process and free migration from a current provider, with one company page describing migration within two weeks ^[22]. A Symply-published case study on Starboard Group, a multi-state QSR franchise operator, states that payroll processing time fell by two-thirds and implementation completed in under a month ^[21]. These are company-published results, not independently verified outcomes.

Pricing, renewal terms, and ongoing costs

Questions explored

• How much does Symply cost per month, and are there setup or cancellation fees?
• Does Symply charge extra per franchise location as a network grows?

Symply publishes plan tiers but not a single authoritative dollar figure, and the supplied sources conflict. The most frequently repeated figure is $39 per month base plus $6 per employee per month, appearing in SoftwareFinder's directory listing, Symply's own restaurant payroll page, and Grok's summary ^[27]. Perplexity published a three-tier version: Essentials at $39/month plus $4 per employee per month, Plus at $39/month plus $6 per employee per month, and Premium at $39/month plus $8 per employee per month ^[18]. Capterra lists a starting price of $5 per user per month, which may reflect a different tier or outdated pricing ^[28].

On location-based cost, the sources are more consistent. Symply states simple per-employee pricing that scales, with no per-location surcharges, and Grok and Anthropic both characterized the model as scaling with headcount rather than with each new location added ^[5].

Setup and implementation costs are described as quoted rather than published. Symply states that any setup or implementation costs are quoted upfront and kept reasonable, and Perplexity's review of the pricing page reports the company claims no setup fees, no implementation costs, and no hidden charges ^[7]. These are company statements, not independently verified fee schedules.

Contract terms are stated as month-to-month. Symply states there are no long-term contracts, no lock-ins, and no cancellation fees, and that users can upgrade, downgrade, or cancel at any time without penalty ^[16]. The service agreement should be treated as controlling if it differs from the public pricing page ^[4].

The terms of service add detail the pricing page does not. Subscription fees are billed in advance monthly, per-employee fees are calculated on active employees processed each pay period, all fees are non-refundable unless the service agreement says otherwise, and Symply may adjust pricing with 30 days' notice, with continued use constituting acceptance ^[25]. Late payments may incur interest at 1.5% per month or the maximum rate permitted by law, and on termination, outstanding fees become immediately due while data can be requested for up to 30 days after termination ^[25].

Add-on costs are referenced but not fully published. Anthropic's review lists optional add-ons including Managed Payroll Support at $40/month plus $1.50 per employee per month, Labor Law Posters at $10/month, and HR On Demand at $50/month, and notes that background screening, 401(k) integrations, custom integrations, benefits, and time and attendance may create additional costs ^[7]. Perplexity reports that add-on pricing for HR on Demand, labor law posters, and payroll or database management is referenced but not clearly published ^[16].

Best Suited For

Questions explored

• Who gets the most value from Symply for multi-location franchise payroll?
• Is Symply a good fit for a small or mid-sized franchise group with centralized payroll?

Symply is best suited to small and mid-sized franchise groups whose primary pain is payroll consolidation rather than HR policy governance. OpenAI's assessment lists small and mid-sized franchise groups with centralized payroll administration, multi-location restaurant and hospitality operators, businesses needing payroll and HR records in one system with location-level reporting, and operators whose employees work across locations or require location-specific pay rates ^[5].

Anthropic's assessment is narrower and more specific: franchise operators running two to 200 locations focused primarily on payroll efficiency and tax compliance, QSR and restaurant franchises with standardized compensation structures across units, multi-unit franchisees consolidating payroll from multiple locations onto one platform, and organizations willing to manage HR policy enforcement outside the platform using external documents ^[5].

Grok's assessment emphasizes the same profile: multi-unit franchisees needing single-dashboard payroll across locations, QSR or similar franchises requiring location-based pay rates and multi-state compliance, and buyers prioritizing no per-location fees and easy location addition ^[5].

The common thread across all three is that the buyer's dominant requirement is payroll, not HR policy administration. Buyers whose employees work across locations, or who need different pay rates by site, are explicitly named as a good fit by OpenAI and Perplexity ^[11].

Probably Not Best Suited For

Questions explored

• Who should not choose Symply for multi-location franchise HR management?
• Is Symply a poor fit for a franchisor that needs to push mandatory HR policies to independent franchisees?

Symply is probably not the best fit for franchisors whose core requirement is enforced HR policy governance across independent franchisee entities. Anthropic's assessment lists franchisors requiring built-in HR policy template libraries with compliance push-down to unit-level managers, complex franchise networks requiring granular permission hierarchies separating corporate, regional, and unit-level HR controls, franchise systems requiring integrated employee handbook management, policy acknowledgement workflows, or distributed policy versioning, organizations seeking comprehensive HR management beyond payroll, and franchises requiring advanced workforce management integrated into the HR platform ^[7].

OpenAI's assessment adds large franchisors requiring extensive franchisee self-service, delegated administration, audit controls, or complex corporate-to-unit hierarchies, organizations seeking a deeply specialized enterprise HCM, workforce-management, or franchise-compliance platform, and buyers that require published, fixed pricing by employee or location before engaging sales ^[5].

Perplexity's assessment adds franchisors needing clearly documented corporate-versus-unit permission segregation and franchise-specific approval workflows, buyers needing a deeper enterprise HRIS with verified advanced HR policy administration, and organizations requiring fully transparent enterprise pricing for large multi-unit deployments ^[5].

DeepSeek and Kimi, which could not verify the product, both recommended treating Symply as unproven for this use case and conducting extensive due diligence before purchase ^[30].

When Another Option May Be Better

Questions explored

• What is a better alternative to Symply for a franchisor that needs multi-EIN payroll and corporate policy push-down?
• When should a buyer choose a franchise-specialized HR platform instead of Symply?

Another option may be better when the buyer's requirements extend beyond payroll consolidation. OpenAI recommends choosing a larger enterprise HCM or workforce-management vendor when the buyer needs complex legal-entity hierarchies, extensive delegated administration, advanced audit trails, broad benefits administration, or mature enterprise reporting; a franchise-specialized HR or operations platform when standardized corporate policies, franchisee compliance attestations, unit-level task management, and brand-wide operational controls matter more than payroll simplicity; and a restaurant-specialized workforce platform when scheduling, labor forecasting, tip compliance, POS integration, and manager timekeeping are the primary requirements ^[5].

Anthropic's alternative triggers overlap substantially: comprehensive HR policy template libraries with compliance push-down, integrated policy acknowledgement workflows with distributed versioning, sophisticated permission hierarchies with unit-level override controls and audit trails, advanced workforce scheduling and labor forecasting, benefits administration and performance management as core functions, franchise-specific compliance features such as royalty tracking and disclosure compliance, and integrated ACA compliance with benefits enrollment and carrier management ^[7].

Kimi named specific documented alternatives rather than describing categories: Workstream for multi-EIN payroll, multi-brand hiring workflows, franchisee-franchisor visibility controls, and corporate template distribution; Workzoom at $4 per employee per month per suite with no per-location fees, no setup fees, and no contracts for franchise networks of 50 or more employees; isolved for separate legal entities and tax IDs within one platform; and Sage HCM for documented franchise deployments ^[23]. Kimi also cited an independent analysis noting that not all HRIS platforms support tiered access models at the franchisee-franchisor level, and that joint employer risk mitigation requires carefully designed permission architecture ^[29]. These alternatives are platform-reported and were not independently validated in this review.

Questions to ask before choosing a provider

Questions explored

• What should a buyer confirm with Symply before signing a franchise payroll contract?
• Can Symply support separate legal entities, EINs, and bank accounts under one corporate view?

The verification list below consolidates the questions platforms flagged as unresolved. None of these were answered by the reviewed public materials, and several were raised independently by multiple platforms.

• Can corporate administrators view all units while restricting franchisee and store managers to assigned locations and permitted data fields? ^[13]
• Can the system support separate legal entities, EINs, bank accounts, tax registrations, and pay schedules under one corporate view? ^[5]
• Can corporate HR publish mandatory policy templates, track acknowledgements by unit, prevent local edits, and report exceptions? ^[5]
• Are payroll, HR, timekeeping, onboarding, benefits, ACA, integrations, and support priced per employee, location, legal entity, or module? ^[7]
• Are there setup, tax-registration, year-end, off-cycle payroll, implementation, integration, or customer-support fees? ^[7]
• Is the advertised month-to-month cancellation policy included in the proposed service agreement? ^[4]
• Which POS, time clock, scheduling, accounting, benefits, and franchise-management integrations are native, and which require CSV or custom work? ^[8]
• Can employees working across units have hours, pay rates, taxes, departments, jobs, and overtime allocated correctly in one payroll? ^[3]
• What audit logs exist for policy changes, payroll approvals, manager actions, and corporate overrides? ^[1]
• What service levels, implementation responsibilities, data-export rights, and support coverage apply at the buyer's location and employee volume? ^[22]
• Does Symply have existing franchise customers of comparable size and structure that can serve as references? ^[4]

The consensus assessment

Symply is a good but not fully proven fit for multi-location franchise HR management. Three of six platforms named it during ranking discovery, and four platforms - OpenAI, Anthropic, Grok, and Perplexity - rated the fit good, while DeepSeek and Kimi rated it uncertain because they could not verify the product's franchise-specific capabilities from retrievable sources ^[5].

The consensus is strongest on payroll: centralized multi-location processing, batch submission across locations and departments, location-level and company-wide reporting, multi-state tax filing, and per-employee pricing without per-location surcharges ^[19]. The consensus is weakest on HR governance: no platform verified centrally locked policy templates, mandatory acknowledgement enforcement across independent franchisee entities, or a detailed corporate-versus-unit permissions matrix ^[5].

Symply should not be selected without a demonstration and written confirmation of franchisor-level hierarchy, policy governance, permission separation, legal-entity support, integration coverage, and total cost by added location ^[5]. Buyers whose dominant requirement is payroll consolidation across a growing franchise network have a credible shortlist candidate; buyers whose dominant requirement is enforced HR policy across independent franchisees should treat Symply as unproven for that requirement.

How This Review Was Produced

This review evaluates Symply only for the multi-location franchise HR management use case. It is not a broad company review. Six platforms produced fit assessments for this use case: OpenAI (gpt-5.6-luna), Anthropic (claude-haiku-4-5-20251001), Grok (x-ai/grok-4.3), Perplexity (perplexity/sonar), DeepSeek (deepseek-v4-flash), and Kimi (moonshotai/kimi-k2.6). All six evaluated fit, but the ranking-stage mention count includes only the three platforms that named Symply during ranking discovery: Anthropic, Grok, and Perplexity.

The study research date is 2026-10-02. Platform-reported research dates differ: DeepSeek reported 2026-06-30, while the other five platforms reported 2026-10-02. Platform-reported dates are provenance metadata and do not independently prove freshness.

Company-owned citations materially outnumber independent citations in the supplied evidence. Of the deduplicated sources, 25 are company-owned and 5 are independent. Company claims in this review are labeled as company statements and are not described as independently verified. Citations are platform-reported evidence, not independently verified facts. The supplied URLs were collected from platform responses and were not independently validated by the writer stage.

Research limitations

Several limitations apply to this review and should be weighed before purchase decisions.

The evidence base is predominantly Symply-owned. OpenAI explicitly noted that the reviewed evidence consists primarily of Symply-owned product, pricing, and support materials, and that no independent analyst, review, customer-outcome study, or public franchise customer case study was verified for its assessment ^[4].

Two platforms could not verify the product. DeepSeek ran without search enabled and relied on a third-party directory listing, rating all product-specific claims as low evidentiary strength rather than refuted ^[30]. Kimi reported that the company website was not accessible for direct review during its research and that no customer testimonials, case studies, or third-party analyst mentions of Symply in franchise contexts were located ^[4].

Pricing is unresolved. Public sources conflict on whether Symply costs $5 per user per month or $39 per month plus $6 per employee per month, and no single authoritative dollar figure is published ^[27]. No public dollar pricing makes cost scalability per additional location difficult to evaluate precisely ^[7].

Franchise-scale outcomes are company-reported. Symply's franchise page claims reductions in processing time, error rates, and annual savings, but the methodology, customer sample, and independent validation are not published in the reviewed materials ^[5]. The Starboard Group case study is a Symply-published success story, not an independent outcome study ^[21].

Policy governance and permission granularity remain unverified. Public materials do not clearly document a complete franchisor-franchisee organizational model, central policy-template governance, mandatory policy enforcement across units, or detailed corporate, regional, franchisee, and store-manager permission scoping ^[5].

Platform-reported research dates differ from the authoritative run date, and no-search model claims require explicit verification before being described as current facts. Missing research was not interpreted as disagreement; where a platform did not assess a criterion, that is noted as unclear rather than as a negative finding.

See the broader Franchise Businesses Managing Multiple Locations consensus index for comparisons across qualified options.

Explore more hr payroll and workforce management software guidance in the category directory.

Sources

Company-Owned Sources

1. How to Use Payroll Authorization: https://support.symply.io/how-to-use-payroll-authorization
2. Run a Payroll Journal Report: https://support.symply.io/run-a-payroll-journal-report
3. Run Payroll for Multiple Locations: https://support.symply.io/run-payroll-for-multiple-locations
4. Symply official website: https://symply.io
5. Franchise Payroll Software: https://symply.io/industries/franchise
6. Restaurant Payroll Software | QSR Payroll & Tip Management | Symply: https://symply.io/industries/restaurants
7. Pricing: https://symply.io/pricing
8. Products: https://symply.io/products
9. Time & Attendance: https://symply.io/products/add-ons/time-attendance
10. Symply - Onboarding: https://symply.io/products/onboarding
11. Multi-Locations & Payrates: https://symply.io/products/payroll/multi-location
12. Tax Compliance: https://symply.io/products/payroll/tax-compliance
13. Why Symply: https://symply.io/why-symply
14. Starboard Group Case Study | Symply: https://symplyhcm.com/case-studies/starboard-group
15. Multi-Locations & Payrates | Symply: https://symplyhcm.com/products/payroll/multi-location
16. Symply - Franchise: https://www.symply.io/pages/franchise
17. Symply - Payroll for Restaurants: https://www.symply.io/pages/payroll-for-restaurants
18. Monthly Pricing for Full-Service - Symply: https://www.symply.io/pricing
19. Symply - Batch Processing: https://www.symply.io/products/payroll/batch-processing
20. Multi-Locations & Payrates: https://www.symply.io/products/payroll/multi-location
21. Symply - Starboard Group Case Study: https://www.symply.io/successstories/starboard-group
22. New Company Setup: https://www.symply.io/symply-products/new-company-setup
23. Workstream for Franchise: https://www.workstream.us/franchise
24. Workzoom franchise payroll software: https://www.workzoom.com/industries/franchises/
25. Official pricing and terms source: https://symply.io/legal/terms

Independent Sources

26. isolved HCM for Franchises | Instant Price Quote | BEG: https://beghr.com/services/hcm-software/franchise
27. SoftwareFinder - Symply Pricing: https://softwarefinder.com/hr/symply
28. Capterra - Symply Pricing: https://www.capterra.com/p/238068/Symply/
29. HRIS for Franchise Operations: Multi-Entity Payroll, Brand Compliance, and Scalable Onboarding: https://www.outsail.co/post/hris-for-franchise-operations
30. Symply Software Reviews, Demo & Pricing: https://www.softwareadvice.com/hr/symply-profile/