What each tool actually costs at twenty people, read from the vendor’s own pricing page and carrying the date it was read. Twenty is the size at which per-employee and per-company pricing tend to cross, which makes it worth doing the arithmetic rather than comparing headline rates.
Every figure comes from the vendor’s own published pricing page. A price published in another currency is shown but never ranked against a dollar one, and a vendor that publishes no rate is shown as a quote rather than an estimate.
At twenty people HRMZY is the lowest publicly priced tool in this table, at $25 a month, our current plan price. That is a statement about this team size on this date, not a general ranking — at other sizes a different tool is lowest.
The same comparison at other team sizes, sourced the same way: what you actually pay at 5, 20, 50 and 200 people.
Twenty people is where informal HR stops scaling: the spreadsheet that worked at eight starts costing somebody a day a week. These are the jobs that usually come first. They are described as needs, not as any vendor’s feature list.
Contracts, roles, salaries and documents that somebody other than the founder can find without asking.
Requests, approvals and accruals that do not turn into a manual tally at the end of the year.
Hours and absence recorded consistently enough that payroll can be run from them without checking twice.
Whether payroll runs in the same system or a separate one, the data behind it should not have to be typed in twice.
The Standard plan is $25 a month and covers a team of 20, charged to the company rather than per person.
It carries 25 modules, payroll, leave, attendance and projects among them, and none of those is a paid add-on.
There is a 14-day free trial.
How per-company pricing behaves at every other size: flat-fee HR software.
It depends on the pricing model more than on the vendor. The table on this page shows what each tool charges at exactly twenty people, with the date each figure was read. A per-employee tool multiplies its rate twenty times; a per-company fee does not move with headcount at all.
No. Twenty is usually the size at which manual HR stops being the cheaper option, because the time somebody spends maintaining spreadsheets starts to cost more than a subscription. The trigger is normally leave balances and attendance rather than headcount alone.
Not necessarily, and it is the question that changes the shortlist most. If payroll already runs elsewhere you can buy HR on its own merits, which usually widens the options. If payroll is the pain, buy a payroll-first platform instead.
On a per-employee price the bill rises with every hire. On a per-company plan it changes once, when you cross the plan’s employee limit, and is then flat again until the next one.
Every plan, its employee limit and what it includes — on one page.
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