HiBob pricing ranges from $16 to $25 per employee per month, but you won't find that number on their website. The platform uses custom, quote-based pricing that depends on your team size, selected modules, and contract length. For a 25-person company, that translates to roughly $4,800–$7,500 per year in software fees alone — before implementation costs.
This guide breaks down exactly what HiBob costs at different team sizes, what hidden fees to watch for, and which alternatives offer transparent, flat-rate pricing that won't balloon as you grow.
How HiBob Pricing Works
Unlike most SaaS tools with published pricing pages, HiBob requires you to request a custom quote. There's no self-serve signup, no free trial listed publicly, and no way to estimate your cost without talking to their sales team first.
Here's what determines your final price:
- Headcount — You pay per employee, per month. More people = higher bill.
- Modules selected — Core HR is the base. Performance management, engagement surveys, compensation tools, and talent acquisition each add to your monthly rate.
- Contract length — Annual contracts are standard. Multi-year deals may come with discounts.
- Company location — Global teams with employees in multiple countries may see different rates.
Every HiBob plan starts with Core HR and Digital Admin as the foundation. From there, you layer on additional modules based on what your team needs. The more you add, the closer you get to that $25/employee ceiling — or beyond it.
HiBob Pricing Breakdown by Team Size
Since HiBob doesn't publish prices, these estimates are based on the widely reported $16–$25 per employee per month range from third-party sources and verified by HR software comparison sites.
| Team Size | Monthly Cost (Low) | Monthly Cost (High) | Annual Cost (Low) | Annual Cost (High) |
|---|---|---|---|---|
| 10 employees | $160 | $250 | $1,920 | $3,000 |
| 25 employees | $400 | $625 | $4,800 | $7,500 |
| 50 employees | $800 | $1,250 | $9,600 | $15,000 |
| 75 employees | $1,200 | $1,875 | $14,400 | $22,500 |
| 100 employees | $1,600 | $2,500 | $19,200 | $30,000 |
A 50-person startup choosing HiBob's full suite could easily spend $12,000–$15,000 annually on software fees. That's before the implementation fee, which adds another 10–20% on top.
What's Included in HiBob's Base Package
The Core HR package — the minimum every customer pays for — includes a solid set of features for managing your workforce:
- Employee profiles and data management — Centralized records for personal details, employment history, and documents
- Org chart — Real-time visualization of your team structure and reporting lines
- Time-off tracking — PTO requests, approvals, and leave balance management with custom policies
- Onboarding workflows — Structured checklists and tasks for new hires
- Document management — Store and share employment contracts, policies, and handbooks
- People analytics basics — Headcount reports, turnover tracking, and diversity metrics
- Self-service portal — Employees can update their own profiles, request time off, and access pay stubs
For many small teams, this base package covers the essentials. The trouble starts when you need the add-ons that make HiBob genuinely powerful.
HiBob Add-On Modules and Their Costs
Each add-on increases your per-employee rate. HiBob bundles these as optional modules, and the exact pricing varies by quote. Here's what's available:
Performance Management — 360-degree feedback, goal setting, review cycles, and check-in scheduling. This is one of HiBob's strongest features, built into the platform rather than bolted on. Expect this to add $3–$6 per employee per month based on industry benchmarks.
Engagement Surveys — Pulse surveys, eNPS tracking, and sentiment analysis. Useful for companies focused on culture measurement, though standalone tools like Culture Amp or Lattice offer similar functionality.
Compensation Management — Salary benchmarking, compensation review cycles, and equity planning. Particularly relevant for companies running annual compensation cycles across multiple geographies.
Talent Acquisition — Built-in ATS for job postings, candidate tracking, and interview scheduling. A relatively recent addition to HiBob's suite.
Workforce Planning — Headcount planning, scenario modeling, and budgeting tools for growing organizations.
The challenge? You won't know the exact per-module cost until you're deep in the sales process. According to OutSail's analysis, companies that bundle performance and engagement tools with HiBob often save compared to purchasing standalone point solutions like 15Five or Lattice separately.
Hidden Costs to Watch For
The $16–$25 per employee figure is just the software subscription. Several additional costs catch buyers off guard:
Implementation Fee
HiBob charges a one-time implementation fee of 10–20% of your first-year contract value. For a 50-person company paying $12,000/year in software fees, that's an extra $1,200–$2,400 upfront.
This covers system configuration, data migration from your current tools, workflow setup, and admin training. It's not optional — every new customer pays it.
No Built-In Payroll
Here's the cost that surprises most buyers: HiBob doesn't include payroll processing. You'll need a separate payroll provider like ADP, Gusto, or PayFit, which typically costs an additional $6–$12 per employee per month.
For a 50-person team, that's another $3,600–$7,200 per year on top of HiBob. So your "HiBob cost" is really HiBob + payroll provider combined. The Society for Human Resource Management (SHRM) recommends budgeting for total HR technology cost — not just individual platform fees.
No Benefits Administration
Similarly, benefits management requires a third-party integration. If you're in the US and need health insurance, 401(k), and benefits enrollment management, that's another vendor and another bill.
Per-Seat Scaling
This is the most significant long-term cost. Every new hire increases your monthly bill. A company that grows from 25 to 75 employees over two years will see their HiBob costs triple — from roughly $6,000/year to $18,000/year.
Flat-rate platforms avoid this entirely. Your cost stays the same whether you have 5 employees or 50.
HiBob vs Competitors: Pricing Comparison
How does HiBob stack up against other popular HR platforms? Here's a side-by-side look at what you'd pay for a 25-person team:
| Platform | Pricing Model | Cost for 25 Employees (Annual) | Payroll Included? | Free Trial? |
|---|---|---|---|---|
| HiBob | $16–$25/employee/mo | $4,800–$7,500 | ❌ (needs 3rd party) | No public trial |
| BambooHR | ~$13/employee/mo | ~$3,900 | ❌ (add-on) | 7-day trial |
| Gusto | ~$12/employee/mo | ~$3,600 | ✅ | No |
| Rippling | ~$8/employee/mo | ~$2,400 | ✅ (add-on) | No |
| Zoho People | ~$3/employee/mo | ~$900 | ❌ | 30-day trial |
| Tiny Team | Flat $299–$1,399/yr | $299–$1,399 | ❌ | 14-day trial |
A few observations stand out. HiBob is one of the more expensive options on this list, but it includes performance management and engagement tools that competitors charge separately for. If you'd otherwise buy BambooHR ($3,900) plus Lattice ($4,000+) for performance reviews, HiBob's bundled approach could actually save money.
For small teams under 50 people who don't need enterprise-grade performance management, the per-seat model works against you. A flat-rate alternative makes more financial sense at that scale.
Want to see how other per-seat platforms compare? Check our Rippling pricing breakdown and BambooHR alternatives guide.
Real-World Cost Calculator: What You'll Actually Pay
Let's walk through a realistic scenario. Imagine you're a 30-person SaaS startup based in Austin. You need core HR, time-off tracking, performance reviews, and onboarding.
With HiBob:
- Software: 30 × $20/mo × 12 = $7,200/year
- Implementation fee (15%): $1,080
- Payroll provider (Gusto): 30 × $6/mo × 12 = $2,160/year
- Year 1 total: $10,440
- Year 2+ total: $9,360/year
Now assume you grow to 50 employees by year two:
- Software: 50 × $20/mo × 12 = $12,000/year
- Payroll: 50 × $6/mo × 12 = $3,600/year
- Year 2 total: $15,600/year
That's a 67% cost increase from growth alone — without changing plans or adding features.
With a flat-rate platform like Tiny Team:
- Growth plan (up to 50 people): $899/year
- Payroll provider: $2,160–$3,600/year
- Total: $3,059–$4,499/year
The difference is striking. For a growing startup, flat-rate pricing means your HR software cost stays predictable even as headcount doubles.
Who HiBob Is Actually Built For
HiBob isn't overpriced for everyone. The platform genuinely excels in specific scenarios:
Mid-size companies (50–500 employees) with dedicated HR teams get the most value from HiBob's depth. The performance management, engagement surveys, and people analytics tools are genuinely best-in-class for this segment.
Global organizations benefit from HiBob's multi-country support, localization features, and offices in the US, UK, Australia, and Israel. If you have employees in five countries, HiBob handles that complexity better than most competitors.
Culture-focused companies that prioritize employee engagement, recognition programs, and continuous feedback loops will appreciate that HiBob builds these features into the core platform rather than requiring separate tools.
According to Forbes' HR software analysis, HiBob consistently ranks among the top platforms for employee experience and engagement — areas where cheaper alternatives often fall short.
When HiBob Is Too Expensive
For certain teams, HiBob's pricing model creates unnecessary overhead:
Teams under 25 people — At this size, you're paying $4,800–$7,500/year for features you might not fully utilize. A simpler HRIS with basic time-off tracking, an employee directory, and document management often covers 80% of your needs at a fraction of the cost.
Bootstrap startups watching every dollar — If your HR "team" is the founder doing everything in a spreadsheet, jumping to $16+/employee/month is a big leap. Start with something affordable and migrate to HiBob when you've outgrown simpler tools.
Teams that need payroll included — Since HiBob doesn't include payroll, you're managing two vendors and two bills. Platforms like Gusto or Rippling bundle payroll with HR for a more streamlined (and sometimes cheaper) setup. See our guide on how to run payroll for a small business for more context.
Cheaper HiBob Alternatives
If HiBob's pricing doesn't fit your budget, these alternatives cover similar ground at lower price points:
For Small Teams (5–50 People)
Tiny Team — All-in-one HR platform with people management, team calendar, performance reviews, documents, and hiring tools. Flat-rate pricing starts at $299/year for up to 15 people. No per-seat fees, and all features are included in every plan. Best for founders and small teams who want simplicity without the enterprise price tag.
For Teams That Need Payroll
Gusto — Combines HR, payroll, and benefits in one platform. Starts around $12/employee/month. Strong for US-based teams that want everything under one roof. See our Gusto alternatives guide for a detailed comparison.
For Global Teams on a Budget
Zoho People — Starts at just $1.50/employee/month for basic HR. Lacks the polish of HiBob but covers the fundamentals at a fraction of the cost. Best for teams that prioritize affordability over UX.
For Feature-Rich Alternatives
BambooHR — The most direct HiBob competitor at roughly $13/employee/month. Strong onboarding, time-off management, and reporting. Less focus on engagement tools than HiBob, but solid across the board. Read our full HiBob vs BambooHR comparison.
How to Get the Best HiBob Deal
If you've decided HiBob is the right fit, these negotiation strategies can help reduce your final price:
Time your purchase around quarter-end. Like most enterprise SaaS companies, HiBob's sales team has quarterly targets. Reaching out in March, June, September, or December gives you more leverage since reps are motivated to close deals.
Start with fewer modules. Begin with Core HR and one or two add-ons. You can always expand later, and starting smaller gives you a lower base price to negotiate from. Plus, you'll actually know which modules your team uses before committing to the full suite.
Negotiate the implementation fee. The 10–20% implementation charge is the most negotiable part of the contract. If you have an experienced HR admin who can handle some configuration work, push for a reduced fee or ask for it to be waived entirely on a multi-year deal.
Ask about startup discounts. HiBob occasionally offers reduced rates for early-stage companies. If you're backed by a recognized VC firm or part of a startup accelerator, mention it during the sales process.
Get competing quotes first. Before your HiBob sales call, get pricing from BambooHR, Rippling, and at least one other competitor. Having concrete numbers gives you negotiating power and helps you benchmark whether HiBob's quote is reasonable.
Frequently Asked Questions
How much does HiBob cost per employee?
HiBob typically costs between $16 and $25 per employee per month. The exact price depends on your company size, selected modules (performance management, engagement, compensation), and contract terms. All pricing requires a custom quote from HiBob's sales team.
Does HiBob offer a free trial?
HiBob does not publicly offer a free trial or self-serve signup. You need to request a demo through their website, speak with a sales representative, and receive a custom quote before gaining access to the platform.
Does HiBob include payroll?
No. HiBob does not include payroll processing in any of its plans. You'll need a separate payroll provider like ADP, Gusto, or PayFit. HiBob does offer payroll integrations through its Payroll Hub, but the actual payroll processing is handled by third-party providers.
What is HiBob's implementation fee?
HiBob charges a one-time implementation fee of approximately 10–20% of your first-year contract value. This covers system configuration, data migration, workflow setup, and administrator training. For a $10,000/year contract, expect an implementation fee of $1,000–$2,000.
Is HiBob worth it for small teams?
For teams under 25 employees, HiBob's per-seat pricing model can be expensive relative to the features most small teams actually use. Flat-rate alternatives like Tiny Team ($299/year for up to 15 people) or Zoho People ($1.50/employee/month) offer better value at smaller scales. HiBob becomes more cost-effective for mid-size companies with 50+ employees who need advanced performance management and engagement tools.
What are the cheapest HiBob alternatives?
The most affordable HiBob alternatives include Tiny Team (flat $299–$1,399/year regardless of team size), Zoho People (from $1.50/employee/month), and Gusto (from ~$12/employee/month with payroll included). Each trades some of HiBob's advanced engagement and performance features for significantly lower pricing.