Platforms

We implement both. So we can tell you which.

Two platforms we lead with, and several more we implement when you have already chosen. Which one you should be on depends on your size, your entities and your appetite — and we’ll tell you which, even when it’s the harder build for us.

Book 20 minutesCompare the two
In writing

What changes the price you pay us.

Disclosure — what moves our feeOne lever. Yours.
Which platform you chooseRippling or HiBob
None
Which vendor you’ve signedADP · Dayforce · Workday
None
Your headcount bandWhat the price tracks
The only lever

The price we quote tracks your headcount band and the scope you agree — not the platform you pick. Software fees are billed to you by the platform, direct, and are separate from our fee.

People Street — implementation partner, not a reseller

Where we go deep

Two platforms we go deep on, implemented in-house.

Not a reseller list. These are the two our team builds on every week, and the two we will argue with you about.

Rippling

Unified HR, IT and payroll. The strongest fit for PEO exits, net-new builds and rescue work — with the AI layer switched on over a permission structure that can take it.

Rippling implementation

HiBob

Strongest for companies of 100–250 people that need analytics, compensation and culture depth — with Bob Companion rolled out feature by feature.

HiBob implementation

We also implement ADP Workforce Now, Dayforce and Workday when you have already chosen one. See a rescue we ran on ADP.

The short answer

Rippling if you want HR, payroll, IT and device access in one system, if you are exiting a PEO, or if you run several entities. HiBob if your people team is the primary user and compensation, analytics and employee experience are where the work is going — typically from around 100 people upward.

Still decidingRippling vs HiBob, written by a firm that implements both, every week. Module by module, with the cases where we would talk you out of each one.
Getting there from here

The routes we run most.

Most companies do not arrive on a blank slate. These are the moves we are asked for most often, each with the sequence written down.

Gusto → Rippling

What actually breaks when companies do this themselves, and the week-by-week playbook we run instead.

Read the playbook

PEO exit

A window fixed by your notice period and your plan year. The work is not hard — the sequence is.

Read the playbook

BambooHR → Rippling

What a split HR-and-payroll stack quietly costs you, and the ~45-day sequence that closes it.

Read the playbook
Start here

20 minutes. No deck. No pitch.

You talk. We map what you’re running and where to start. The fixed quote follows the call, in writing.

Book 20 minutesSee the services