HRIS implementation that holds.

A fixed project, from $25k for teams of 25 and up — the floor scales with your headcount from there. Entity count, the condition of your data, and the timeline decide where it lands. You get one number in writing before anything starts, and it does not move afterwards. Every number, shared in full on our first call. Smaller than 25? Reach out.

Live in ~45 days from kickoff for most builds, and as fast as 2 weeks for single-entity builds with clean data. Multi-entity, multi-state, or a payroll history rebuild takes longer. You get the honest estimate on the first call, before you commit to anything.

Usually three things: historical payroll that never fully exports, benefits elections that have to be re-keyed against carrier files, and permissions recreated from memory instead of design. We reconcile the first, verify the second with your carriers, and design the third before anything goes live.

Rippling if you want HR, IT, and payroll in one system, or you are exiting a PEO. HiBob if the people team is the primary user and analytics, compensation, and culture matter more than device management. We implement both, and our fee is set by your headcount band — identical on either platform — so the recommendation is about fit, not a sale.

They configure their software, and that part they do fine. What they don't do is decide how your company works first — approval chains, which records are the record, the permission architecture the AI layer inherits — or stay after go-live to run what they set up. Their job ends at launch; ours starts before it and continues after. And our fee is set by your headcount band, identical on either platform, so nothing pushes us toward the defaults.

Your HRIS becomes the source of record and the rest of the stack reads from it. Rippling and HiBob are our primary platforms, and we regularly connect them to identity providers, ticketing, finance systems, and your ATS. We map every handoff first, build it, then document what talks to what.

Hypercare through the first full payroll cycle, then a choice. Some clients take the documentation and run the system themselves. Most move onto a managed operating cadence with us: payroll close, benefits changes, reporting, and a ticket desk with response targets we publish.

Then we fix what you have. A rescue starts with an audit of permissions, data, and the integrations nobody documented. Sometimes the answer is a rebuild inside the same platform. Sometimes it is smaller than you feared. We tell you which before you spend anything.

Because the AI answers from whatever it can see. A permission structure that was defaulted rather than designed used to produce a reporting annoyance. It now produces a manager who can ask a chatbot for salaries. Clean data and designed permissions stopped being hygiene and became the control.