By headcount / hris for 100 employees cost

HRIS cost for 50-150 employees

For a 100-employee SaaS, the 3-year HRIS TCO at default Payroll + ATS + Performance modules runs $70,000-$210,000 depending on vendor choice. Rippling, BambooHR, and Gusto cluster within 20% of each other; HiBob runs a 30-50% premium; Justworks runs a meaningful premium because the PEPM includes PEO benefits aggregation. Implementation budget should be $3,000-$12,000.

3-year TCO at 100 employees, Payroll + ATS + Performance

Vendor	Eff. Y1 PEPM	Year 1 total	3-year TCO	3-yr PEPM eq.
Rippling	$27.00	$40,150	$117,081	$32.52
BambooHR	$23.00	$29,850	$95,383	$26.50
Gusto	$25.00	$30,588	$102,996	$28.61
HiBob	$27.00	$37,150	$114,081	$31.69
Paylocity	$29.00	$43,800	$126,429	$35.12
Justworks	$97.00	$116,400	$392,780	$109.11

Modules: Payroll $6 PEPM + ATS $4 PEPM + Performance $3 PEPM = $13 PEPM module load on top of base.

Which vendors win at 100 employees

Rippling, BambooHR, and Gusto all win on 3-year TCO for default-module deployments. HiBob is the premium option when culture and surveys drive the decision. Justworks wins when the PEO benefits aggregation is worth the headline-PEPM uplift. Paylocity is the dark horse when ATS depth is the binding feature.

Realistic modules for a 100-person SaaS

Core HRIS (org chart, directory, time-off)
Payroll (US multi-state, single payroll provider)
ATS (Recruiting workflow, hiring stages, candidate pipeline)
Performance (cycle-based reviews, goal-tracking)
Benefits Admin (optional, depends on broker arrangement)
Time Tracking (optional, depends on hourly headcount)

Implementation budget

$3,000-$5,000 for Rippling Core + Payroll. $0-$2,500 for BambooHR Pro + Payroll. $0 for Gusto Plus (self-serve). $3,000-$8,000 for Paylocity full Talent stack. Plan for $5,000-$10,000 implementation as a safe central estimate for a 100-person SaaS regardless of vendor choice.

Year-2 renewal uplift reserve

At 12% default uplift, a $120,000 year-1 subscription becomes $134,400 in year 2. Reserve 15% of year-1 subscription as a budget buffer for year-2 renewal. Negotiate a 5-7% cap into the year-1 MSA if at all possible.