HiBob

How Much Does HiBob Cost?

HiBob charges companies on an monthly or quarterly subscription basis. HiBob recently increased their prices and the software fees can cost between $16 and 25 PEPM.

Additionally, HiBob does charge a nominal implementation fee to clients to get started. This fee is typically ~10-20% of the annual software fees.

It is important to keep in mind that HiBob does not offer a payroll or benefits administration module, so these costs are not exactly comparable with a 'full suite' HRIS & Payroll system.

What Modules Are Included with Hibob?

• HR / Employee Files
• Time & Attendance (limited)
• Onboarding
• Performance
• Comp & Succession
• Engagement

HiBob is what we consider a 'wraparound HRIS'. They provide robust functionality for performance management, engagement, employee onboarding and employee management. However, they require a 3rd party for payroll, benefits and recruiting.

See How HiBob Stacks Up: Interested in how HiBob compares to the competition on cost, features, and more? Visit the HRIS Marketplace for a side-by-side comparison.

Who is HiBob?

HiBob was founded in 2015 in Israel and has since grown to almost 600 employees with over $200M in funding. They now have offices in London, New York City and Australia and work extremely well for multinational companies. As many buyers were looking to bolt on best-in-class performance and engagement tools to their HRIS, Hibob decided to build those features as the core of their product offering.

What Sized Companies Fit HiBob Best?

HiBob is considered an SMB HRIS, which means the system works best for companies with between 50 and 500 employees. SMB solutions are designed to cover some, but not all HR needs with some gaps to be filled in by 3rd party solutions. SMB solutions are typically more user-friendly and more modernly designed than other vendors. Additionally, they are typically built with integrations in mind and have open APIs. A solution like HiBob usually takes 6-8 weeks to implement and requires a bit of configuration work from the administrator. SMB solutions tend to have limited rules engines and custom workflow tools, which can limit how scalable they can be.

Pros and Cons of HiBob

Strenghts of HiBob

• HiBob takes a very employee-centric approach to their HRIS by putting engagement, recognition and performance at the center of the platform.
• Companies can save money by bundling these functions with HiBob rather than using a 3rd party like Culture Amp, 15Five or Lattice
• Due to HiBob’s focus on employee engagement and broad scope of tools, they can generate insightful reports that can help show executives the health of their employee population
• HiBob offers a thoroughly modern user interface that appeals to a younger workforce and is easy to navigate.
• HiBob has a robust integration marketplace that includes some of the leading point solutions across the payroll, global EOR, ATS and LMS segments
• HiBob is designed for global organizations and offers quality language support, localization and HiBob has offices in the US, Australia, the UK and Tel Aviv

Concerns with Hibob

• HiBob does not provide payroll or ben admin modules, so there wouldn’t be an opportunity to utilize the platform as a truly end-to-end HRIS solution
• However, HiBob has prioritized deep integrations with ADP and Paylocity for US payroll and they have many global payroll & global EOR partners too
• HiBob is also lacking a recruitment module and would require a 3rd party ATS
• Compared with some other global HRIS solutions, like SagePeople or Workday, HiBob can have some limitations in the configurability of processes, roles and workflows
• HiBob has recently increased their prices and isn’t the budget option they once were