![]() How do our processes efficiently scale?.What use cases does my payroll need to be able to support to get my organization to the next level? (multi-state, international, handling eligibility, etc).The main questions come down to the following: The next focus is to evolve both the administrative workflows and processes as well as the benefits program. No longer is it "just scrape by and survive". Census Bureau, firms with fewer than 100 workers accounted for more than 98% of employers in 2016.īut as companies get larger, priorities change. Where does this model break down? Arguably, the market for <100 employee companies is massive. Today, this ecosystem is thriving and highly competitive. In the old days, pre-Zenefits, companies called Professional Employer Organizations (PEOs) pooled small companies together to offer better rates on health plans, eventually bolting on other HR services, including payroll. It’s not typical to have an HR generalist until a company has 50 full-time employees. Administrative functions are handled by founders, co-founders, and office managers/recruiters. Under 100 employees: The All-In-One HR Tech Sweet SpotĪt this size, HR teams are at the bottom of their hierarchy of HR needs companies are really just trying to get off the ground. They retrenched and began targeting companies below 100. Some, like Zenefits, flew too close to the sun and got out of their comfort zone. So when does all-in-one make sense as a company, and who ultimately benefits? The last few years have seen a huge spike in all-in-one SaaS companies entering the HR space. The all-in-one HR tech space keeps heating up, with a seemingly insatiable appetite for platforms that take care of everything HR-from onboarding and payroll to benefits administration.
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