Why This Matters

Most workforce decisions get made without running the numbers first.

Hire 2 people in Q2 or wait until Q3? What's the cost difference?
Give 4% raises or 2%? How does that compare to what it costs to lose someone?
Convert contractors to employees? What's the real monthly delta?

💡 Your edge: The accountant who shows up with a model before the decision gets invited to every important meeting. Rippling charges for this — you're offering it free, for any client on any platform.

What scenario do you want to model?

Not sure where to start? — typical SMB hiring scenario. Update with your client's actual numbers.

Model the full cost of a planned hiring round — by role, timing, and ramp.

Current Headcount

New Hires Planned

Average Salary — New Hires ($)

Hiring Starts (Month of Year)

Benefits Load (% of salary)

Recruiting Cost per Hire ($)

Ramp Period (months)

Productivity During Ramp (%)

Compare multiple raise scenarios side-by-side against the cost of losing an employee.

Current Annual Payroll ($)

Total Employees

Employer Tax Rate (%)

Avg Replacement Cost (% of salary)

Used to compare raise cost vs. turnover cost

Model the financial impact of a workforce reduction — costs, savings, and break-even.

Positions to Eliminate

Average Salary — Affected Roles ($)

Severance Weeks per Employee

Reduction Effective (Month)

Should your client convert contractors to employees? Model the full cost comparison.

Number of Contractors to Convert

Current Annual Contractor Cost ($)

Per contractor — total paid including agency markup if applicable

Equivalent Employee Salary ($)

What you'd pay an employee to do the same work

Benefits Load (% of salary)

One-Time Recruiting Cost per Hire ($)

Workforce Scenario Modeler

Most workforce decisions get made without running the numbers first.

What scenario do you want to model?

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