The owner was adding staff across locations and using wage times 1.3 as a planning shortcut. That left a gap large enough to change cash timing and posting decisions. They needed a clearer hire model by role and state, without hiring a consulting firm.

Using Hiring Cost, they entered wage, state, role, workers comp class, benefits, PTO, equipment, onboarding, and overhead. Free, full, and itemized views showed which lines moved the total.

The challenge

One multiplier for every role ignored class codes and location differences. The estimate looked neat and understated the real load.

They needed side-by-side estimates before posting, not advice about whether to hire.

What they did

They ran Hiring Cost for each role and location, then compared itemized lines:

• Payroll taxes by state
• Workers comp by class code
• Benefits, PTO, equipment, and overhead
• Side-by-side role comparisons before posting

When useful, Pro saved scenarios for later revisits. Calculators stayed free.

The outcome

They had a clearer fully loaded range before posting roles. The model did not tell them what to do. It showed what their inputs implied.

They keep updating the same structure when benefits or locations change.

Seeing the fully loaded range before posting changed how we planned headcount.

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