HR software for mid-sized companies
about 100 to 500 people
This is the size at which almost every company switches systems, and also where a wrong choice costs the most. Between a hundred and five hundred people, manual control does not fail all at once: it demands more and more attention to deliver the same result.
What changes at this size
The classic symptom at this size is two spreadsheets of the same thing, kept by different people, that disagree. Nobody made a mistake: each one was updated with whatever information reached its owner first. The problem is structural, and more discipline will not make it go away.
This is also where the first HR team with more than one person appears, and with it a new question: who owns each piece of data. When two people can change the same record with no trace of who changed it, trust in the number drops before the number is even wrong.
On the management side, managers start reviewing teams that HR does not know up close. That makes calibration necessary, because the same scale used by ten different managers stops being comparable, and comparing ratings across teams without calibrating them creates visible unfairness.
And audits stop being hypothetical. At this size a company usually deals with health and safety rules, often with a health and safety committee whose meetings and actions need records, with harassment prevention policies that call for a confidential reporting channel, and with a hiring volume that turns any documentation gap into a recurring problem instead of a one-off.
Signs your current controls have stopped working
None of them is the fault of whoever is in charge. They are what happens when the process outgrows what the current tool can support.
Two spreadsheets of the same thing disagree
Each team keeps its own, updated with whatever arrived first. Nobody made a mistake, and the numbers still do not match.
Nobody knows who changed what
A record changed, it differs from what someone remembers, and there is no trace of who changed it or when.
Managers use the same rating with different meanings
One saves the top rating for exceptional work, another gives it to anyone who delivers what was agreed. Comparing teams becomes unfair.
The cycle ends and nothing happens next
The review turns into a report, the development plan never leaves the page, and participation drops in the next round.
Consolidating data takes longer than analyzing it
Most of the effort goes into gathering and checking spreadsheets, leaving little time to decide anything with the result.
Where to start
This is not the right order for every company, but the one that usually solves things fastest at this size. The final test is which process takes the most time today and which one has outside consequences if it fails.
- 01Performance Review
It is where the lack of a single source shows most at this size. A cycle with self, manager and peer reviews plus consensus, and calibration across managers, solves the comparability that spreadsheets cannot sustain once there are ten or more reviewers.
- 02Training
Volume turns evidence into a recurring problem, not an occasional one. A matrix by role and risk, digital attendance and expiration tracking move the work from reactive to managed.
- 03Surveys & Forms
At this size there are finally enough people for team-level results to preserve anonymity, which makes surveys trustworthy for the first time. Before that, the answers tend to be too polite to be useful.
All 14 modules and what each one does are on our HR software page.
Frequently asked questions
Which module should a 300-employee company start with?
There is no single answer, and be wary of anyone who gives one without asking questions. The practical test is which process takes the most consolidation time today and which one has outside consequences if it fails. Companies exposed to health and safety rules usually start with training; companies with a review cycle already in place and managers rating inconsistently usually start with performance reviews.
Will we need to switch systems when the company doubles?
It is the question that saves the most money at this size, because switching systems midway costs more than the difference in monthly fees that drove the original choice. Ask any vendor what changes when headcount doubles: user limits, pricing tier changes, features only available in higher plans, and what happens to the history already recorded.
How does it work alongside the payroll system we already use?
Payroll is a specific, heavily regulated area, and it is common to keep a payroll system and use a separate platform for everything else. RHTECH does not run payroll, so yours stays where it is. What decides whether the combination works is not having to maintain the people records twice. Treat that as a requirement in the proposal, not as a topic for after signing.
How long does implementation take at this size?
RHTECH plans implementation for up to 15 days, and what affects the pace most is the state of your data and your internal decisions, not the system. Companies that already know their department structure, who reports to whom and where their documents are move fast. What usually causes delays is discovering, mid-import, that the real org chart is not the one on paper, and that is the company's work, not the vendor's.
Other company sizes
A 15-day trial answers the question of where to start
Tell us your headcount and the process that hurts most today, and we set up the trial with the modules that should come first.
Try RHTECH for 15 days
Tell us about your company and which modules you want to try. Our team sets up your trial and follows up by email, with support in English.
- Trial set up for the modules you choose
- Support in English
- Pricing per active employee, quoted for your company