ChartHop

ChartHop joins your people data for planning and analytics, and posts no price online today

One set of records, AI that follows access rules, and an org chart on day one

ChartHop’s strengths come from keeping everything on one model, and they are worth weighing against the limits that follow.

Planning can be overwritten, and the terms limit what you can claim

Each point below changes what you can rely on once you have signed, so settle them before the contract. They cover where ChartHop stops and what its terms allow.

It suits teams that keep their payroll provider and want planning on top

Fit depends on where your data lives today and what you want to do with it. ChartHop suits you if you keep your payroll provider and want planning and analytics on top. Payroll data then syncs in automatically. It also suits you if you want one product to replace your HR system and the spreadsheets around it. Its HRIS option covers records, onboarding and time off.

Hundreds of companies use ChartHop, from small businesses to large enterprises. The customers it quotes range in size. Starburst had close to 188 people in February 2021. InVision had about 200 in May 2017. Two quoted reviews mention organisations of more than 600 and more than 700 people. Ask ChartHop for a customer near your own headcount and sector.

One unnamed software company reports that ChartHop saves up to 8 to 10 hours a week on manual data pulls. It also reports that ChartHop replaced the need for a dedicated HR analyst. It values that at $90,000 a year, using the national average for total pay. Treat that as one company’s estimate and run your own sums.

April prices started at $5 per employee, and ChartHop’s documents differ on keeping your data

You need a price before you ask for a proposal, and none is posted online today. In April 2026, ChartHop Core cost $5 per employee per month. ChartHop prices per employee per month, billed yearly, and Core is a complete product on its own. Core included people analytics and dashboards, AI insights and Ask ChartHop. It also included the org chart, employee profiles, the map view and the company calendar. Headcount planning, HRIS, compensation and performance each added $4. Engagement and goals each added $3. In April, volume pricing was available, and enterprise customers got dedicated support and flexible pricing on contact.

Here is a worked example. Core plus headcount planning plus compensation comes to $13 per employee per month. That is $1,300 a month for every 100 employees, billed yearly. Core plus all six add-ons comes to $27, or $2,700 a month for every 100 employees. These are April 2026 list prices. Today ChartHop prepares a proposal after a visitor answers three questions.

The April list gave prices for Core and the six add-on products above. Ask for a price for AI Pro in your proposal, because AI Pro is an add-on priced separately. Ask for a price for ChartHop Basic too. Basic has an org chart, a data sheet, a map and several ready-made dashboards. It syncs one payroll system only. Ask how many implementation hours the price includes. Help beyond the agreed hours is billed at ChartHop’s then-current hourly rates.

How long you are tied in, and what happens if a payment is late, both sit in the terms. Under ChartHop’s standard terms, the agreement lasts until 90 days after all order form terms expire. Each order form sets its own initial term and renewal terms. Invoices are payable in US dollars within the number of days set in the order form. Customer data may be irretrievably deleted if an account is 90 or more days behind on payment.

Leaving is where ChartHop’s own documents differ. Under its standard terms, ChartHop keeps all customer data for six months after the agreement ends. That lets you refer to it. Under its security statement, ChartHop keeps data for up to one year after termination and then hard-deletes it. Under its privacy policy, ChartHop deletes identifiable customer data one year after termination, or earlier on request. It also deletes the change log when a customer terminates. ChartHop lets you take your data out through its API or an export, and deletes immediately on request. Ask which period applies to you, and get it in your order form.

Nine questions for the demo

1. Is AI Pro available to our account today, and what does it cost? Good answer: Yes, or a dated release plan, and a written price.
2. How do we merge a planning scenario so the next payroll sync does not overwrite it? Good answer: A named step in our set-up, tested on our own payroll data.
3. Which of the links we would use are Alpha or Beta? Good answer: A list of our links, each with its release stage.
4. Can our data be held outside Virginia? Good answer: A named region, written into the order form.
5. After we leave, do you keep our data for six months or one year? Good answer: One period, written into the order form, with deletion confirmed in writing.
6. How long can we keep the activity logs and AI audit trail? Good answer: A period we choose, longer than seven days.
7. Who sees pay data, including managers and anyone with a live spreadsheet sync? Good answer: A written access map, and a way to switch off live spreadsheet syncs.
8. When is the latest SOC 2 Type 2 report dated? Good answer: A recent report we can read before we sign.
9. Will you remove the right to name us as a reference? Good answer: Yes, written into the order form.

Alternatives to ChartHop

The alternatives are Visier, One Model, Orgvue and BambooHR, or buying nothing. They split by what you want the product to own. Our comparison of these products puts them side by side.

Visier builds one workforce model across the systems you run, as ChartHop does. It documents several pre-built connectors as Beta, including those for BambooHR and Dayforce. So the question you put to ChartHop about links still in test applies here too. Visier also sells workforce planning, and custom plan models may be added with the purchase of a customisation pack. Ask what planning costs once you add those.

Choose One Model if your data sits in many systems and you want it brought into one governed model. It takes in HRIS, hiring, payroll, engagement, performance and finance data. It sells three editions, and each one is quoted on request. Choose Orgvue if restructuring and position planning are the job. Orgvue calls itself a workforce transformation platform. Its Position Planning product reviews position structures against budgets and plans. Its Strategic Workforce Planning product models future supply and demand. Henshaw is Orgvue’s suite of AI capabilities. Henshaw Roles and Henshaw Assistant were in early access in December 2025. Henshaw Assistant entered a phased general release in January 2026. Under Orgvue’s Henshaw addendum, beta functionality is free and fees may be introduced at general availability. Put the same pricing question to ChartHop about AI Pro.

Choose BambooHR if you already run it. Its custom dashboards and analytics come only inside the Elite package and are not sold as an add-on. Buying nothing is the last option. Compare what your payroll and HR system already report before you spend. To see what to check first, read our guide for companies whose HR system has analytics. For the whole market, read our people analytics guide.