Count what they pay for. Then show them one platform.
Set the headcount, add the systems they already run, and the saving builds itself as you talk. Every price is editable — the moment they tell you a real number, type it in.
200 employees · their stack today vs one October platform
Everything they pay for. One list.
Add every system they already pay for. Nothing is required — leave a category empty if they don't have one. Every price is editable: type over any figure the moment they tell you the real one.
Half this market publishes nothing. Where a vendor has no public price, this tool carries an — an educated assumption anchored on peer pricing, a published minimum or a buyer-reported median. Never read one out as their cost: ask what they actually pay, and type it in.
October People does not replace payroll — it integrates with it. This cost stays on both sides of the comparison.
October integrates via Leave Management (free) · Payroll Integration
Nothing added — they don't have this, or you haven't asked yet.
What it costs them. What October costs.
What each category costs them now, and the October module that absorbs it.
| Category | What they run today | Their cost / mo | What October does with it |
|---|---|---|---|
| Add their systems above and this table fills in. | |||
Where every number comes from. And what it is worth.
Read this before you quote from it. Each row is badged so you always know how much weight a number deserves.
- The price is on the vendor's own pricing page. Solid ground — you can say it out loud.
- From a reseller, review site, analyst median or a vendor “starting at” figure. Directionally right, not exact.
- The vendor publishes nothing at all. This is an educated assumption, and the reasoning is written on the row — peer pricing in the same category, a published minimum spend or seat floor, or a buyer-reported median. Never present an estimate as their cost. Say “companies your size typically pay around X for this — what are you actually on?” and then type in their answer.
- Where the estimates come from. They are anchored, not invented. The four SA EAP providers sit in the R30–R50 per-employee band that a published SA provider comparison attributes to legacy EAP contracts; Betterworks is inferred from its own promotional $1/user/month first-year-on-a-3-year-deal rate, which implies list well above that; Docebo and LearnUpon are placed against TalentLMS and 360Learning, whose prices are published; Workday is placed above the mid-market tools because it publishes no pricing page at all. Two figures circulating in this market are deliberately excluded because they fall apart on inspection: Leapsome's “$199” (a hidden placeholder value in their page markup) and Vantage Circle's “$2.69” (login-walled source).
- Real prices are usually lower. List price ignores negotiated discounts, bundling and multi-year terms. Treat the stack total as an upper bound and say so on the call.
- VAT is inconsistent. SA vendors mostly quote excluding VAT (SimplePay, Sage HR, LeavePro, My HR Hub, Labourwise, Careers24); Pnet quotes including VAT. The VAT toggle applies 15% to the displayed totals, not to individual vendor lines.
- FX. Cross-currency conversion uses the rate above. The default 16.75 is the rate October's own public calculator uses, so October's figure here matches the calculator exactly.
- Per-unit vendors. Job boards (Pnet, Careers24), per-location tools (Homebase, 7shifts) and per-contractor products are priced per unit, not per employee — set the quantity on the row.
- Headcount ceilings. Several vendors only publish prices up to a limit (Ashby 100, LeaveBoard 81, Sage HR 250, Workleap 250, 360Learning 100). Above it the row is flagged and the price is an extrapolation.
- Recognition rewards budget is excluded. Bonusly, Guusto, Awardco and Achievers all charge rewards at face value on top of the platform fee. Add it as a custom line if the prospect funds a budget.
- Wellbeing. October Health is priced separately from October People and is not published — add it in the rail if wellbeing is in scope.