ChartHop Pricing Plans 2026: Which Plan Is Right For You?

Key takeaways

• ChartHop pricing uses a modular model: the first basic module costs $8 per employee per month, and each additional module costs $4 per employee per month.
• The plan, which includes core modules, requires a minimum annual contract size of $9,000, with a one-time implementation fee filed separately.
• ChartHop Basic costs $2 per employee per month, with no minimum contract size and no implementation fees, making it a flexible entry-level option.
• ChartHop brings together all employee, people and HR data into a unified platform, replacing multiple HR systems and enabling teams to make data-driven decisions.
• The platform provides visibility into organizational charts, compensation workflows, headcount planning, and performance cycles, meeting the evolving needs of businesses and global organizations.

Chart Hop Review

This section will help you understand what ChartHop is and how its key features can benefit your business.

What is ChartHop?

ChartHop is a people operations platform that enables HR teams and leaders to centralize employee data, streamline workflows and visualize organizational charts in real time. Instead of relying on fragmented tools, spreadsheets, or multiple systems, ChartHop brings essential HR processes into a single, unified platform. It increases clarity around team structure, compensation insights, people metrics, and operational forecasting, helping organizations move from reactive HR tasks to proactive, informed planning.

ChartHop is designed for companies looking to strengthen their HR software, increase visibility, and leverage connected business data to inform strategic decisions, rather than relying on disjointed systems.

Basic features and functionality

Here are the key features that work together to simplify processes, centralize people data, and transform disjointed HR workflows.

Identification of the employee

ChartHop supports systematic recognition, ensuring that achievements and milestones are visible across the organization, thereby improving visibility and morale.

Employee reward programs

Teams can streamline raises and promotions using automated, branded compensation letters that capture employee data and present it in clear, consistent templates, making reward communications more transparent and effective.

Employee incentives

Organizations can support fair reward decisions by managing incentive changes transparently, with budget context and reviewing available history during compensation negotiations.

Integration with popular platforms

ChartHop integrates with payroll, ATS, and collaboration platforms, eliminating duplication and manual updates. ChartHop’s integration capabilities help HR teams maintain consistent employee data across multiple systems.

Automation for milestone celebrations

ChartHop automates key lifecycle events, such as birthdays and onboarding checkpoints, through dashboard and calendar visibility, thereby reducing manual management efforts.

Strong reporting and data visibility

ChartHop provides dashboards that show trends, offer historical views, provide forecasts, and use AI-powered insights to support data-driven decisions. This includes visibility into engagement data, role changes, and compensation history.

ChartHop Plans and Pricing: A Detailed Review

Here is the pricing structure as it appears on the ChartHop pricing page:

• First Basic Module: $8 per employee per month.
• Additional core modules: $4 per employee per month.
• Minimum contract size: $9,000 per year.
• Implementation Costs: One time implementation fee is stated separately.
• ChartHop Basic: $2 per employee per month, with no minimum contract size or implementation fees.

Pricing depends on organization size, features selected, and specific business needs rather than a fixed tier structure. Companies can choose and combine core modules based on their needs. This modular approach lets ChartHop users add functionality as needed, without paying for features they don’t use.

Chart Hop core modules

Below, we provide a comparison of ChartHop’s core modules:

This connected structure helps HR and finance teams use the same organizational chart and business data. This ensures that they are involved in planning, compensation, engagement, and headcount planning. It replaces separate spreadsheets and disparate systems. With ChartHop, users can make unified, data-driven decisions.

Charthop use cases

Organizations turn to ChartHop when they need to improve visibility, integrate people data, and support strategic workforce planning. Key use cases include:

• Replacing multiple HR systems and spreadsheets with a single, unified data source.
• Gain visibility across global, distributed teams and organizational structures.
• Modeling future employment needs with accurate headcount planning.
• Using dynamic, interactive organizational charts instead of static diagrams.
• Supporting leaders with strategic planning tools that develop business needs.
• Enhance collaboration between HR and finance teams with scenario-based budgeting and shared transparency.
• Integrating engagement data, compensation information, and performance reviews into one platform.

Pros and cons of using ChartHop

Occupation

• Integrates multiple systems into a unified platform.
• Modular pricing allows scaling based on usage and business stage.
• Powerful visual tools for organizational charts and planning.
• Robust reporting that helps teams uncover trends.
• Integrates well with HR and Finance workflows.
• Supports structured performance and payment processes.

Cons

• For very small teams the minimum contract size may be too high.
• There is an onboarding process, and implementation costs are estimated separately.
• As you add more modules, complexity increases, so changes require internal support.

How to decide which plan is right for you?

Choose the right plan by considering the following:

• Company size relative to minimum contract size.
• How many core modules are needed immediately, and which are needed later?
• Integration across HR teams is required.
• Does the visibility and planning outweigh the cost of cheap tools?
• Centralization is essential for employee data, engagement, compensation, and headcount planning.
• Prepare for structured processes in place of manual workflows.

For organizations with rapid growth or distributed structures, ChartHop’s flexibility and visibility likely justify the investment. If you still haven’t found what you’re looking for in a workforce management platform, that’s okay. There are plenty of other options out there, and we’ve rounded up the top ones in our workforce management software directory. There, you can compare the ones that suit you and make an informed final decision based on prices, features and reviews.

References

Chart Hop

ChartHop Reviews – Pricing, Pros/Cons, User Reviews

ChartHop Software Review 2026: Features, Integrations, Pros & Cons

G2 – Chart Hop

ChartHop’s HR Analytics Solution (Review) – 2025

Vendor – Charthop

ChartHop – Compensation Reviews

Frequently Asked Questions About Charthop Pricing