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Human Resources Businesses for Sale

When an HR platform handles daily hiring or scheduling for a hospital system or school district, clients who've built their workflows around the product rarely want to switch it out.

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10

New This Month

36

Active Listings

$2.3M

Median Asking Price

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Featured Human Resources Businesses

Showing 25 of 36 listings

Faculty Credentialing & Management EdTech Business

Provides a comprehensive software platform for higher education institutions specializing in faculty credentialing, course evaluations, and student assessments, with features like contract tracking, scheduling, pay management, accreditation reporting, and custom analytics.
Price$1.1M
Revenue$973.2K
SDE$611.9K

Labor Consultant Company

Provides full-service labor and employee relations consulting, leadership training, diversity programs, audits, and HR consulting to educate workers on unionization downsides and sustain employer-employee relationships.
Price$5.8M
Revenue$4.2M
EBITDA$1.3M

Remote Workforce Staffing Firm

Specializes in data strategy, business intelligence, analytics, and AI-driven solutions, providing workforce placement and staffing support services to companies with data and IT needs.
Price$1.1M
Revenue$1.3M
SDE$292.7K

Medical Staffing Company

Offers innovative staffing solutions for hospitals in New England and across the country using high-quality local healthcare workers, including physicians, nurses, and various medical technicians, with 95% recurring contract-based revenue.
Price$4.7M
Revenue$7.2M
SDE$930.5K

Corporate Incentives and Rewards Program Platform

Provides custom corporate incentive and reward programs, including meeting recognition, events, and incentive travel, to improve employee engagement and retention for mid-sized companies, enterprises, and nonprofits across industries
Price$2M
Revenue$9.8M
SDE$350.5K

E-learning / Training Solutions Business

Provides custom digital learning solutions and learning talent services to organizations across various industries in the US, with clients like Estee Lauder, the FDIC, and Pfizer.
Price$400K
Revenue$650.1K
SDE$222K

Marketing Consulting Firm

Provides creative solutions for market intelligence, marketing strategies, diversity & inclusion, and talent management to other businesses, generating revenue on a per-project basis and through occasional speaking fees.
Price-
Revenue$500K
EBITDA$400K

Consulting Business

Offers consulting and staffing services to enhance performance by navigating challenges, streamlining operations, and driving transformation for organizations across various sectors.
Price$3.8M
Revenue$3.3M
SDE$768.3K

Professional Staffing and Recruiting Firm

Specializes in tailored recruitment solutions for financial services and non-clinical healthcare placements, serving clients like Allied Business Solutions and Liberty Mutual Insurance in Florida, Illinois, and Texas.
Price$950K
Revenue$2.8M
SDE$337.9K

Virtual Assistant Business

Offers remote administrative, operational, and strategic virtual assistant solutions with personalized client-matching, security, and professional development, serving business owners and professionals through retainer-based and hourly fees.
Price$75K
Revenue$201.3K
SDE$22.3K

Leadership Consulting Business

Provides research-driven leadership consulting, executive coaching, and culture and talent optimization programs for organizations of all sizes, with primarily project-based fees plus annual assessment subscriptions
Price$3.5M
Revenue$3.2M
SDE$640K

Virtual Training Software

Provides an AI-based SaaS platform for building virtual training simulations, focusing on applications for healthcare, edtech, and corporate training with growth potential in the energy, manufacturing, and government sectors.
Price$5M
Revenue$477.7K
EBITDA$0

Medical Leave Administration & Management

Specializes in managing medical leave for employees, offering services like case review, FMLA tracking, short-term disability management, and coordination of state leave for businesses with 350 to 25,000 employees.
Price-
Revenue$820K
EBITDA$270.6K

Technical Recruiting and Staffing Firm

Specializes in connecting skilled engineering professionals with leading New England companies in industries like medical device and aerospace, offering contract, contract-to-hire, and direct hire staffing solutions.
Price$2.3M
Revenue$2.6M
SDE$400.3K

Staffing & Consulting Firm

Provides international recruitment, workforce solutions, and strategic consulting services across industries like healthcare, information technology, finance, retail, and manufacturing.
Price$5M
Revenue$4M
EBITDA$800K

Corporate Social Responsibility / Team Building Business

Organizes philanthropic team-building experiences for corporations, connecting them with charitable causes through various event formats and serving major clients such as Google, Apple, and Microsoft.
Price-
Revenue$4.9M
EBITDA$920.7K

Staffing Company

Provides technical staffing and recruiting, including staff augmentation and project-based services across it, engineering, hr, accounting, and finance roles for clients ranging from start-ups to fortune 500 vms and msp programs
Price$2.5M
Revenue$1.6M
SDE$502.8K

Specialized Commercial / Industrial Services Recruiting Firm

Specializes in recruiting for the elevator industry, serving manufacturers, service providers, installation and maintenance companies, and other industrial businesses with transactional revenue from placement fees.
Price$1.3M
Revenue$703.5K
SDE$400.6K

Staffing Business

Provides temporary, temp-to-perm, and direct hire placements, payroll, project management, and full HR administration services, and connects job seekers in various sectors to local business and major enterprise employment opportunities.
Price-
Revenue$5.4M
EBITDA$257.1K

Executive Recruitment Company

Specializes in executive-level sales leadership recruitment for tech and fintech industries, connecting top sales and business development leaders with companies ranging from seed-round startups to public entities, with notable clients like Affirm, PayPal, Datadog, and DoorDash.
Price-
Revenue$800K
EBITDA$750K

Recruitment / Applicant Tracking Software Business

Provides cloud-based recruitment software solutions with applicant tracking, resume reformatting, recruitment CRM, job broadcasting, customizable workflows, analytics, and team collaboration tools for staffing agencies.
Price-
Revenue$200K
EBITDA$100K

Workforce Management Company

Specializes in workforce management and staffing solutions, offering intermediary services, customized strategies, drug and alcohol testing, and vendor management systems for clients across industries in the US and Canada with recurring revenue from contract-based agreements.
Price-
Revenue$2.4M
SDE$350K

Leadership E-Learning Content Provider

Creates high-impact leadership courses and micro-learning videos with licensed content for global e-learning providers, generating 85% of revenue from recurring royalty-based partnerships and 15% from direct sales.
Price$1.5M
Revenue$453K
EBITDA$230K

Workplace Mental Wellness Business

Delivers onsite and virtual wellness experiences globally, connecting organizations with vetted industry experts and integrating wellbeing into workplace culture through customized wellness programs.
Price$2M
Revenue$1.6M
SDE$491.4K

HR SaaS Platform

Provides AI-powered talent management solutions for mentoring, coaching, alumni management, career transition, and predictive people analytics, supporting employee development, workforce planning, and diversity initiatives for organizations globally.
Price$3M
Revenue$532.3K
EBITDAN/A
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Due diligence

What to Look For

Practical guidance from hundreds of real acquisition conversations.

Annual contracts with renewal history

  • Ask for renewal rates over at least three years and look for consistency across client cohorts and product types.
  • Clients who pay upfront on annual contracts and renew year after year are the foundation of a durable HR business.
  • Dig into any periods of churn to understand what caused it. Strong recent renewals after any rough patches are a positive sign.
  • Ask what the current pipeline of upcoming renewals looks like and whether any large accounts are in active negotiation.

Clients who've built their workflow around the product

  • Ask how deeply the product is integrated into each client's process: is it a standalone tool or part of their core daily operations?
  • Clients who've rebuilt their hiring or scheduling workflows around the platform are the hardest to lose. Replacing the product means retraining staff and risking operational disruptions.
  • Find out whether clients use the product as their primary system or as an add-on to something else. Primary-system integrations carry much higher switching costs.
  • Ask whether any clients have tried to migrate away in the past three years and what happened.

Specific industry focus

  • Ask what specific regulatory or workflow requirements the product addresses that general HR tools don't handle.
  • HR companies that serve a defined vertical like K-12 staffing, healthcare hiring, or government compliance have built expertise that general-purpose platforms can't easily replicate.
  • Specialization tends to show up in pricing power and client retention — clients in regulated industries pay more for a product that genuinely understands their context.
  • A focused industry position also makes sales more efficient: the business knows exactly who it's selling to and why they buy.

Operations that run without the founder

  • Ask what typically requires founder involvement and what the team handles on its own for client onboarding, support escalations, and product delivery.
  • Documented processes for support and onboarding are a strong signal. If two people can manage support for hundreds of clients, that efficiency speaks to how the platform is built.
  • Find out whether account managers handle client relationships directly or whether the founder stays involved with key accounts.
  • A business with clear handoff documentation and a team that's handled a transition before is genuinely easier to take over.

Data privacy practices in order

  • HR platforms handle sensitive employee information: payroll data, performance records, and personal communications. Ask what data the business collects, how it's protected, and who has access.
  • Look for relevant certifications like SOC 2 or HIPAA compliance documentation if the business serves healthcare clients.
  • Ask whether there have been any data incidents in the past three years and how they were handled.
  • Buyers will ask about this in diligence. Getting a clear picture early saves time and helps you understand what, if anything, needs to be addressed before close.

Valuation

What Should You Expect to Pay?

3x-5x

SDE

Owner-operated with founder involved in sales and key accounts

5x-8x

EBITDA

With recurring revenue, documented processes, and team handling delivery

The spread mostly comes down to how much revenue renews automatically versus how much depends on the founder doing sales and account management personally.

What drives a premium

Annual contracts with strong renewal rates and upfront payment structure

Vertical specialization in healthcare, education, or government with deep workflow integration

Efficient support operations that scale without proportional headcount growth

Clients who have built daily hiring or scheduling operations around the platform

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FAQ

Human Resources Business Acquisition

What should I look for when buying a human resources business?

Client renewal rates are the first thing to understand. Ask for renewal data over at least three years and pay attention to whether clients have built their workflows around the product rather than using it as a peripheral tool. A specific industry focus, documented support processes, and a team that handles delivery without the founder are all things that make the transition to new ownership easier. Browse human resources businesses for sale on Rejigg to see current listings.

How much does a human resources business cost?

Most HR software and services companies sell for 3 to 8 times annual profit. Businesses with strong recurring revenue, specialized vertical focus, and high client retention sit at the higher end. Those with more project-based revenue or where the founder handles most client relationships land lower. Use our SBA loan calculator to model financing for different deal sizes.

How do I evaluate a human resources business before buying?

Ask for financials that separate recurring software revenue from one-time project work. Look at renewal rates by year and ask for a breakdown of client revenue concentration. Review the support and onboarding process to understand how much of it is documented versus dependent on the founder. Ask the team what they handle on their own and what gets escalated. Talk through data privacy practices, because buyers will ask about this in diligence.

What due diligence questions should I ask about a human resources business?

Ask what the client renewal rate has been over the past three years and what caused any significant churn. Ask what percentage of revenue comes from the top three clients. Find out how deeply the product is integrated into client workflows: is it their primary system or an add-on? Review data privacy practices and ask what certifications the business holds. Ask whether any major clients are up for renewal in the next 12 months.

Where can I find human resources businesses for sale?

Rejigg lists HR software and services businesses where you can review financials and connect directly with owners. No broker required to start a conversation. Browse human resources businesses for sale on Rejigg to see what's available.

How do I assess data privacy risk when buying an HR software company?

Ask the seller to walk you through exactly what data the platform collects, how it's stored, who has access, and what happens if there's a breach. Find out whether the business holds any relevant certifications like SOC 2 or HIPAA compliance documentation if it serves healthcare clients. This is an area where gaps tend to come up during buyer diligence, so getting a clear picture early saves time and helps you understand what, if anything, needs to be addressed before close.

How do I assess key-person risk in an HR business before buying?

Ask the founder to walk you through a typical week and list every task that only they currently handle. Then ask what would happen to each client relationship if the founder was unavailable for 30 days. Businesses with documented processes, trained support staff, and account managers who already own client relationships carry far less key-person risk. Even a small amount of transition preparation by the seller before listing makes a meaningful difference in how confident a buyer can feel.