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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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6

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48

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$2.0M

Median Asking Price

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Featured Human Resources Businesses

Showing 25 of 48 listings

Faculty Credentialing & Management EdTech Business

Higher education SaaS platform specializing in course evaluations and faculty credentialing with over 99% recurring revenue, 96% retention, and six-and-a-half-year average client tenure built on a white-glove support model competitors do not replicate.
Price$1.1M
Revenue$973.2K
SDE$445.3K

Medical Industry Well-Being / Mental Health Business

Healthcare consulting business specializing in workplace well-being, mental health, and nurse retention programming, generating $376k in SDE on $428k revenue in 2024 with over 85% margins.
Price$465.5K
Revenue$155.9K
SDE$76.3K

E-learning / Training Solutions Business

Over thirty years of custom digital learning solutions for Fortune 500 and federal clients, with a proprietary learning management system ready for SaaS conversion.
Price$400K
Revenue$517.8K
SDE$120.8K

Consulting Business

A 100% virtual consulting and staffing firm that scaled to $10.6M in annual revenue through word-of-mouth alone, with zero marketing spend and zero debt.
Price$3.8M
Revenue$3.3M
SDE$768.3K

Professional Staffing and Recruiting Firm

A staffing firm generating $2.8M in revenue with 53% average markups, long-tenured client relationships spanning up to 30 years, and an operations leader with over 30 years of experience running the business independently of the owner.
Price$950K
Revenue$2.8M
SDE$300.5K

Workplace Mental Wellness Business

A 100% virtual corporate wellness platform serving 300 employer clients per year through a vetted expert network, with preferred vendor relationships across health insurance brokers and carriers driving low-cost client acquisition.
Price$2M
Revenue$1.6M
SDE$455.2K

Corporate Incentives and Rewards Program Platform

Over twenty-five years of enterprise client relationships in incentive travel and rewards, with approximately 90% of revenue from recurring programs under master service agreements with major national brands in the beverage industry.
Price$2M
Revenue$9.8M
SDE$96.7K

Marketing Consulting Firm

Certified minority-owned DEI consulting firm generating 60-70% SDE margins on $500k revenue with 70% repeat clients among Fortune 500 firms, operated at just five hours per week with no active prospecting.
Price-
Revenue$500K
EBITDA$400K

Virtual Assistant Business

US-based knowledge process outsourcing firm with recurring retainer revenue from virtual assistant placements, operated part-time with a newly built proprietary training course and independent contractor workforce.
Price$75K
Revenue$201.3K
SDE$15.3K

Leadership Consulting Business

Nearly nineteen years of client relationships, a tenured seven-person core team, and a 30-contractor delivery network generate $2.9M in annual revenue across leadership development, executive coaching, and behavioral assessments.
Price$3.5M
Revenue$2.9M
SDE$630K

Staffing / Workforce Solutions Business

Staffing and workforce solutions firm with $6.4M in 2024 revenue, core client relationships averaging 10 to 12 years, and a balanced mix of transactional staffing income and recurring long-term contracts across manufacturing, light industrial, logistics, and office personnel sectors.
Price$750K
Revenue$4.9M
SDE$202.7K

Specialized Commercial / Industrial Services Recruiting Firm

Niche recruiting firm serving the elevator industry generates $25k in monthly recurring revenue through partnership fees, with a remote operating model and over a decade of industry specialization.
Price$1.3M
Revenue$725K
SDE$350K

Virtual Training Software

AI-powered SaaS training platform with recurring license revenue, a library of healthcare micro-simulations, and a self-authoring environment that lets clients build their own training modules in minutes.
Price$5M
Revenue$1M
EBITDA$500K

Staffing Company

Technical staffing firm generating over $800k EBITDA on $3.4M revenue in 2024, with over a decade of operating history and recurring client relationships across IT, engineering, HR, accounting, and finance.
Price$2.5M
Revenue$1.6M
SDE$502.8K

Healthcare Staffing & Recruiting Services Provider

Healthcare executive recruitment firm with over 2,000 facility contracts covering more than 10% of the national skilled nursing market, a 100,000+ candidate database, and a 15-person team that operates independently of ownership.
Price-
Revenue$2.4M
SDE$438.5K

Technical Recruiting and Staffing Firm

Engineering staffing firm with over fifteen years in the New England market, a 20,000-candidate database, and two-thirds recurring contract revenue placing embedded software, electrical, mechanical, manufacturing, test, and quality engineers for product companies.
Price$2.3M
Revenue$2.6M
SDE$438.7K

Medical Leave Administration & Management

Fully remote medical leave management firm with 100% client retention, 50+ accounts, and $270.6k in EBITDA on $820k revenue — operated by the owner one day per week.
Price-
Revenue$820K
EBITDA$270.6K

Recruitment / Applicant Tracking Software Business

Cloud-based recruitment software platform with 100% recurring SaaS revenue, 50% EBITDA margins, and 10x revenue growth over four years.
Price-
Revenue$200K
EBITDA$100K

Corporate Social Responsibility / Team Building Business

Philanthropic team-building and CSR events business with 77% repeat revenue from Fortune 500 clients, a 200+ experience catalog, and a fully automated operating model requiring no daily owner involvement.
Price-
Revenue$4.3M
EBITDA$704.6K

Corporate Wellness / Performance SaaS Platform

Workplace ergonomics and risk-reduction platform with proprietary AI-powered software serving 150,000 active users across six Fortune 500-caliber clients with 100% retention over the past decade.
Price-
Revenue$6M
SDE$2M

Executive Recruitment Company

Partners-only retained search firm placing executive-level sales leadership across tech and fintech, generating $800k in revenue at 94% EBITDA margins with over 20 years of candidate and client relationships.
Price-
Revenue$800K
EBITDA$750K

Online Human Resources and Benefits Support Business

Online platform connecting benefit enrollment professionals with companies needing their expertise, generating $600k in revenue with SDE margins above 65%.
Price-
Revenue$600K
SDE$400K

Recruiting Firm

Niche recruiting franchise in the food ingredients, supplements, and personal care supply chain with client relationships spanning over twenty years in a vertical where few competitors operate.
Price$150K
Revenue$161.5K
SDE$70.5K

Leadership Training & Consulting Group

Leadership development and management consulting firm with 63% revenue growth over two years, SDE exceeding $549k, and margins above 40%. Powered by former military leaders delivering corporate training programs.
Price$1.9M
Revenue$1.3M
SDE$549.3K

Medical Recruiting / Staffing Firm

Specialized executive search firm serving the senior living and healthcare industry, generating $400k SDE on $600k revenue in 2025 with margins above 65%.
Price-
Revenue$600K
SDE$400K
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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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Thinking About Selling?

Read our owner's guide to selling a human resources business, with valuation tips, buyer expectations, and step-by-step advice.

Read the Owner's Guide

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.