HR software that keeps up
with a startup.
Treegarden runs hiring and HR in one system, so the stack you pick at 10 people still works at 100. Onboarding, leave, performance reviews and compensation planning are ready the day you need them - no implementation project, no HR hire required.
The HR debt startups accumulate while scaling
Early teams postpone HR until it hurts. By the time it hurts, the fix is a migration project in the middle of your fastest growth.
Tool sprawl from seed to Series B
A hiring tool at seed, a leave tracker at 20 people, a performance tool at 40, an HRIS at 60. Four migrations, four data models, four logins - all before your first people-ops hire.
Your first HR hire inherits chaos
When you finally hire people ops, their first quarter disappears into untangling spreadsheets and reconstructing records instead of building culture and process.
Investors ask questions spreadsheets can't answer
Headcount plans, attrition, compensation benchmarks: board reporting from scattered files takes days and still comes back approximate.
Growth outruns your processes
The onboarding that worked for 3 hires a year breaks at 3 hires a month. Without systemised checklists, every new joiner's experience depends on who happened to be free that week.
How startups run people operations on Treegarden
Six capabilities that grow with your headcount - switched on when you need them.
ATS to HR in one click
The moment an offer is accepted, the employee record is created from pipeline data. Onboarding starts immediately - no handover gap between recruiting and people ops.
Compensation management
Model compensation scenarios before funding rounds, benchmark salaries per role and keep pay bands consistent as you scale from 10 to 100.
Learn morePerformance reviews and PIPs
Introduce lightweight review cycles while the team is small and formalise them as you grow - evaluations, 1-on-1s and PIPs, all timestamped from day one.
Learn moreLeave and absence management
Define leave policies once and let them scale: custom types, digital certificates, pattern alerts and a shared calendar the whole team can see.
Learn moreEmployee self-service portal
New joiners manage their own data, leave and documents from day one, so founders and office managers never become the HR ticket queue.
Learn moreHR analytics and reporting
Live dashboards for headcount growth, attrition and compensation spread - the numbers investors ask for, without a reporting sprint before every board meeting.
Learn moreEverything included as you scale
Everything below is included from day one on a flat plan - no per-seat creep as the team grows. See the full HR module tour, or compare HR software for small business and the human resources software overview.
HRIS software hub
Connect HRIS, payroll, analytics, and performance workflows
Use these guides when the buying question is bigger than applicant tracking and includes HR records, reporting, onboarding, and performance.
A software bill that doesn't grow with headcount
Treegarden plans are annual commitments from a $299 per month equivalent. Hire five people or fifty this year - the plan price stays the same, and ATS, HR and analytics are all included.
Book a demoCommon questions from startup teams
What founders and early people-ops leads ask before choosing a people stack.
When should a startup adopt HR software?
Earlier than feels necessary. Once you pass roughly 10 employees, leave tracking, onboarding and performance conversations start consuming founder time - and retrofitting records later is far more painful than starting clean.
Can we start with just the ATS and add HR later?
Yes. Treegarden works as a standalone ATS, a standalone HR system, or both together. When you enable HR, your hired candidates' data is already there - no migration.
How long does setup take?
Hours, not months. Policies, leave types and review cycles are configured through the UI. There is no professional services engagement and no implementation fee.
Can Treegarden handle compensation planning as we grow?
Yes. Salary benchmarking, pay banding, budget planning and scenario modelling are built in, so comp reviews and board-ready reports don't require spreadsheets.
What does it cost for an early-stage team?
Plans are annual commitments starting at a $299 per month equivalent, flat for the whole company. There are no per-employee fees, so the price is the same at 15 people as at 50.
Build your people stack once
Pick a system at 10 people that still fits at 100. Treegarden runs hiring and HR in one data model, so scaling your team never means migrating it.