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HR keeps landing on your desk.
CYB is the HR department for companies too big to wing it and too small to hire a team.
Four ways to work with us. Every price is on this page, with the size it covers, so you know what this costs before you get on a call.
How much of this stops being your problem.
The four partnerships are ranked by exactly that. They are separated by what CYB does, not by how many meetings you get.
HRHQ
An AI knowledge base written by certified HR professionals, unlimited questions, escalation to a CYB professional within one business day, one expert review a month. It does not build anything.
Get StartedHR Support
Two 30-minute working meetings a month, advice in between, routine documents prepared or reviewed, an action list with owners and dates, quarterly priorities review.
Book a CallHR Management
Onboarding and offboarding, personnel records, employee relations documentation and follow-up, leave and workers' compensation paperwork, two 45-minute operating meetings a month.
Book a CallFractional HR Director
Everything in Management, plus a quarterly workforce plan, a people scorecard, leader coaching, one strategic initiative a quarter, two 60-minute leadership sessions a month.
Book a CallThe price you see is the base. Two things move it, and both are published.
Headcount. Each additional block of 10 W-2 employees adds $200 on Support, $250 on Management, $300 on Fractional HR Director. Blocks round up, so 51 employees and 60 employees pay the same. States. Each state beyond the base adds $300 a month.
W-2 employees only. Contractors do not count toward your band, which matters, because contractor classification is often the thing we are hired to fix. There's no headcount ceiling on any tier: the bands above are what's included in the base fee, and larger companies simply add blocks.
Worked example. A 50-employee company in two states on HR Management pays $3,499 plus three blocks of 10 at $250, which is $4,249 a month. Twelve-month term on all three paid partnerships.
Not ready for a partnership.
Three smaller ways in. Each one stands on its own.
HR Blind-Spot Scorecard
Fifteen questions, three minutes, your result on screen. The fastest way to find out which part of your HR is exposed.
See Your ScoreHR Power Hour
One hour, one problem. Bring the situation in front of you now and leave with a plan you can act on. No commitment after it.
Book the hourHR Audit
Eight areas reviewed. A written report with every finding ranked by risk, a prioritized action list, a one-page summary, and a 60-minute findings session. The fee credits against your first three months if you move to a partnership.
Get My Audit Proposal See what is reviewedWhat the audit covers
- Handbook and policies
- Hiring and onboarding, including I-9
- Classification
- Pay practices
- Postings and notices
- Documentation
- Leave and accommodation
- Personnel files
What it costs
- $3,000 up to 25 employees, one state, one entity
- $4,500 for 26 to 50 employees
- $6,000 for 51 to 100 employees
- Each additional state or entity, $500
- Above 100 employees or three or more states, quoted
Turnaround is 15 business days from the day your documents arrive, not from signature.
Something is happening on a date.
An inspection notice. A DOL or EEOC letter. A sale with a close date. A reduction in force. A multi-state expansion with registration deadlines.
HR Stabilization
A 30-day sprint, sequenced backwards from your date rather than forwards from today.
- Triage and ranking in the first three days
- A written remediation sequence with owners and dates
- Execution of everything that can honestly be finished in 30 days
- A handover document for whatever remains, with what it costs to finish
- Four weekly working sessions with you
If there is no date, it is not Stabilization. It is a project.
Where each thing fits
- "I do not know what is wrong." HR Audit. Find it, report in 15 business days.
- "I know what I need built." HR Projects. One deliverable, fixed fee.
- "Something happens on a date." Stabilization. 30-day sprint.
- "I need this handled from now on." A monthly partnership.
One finite thing, built properly.
HR Projects. Fixed fee, fixed scope, no retainer. Every price names the unit of work it covers.
| Project | From | What that price covers |
|---|---|---|
| Employee handbook, single state | $2,500 | Up to 49 employees, one state |
| Employee handbook, multi-state | $5,000 | Two states, plus $1,000 per state beyond the second |
| FLSA classification review (exempt and non-exempt) | $4,500 | Up to 20 distinct roles, one state. Roles, not headcount. |
| Contractor and 1099 review | $1,500 | 1 to 5 people on 1099 |
| Contractor and 1099 review | $2,500 | 6 to 15 people on 1099 |
| Reclassification Risk Assessment | $2,000 | 6 or more people on 1099, 30%+ concentration. Covers up to 15 people, then $100 per added worker. Included as a written summary at 1 to 5 people. |
| I-9 setup for newly reclassified workers | $750 | Up to 5 workers newly moved from 1099 to W-2. Separate from the Form I-9 audit. |
| Form I-9 audit | $2,500 | Up to 50 forms in the retention population |
| Personnel file audit | $2,500 | Up to 25 files |
| Onboarding and offboarding build | $4,500 | One entity, one state, process and documents |
| Job descriptions | $2,500 | A set of ten |
| Manager training | $3,500 | One program, up to four live sessions |
| Annual handbook review and update | $1,200 / yr | Building it is a project. Keeping it current is a subscription. |
Why the I-9 line is on this page.
Form I-9 penalties run $288 to $2,861 per individual for paperwork and verification violations. Knowingly employing an unauthorized worker runs $716 to $5,724 on a first offense, and up to $28,619 on a third.
Those are per individual, not per company. The retention rule is three years after the date of hire or one year after termination, whichever is later, so most employers have more forms in scope than they have employees.
8 CFR 274a.10 and 274a.2. 2025 penalty levels, current for 2026.
How a partnership starts.
A free consultation
We ask what is actually happening, not what package you think you want.
A free mini handbook review
Included in every engagement, no option to skip. We read what you have and tell you in writing whether it is compliant. Not a hedge.
You pick the path
A priority rebuild on a named date as a paid add-on, or a paced rebuild included across the first six to twelve months.
We start
Twelve-month term on all three paid partnerships. Your band moves with your headcount.
What CYB promises
A defensible, documented, compliant setup, and a certified HR professional who answers. Nobody can promise that a claim or a charge never happens. Anyone who tells you otherwise is selling something.
What CYB is not
- Not a PEO. Your employees stay yours. No co-employment.
- Not a payroll company. We work alongside whatever you run.
- Not a law firm. When something needs counsel, we say so and we tell you why.
- Not software. A platform does not sit in the room when you fire someone.
I had an exceptional experience with CYB Human Resources! The HR team is highly professional, empathetic, and efficient. They consistently go the extra mile to support and assist me, providing clear communication, thoughtful guidance, and a sincere dedication to fostering a positive workplace culture.
Questions owners ask.
Do I have to buy an audit before a partnership?
No. Every partnership begins with a free mini handbook review, and we tell you in writing whether what you have is compliant. The paid HR Audit is optional, and its fee credits against your first three months.
Why a twelve-month term?
The first ninety days are front-loaded. Documentation, records and process work all land early, and the value of that work shows up across the rest of the year.
What happens if my headcount drops?
Your band moves with it. Be clear-eyed about the size of the move: a company going from 35 to 25 employees on HR Support drops 29 percent of its crew and 12 percent of its bill. The base carries the price, not the band.
What states do you work in?
All fifty. We support employers nationwide, and multi-state work is priced openly, $300 per additional state, so you can see it coming.
Who actually does the work?
Certified HR professionals, with a named person who owns your account, backed by a certified team. They're proactively watching for what carries HR risk, not waiting for a ticket.
Can you take over what our last provider left behind?
Yes, and that usually starts with an HR Audit, because we do not manage people decisions on documentation we have not read.
Find out where you actually stand.
Three minutes on the Scorecard, or thirty on a call. Either one tells you something you did not know this morning.