Beyond self-serve. Workforce mobility infrastructure for multi-metro operators.

Most employers use SwitcherHub through our self-serve $150/swap product. For national operators with thousands of crew members, hundreds of locations, and procurement requirements that demand integration, SLA, and annual contracts — we offer SwitcherHub Enterprise.

Two ways to use SwitcherHub. You choose the path that fits your size.

	SwitcherHub (Self-serve)	SwitcherHub Enterprise
Pricing	$150 per swap	Custom annual contract
Setup	5 minutes, sign up online	4–6 weeks integration project
Contract	None	Annual MSA (12-month minimum)
Support	Email, standard response	Named CSM, signed SLA
Integration	Manual roster, link-based	HRIS sync (Workday, ADP, others)
Reporting	Basic dashboard	Workforce analytics, board-ready
Best for	1–50 locations, ad-hoc swaps	50+ locations, programmatic mobility

You don’t need to wait for an enterprise contract to start. Most chains begin with the self-serve product, validate the model in a few locations, and graduate to Enterprise when their volume or procurement requirements call for it.

Why pay-per-swap stops working at scale

Self-serve $150/swap works perfectly for franchisees and single-brand operators. Above 50 locations, three things break.

Procurement won't sign transactional vendors

Corporate finance requires annual contracts with predictable spend, not pay-per-event invoices. Your CFO needs a number for the budget. Not a range.

Per-swap pricing breaks expense approval workflows

Every transactional charge has to flow through approval chains. At 30+ swaps per month, this becomes administrative overhead that kills adoption. Your HR managers stop using a product they have to justify line-by-line.

Without integration, data lives in a separate system

Roster sync, location codes, role taxonomy — all maintained manually. Across 100+ locations, that’s not a workable model. Enterprise needs the data flowing in and out of systems your team already uses.

What's inside the platform contract

Four components. Each one designed around how enterprise operators actually use workforce infrastructure.

Component 1

HRIS & payroll integration

Included: One-way data sync with Workday, ADP, Paychex, BambooHR, and UKG. Optional write-back for swap approvals.

What it delivers: Roster updates automatically. No manual data entry. Swap approvals trigger downstream payroll changes without HR intervention.

Implementation: Dedicated integration project, 4–6 weeks scoped during discovery.

Component 2

Service Level Agreement (SLA)

Included: 99.9% uptime guarantee, 4-hour ticket response time, match-quality threshold, monthly accuracy reporting. Service credits if SLA is breached.

What it delivers: Procurement signs the contract without escalation. Legal team checks the box. Operations team has measurable accountability.

Format: Signed addendum to master service agreement.

Component 3

Dedicated customer success

Included: Named CSM, priority ticket queue, monthly check-in calls, quarterly business reviews with measured ROI reporting.

What it delivers: HR leadership sees cost-of-turnover-saved in dollars every quarter. Your CSM becomes an internal advocate inside our organization.

Not included: 24/7 phone support, on-site visits — available as separate premium add-ons.

Component 4

Workforce analytics dashboard

Included: Aggregated retention metrics across all locations, location-level turnover trend reports, predictive churn signals, anonymized industry benchmarking.

What it delivers: VP HR gets board-ready reports without data team intervention. Regional managers see which locations are in the risk zone before turnover happens.

Strategic value: Most enterprise HR teams already pay for workforce analytics from PayScale, Mercer, or industry consultants. Our data is real-time and behavior-based — not survey-based.

Transparent enterprise pricing. Custom-scoped to your operation.

Platform fee	Monthly subscription based on location count and complexity
Included swap volume	Negotiated based on historical turnover patterns
Overage rate	Materially below standard pay-per-swap pricing
Annual contract	12-month minimum · multi-year discount available
Setup & integration	One-time fee, scoped during discovery

Typical annual contract value: $40,000–$80,000

Includes platform access, all integrations, dedicated support, and SLA. One enterprise contract represents the same revenue as 280–540 self-serve swaps — committed annually, with predictable engineering and support investment.

Built for enterprise procurement review.

Available today:

Encrypted data in transit and at rest
Role-based access controls
Audit logging for all platform actions
Secure authentication

On our enterprise roadmap:

SOC 2 Type II audit
Single sign-on (Okta, Azure AD, Google Workspace)
Advanced data residency options
BAA availability for HIPAA-adjacent verticals

Timeline informed by enterprise customer requirements. Request our current security & compliance overview during your discovery call.

From first call to full rollout — what to expect.

Phase 1

Discovery (week 1–2)

Founder call, technical evaluation call with your IT team, scoping document covering integration surface and SLA requirements.

Phase 2

Contract & integration (week 3–8)

Master service agreement signed. Integration project kickoff with your HRIS team. Sandbox environment provisioned for testing.

Phase 3

Pilot (week 9–16)

Two to three metros activated. Weekly success calls with named CSM. Baseline turnover and cost-of-replacement metrics established for comparison.

Phase 4

Rollout (month 5+)

Full geographic deployment across all eligible locations. Quarterly business reviews begin. Expansion planning into new metros and brands.

The questions enterprise procurement, IT, and legal teams ask first.

Are you the employer of record? Joint employer liability?

No. SwitcherHub is a workforce mobility intelligence platform. Workers remain employed by their respective companies before and after a swap — we facilitate the match, employers make every employment decision. We do not assume joint employer status, payroll responsibility, or W-2 obligations.

What happens to worker data if we terminate the contract?

Defined data retention and deletion policy in the master service agreement. Default: worker data tied to your organization is deleted within 30 days of contract termination, subject to legal hold requirements. Aggregated, anonymized analytics may be retained for benchmarking purposes only.

How do you handle EEOC adverse action requirements for algorithmic matching?

Workers self-select swap interest by opting into the platform. Employers approve or decline each swap based on the same criteria they would use for any internal transfer. SwitcherHub does not make hiring decisions — we surface mutual matches, employers act on them. This keeps you outside the algorithmic-decision compliance surface.

Can we white-label the worker app for our brand?

Not in current product. White-label is on our roadmap for Year 2 and is custom-scoped per enterprise contract. We can discuss interim co-branding options during discovery.

What integrations exist today versus on the roadmap?

Available now: link-based HR portal access, manual roster CSV upload, Stripe billing. In active development: Workday and ADP read-sync. On roadmap: Paychex, BambooHR, UKG, write-back for swap approvals. We sequence integration build based on signed enterprise customer requirements.

How do you handle multi-brand operators (Restaurant Brands International with Tim Hortons, Burger King, Popeyes)?

Multi-brand operators are scoped during discovery. Typical structure: one master agreement covering all brands, with brand-level location grouping in the platform. Cross-brand swaps within your portfolio are supported and often a high-value use case.

Enterprise contracts start with a founder conversation.

No demo decks. No salesperson. A direct call with the CEO to understand your operation, your turnover patterns, and whether SwitcherHub Enterprise fits.