Should you build your own HRIS?

HR software seems simple until you realize it touches payroll, benefits, compliance, and lawyers. Here's the honest take.

The hidden complexity

Employee database, org chart, PTO tracking. Sounds like a simple CRUD app, right?

Then you add: payroll tax calculations by state/country, benefits enrollment, compliance reporting, I-9 verification, ACA tracking, workers' comp, equity management, performance reviews...

HR software is an iceberg. The employee directory is 10% of the work. The compliance and payroll integration is the other 90%.

The vibe coding opportunity

There's a narrow slice where vibe coding works: standalone lightweight HR tools that don't touch payroll.

• PTO tracker: Request time off, manager approves, calendar integration. Weekend project.
• Employee directory: Photos, contact info, org chart. Perfect vibe project.
• 1:1 notes: Manager-employee meeting notes and goals. Simple CRUD.
• Feedback tool: Peer recognition, kudos board. Easy to build.

The moment you need payroll, benefits, or compliance integration, stop vibing and start buying.

Real cost comparison

For a 200-person company over 3 years:

	Build	Buy (BambooHR)	Buy (Rippling)
Initial cost	$200K – $400K	$5K – $10K	$5K – $10K
Annual cost	$80K – $150K	$20K – $40K	$30K – $60K
Time to launch	8 – 14 months	2 – 4 weeks	2 – 4 weeks
3-year total	$440K – $850K	$65K – $130K	$95K – $190K

What people underestimate

Payroll is a nightmare. Tax withholding rules change constantly. Each state has different requirements. Getting this wrong means IRS penalties and angry employees.

Benefits are complex. Open enrollment, life events, COBRA, 401k matching rules, HSA limits — each is its own rabbit hole.

Compliance never stops. EEO-1 reporting, ACA compliance, I-9 audits, state-specific leave laws. California alone adds massive complexity.

Integrations multiply. 401k provider, health insurance broker, background check service, equity management, expense reports — HR connects to everything.