Softwr

Employee Engagement · head to head

Burnalong vs HiBob

Burnalong logo

Burnalong

Employee Engagement

Employer wellness platform built around social classes and a wide instructor marketplace

From
On request
Rated
-
Full reviewWebsite
HiBob logo

HiBob

HR

Modern HR for modern businesses

From
On request
Rated
-
Full reviewWebsite

The short version

  • Each has a real cost: Burnalong nothing is published, so an employer cannot benchmark a Burnalong quote before entering a sales process, and third party estimates of a low single digit per employee per month rate are unconfirmed by the vendor.; HiBob pricing not publicly displayed; requires contacting sales for custom quote
  • They diverge on capability: Burnalong covers Social classes, HiBob covers Core HR.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Burnalong and HiBob actually diverge.

Attributes where Burnalong and HiBob differ
AttributeBurnalongHiBob
Pricing modelquotesubscription
PlatformsWeb, iOS, Android, Roku, Apple TVWeb, iOS, Android
CategoryEmployee EngagementHR
FoundedUnknown2015

Identical on both: starting price (On request), free tier (No), user rating (Not yet rated).

What each one covers

Drawn from each product's published feature list. An absence here means we hold no record of it - not that the product lacks it.

Only in Burnalong

  • Social classes
  • Instructor marketplace
  • Specialist populations
  • Beyond fitness content
  • Connected television
  • Challenges and programmes
  • Employer reporting
  • Reseller deployment

Only in HiBob

  • Core HR
  • Onboarding
  • Time Off Management
  • Performance Management
  • Compensation
  • People Analytics
  • Engagement
  • Slack

What people use each for

The jobs each tool is most often brought in to do.

Burnalong

  • An employer with a distributed or deskless workforce that cannot use an on site gym subsidy and needs something every employee can actually reachnot HiBob
  • A health plan or health system wanting a wellbeing library it can offer its own members under its own brandnot HiBob
  • An employer whose population skews older or includes many people with limited mobility, where a general fitness library gets no usenot HiBob
  • An HR team running a quarterly wellbeing challenge and needing structured multi week programmes rather than an unstructured content librarynot HiBob

HiBob

  • Core HR system of record with automated workflowsnot Burnalong
  • Performance management, learning and skills trackingnot Burnalong
  • US and UK payroll, benefits and time trackingnot Burnalong
  • Workforce planning and compensation review cyclesnot Burnalong
  • Employee self-service for a distributed workforcenot Burnalong

Where each one falls short

Documented limitations, not opinions. Every one is a constraint you would hit in normal use.

Burnalong

  • Nothing is published, so an employer cannot benchmark a Burnalong quote before entering a sales process, and third party estimates of a low single digit per employee per month rate are unconfirmed by the vendor.
  • Content comes from a marketplace of independent instructors, so production quality and instructional rigour vary noticeably between classes and there is no consistent standard across the catalogue.
  • It is a wellbeing benefit rather than a clinical intervention, so it will not satisfy a plan looking for measurable clinical outcomes, and employers who buy it expecting claims reduction are buying the wrong category.
  • Per employee per month pricing across the whole population means an employer with typical wellbeing engagement is paying for the entire workforce to serve the minority who log in more than twice.
  • The social class feature only works if colleagues coordinate to attend at the same time, which requires organisational effort HR teams rarely sustain past the launch campaign, and without it the product is a video library like any other.

HiBob

  • Pricing not publicly displayed; requires contacting sales for custom quote
  • Limited payroll functionality compared to dedicated payroll platforms
  • Smaller integration ecosystem compared to larger HR platforms

Pricing, plan by plan

Burnalong

On request
  • Burnalong$undefined/year
    • Per employee per month across the eligible population, quoted not published
    • Third party review sites estimate a low single digit dollar rate but Burnalong does not confirm it
    • Rate varies by headcount, dependant eligibility and whether it is resold through a plan

HiBob

On request
  • Bob$undefined/month
    • Core HR
    • Onboarding
    • Time Off

Which should you pick?

Choose Burnalong if

  • You need social classes.
  • You work on Web, iOS, Android, Roku, Apple TV.
  • You also want instructor marketplace.
Burnalong review

Choose HiBob if

  • You need core hr.
  • You work on Web, iOS, Android.
  • You also want onboarding.
HiBob review

Questions people ask

Is Burnalong or HiBob better?
Neither clearly leads. Burnalong starts at On request and HiBob at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Burnalong or HiBob?
Burnalong starts at On request and HiBob at On request.
Does Burnalong or HiBob run on more platforms?
Burnalong runs on Web, iOS, Android, Roku, Apple TV. HiBob runs on Web, iOS, Android.
What is Burnalong best used for?
Burnalong is most often used for an employer with a distributed or deskless workforce that cannot use an on site gym subsidy and needs something every employee can actually reach, a health plan or health system wanting a wellbeing library it can offer its own members under its own brand, an employer whose population skews older or includes many people with limited mobility, where a general fitness library gets no use, an hr team running a quarterly wellbeing challenge and needing structured multi week programmes rather than an unstructured content library. Of those, an employer with a distributed or deskless workforce that cannot use an on site gym subsidy and needs something every employee can actually reach and a health plan or health system wanting a wellbeing library it can offer its own members under its own brand are not what HiBob is typically brought in for.
What can Burnalong do that HiBob cannot?
Burnalong covers Social classes, Instructor marketplace, Specialist populations, Beyond fitness content. HiBob covers Core HR, Onboarding, Time Off Management, Performance Management.

Answered from the vendors’ own pages

Burnalong: Does Burnalong publish pricing?

No. It is quoted per employee per month. Third party review sites cite a low single digit dollar rate, but the vendor does not confirm any figure publicly.

HiBob: What modules does HiBob include?

HiBob includes Core HR, Time & Attendance, Performance & Goals, Compensation Management, Global Operations, and Analytics modules that can be selected based on organizational needs.

Source
Burnalong: Is it a clinical programme?

No. It is a wellbeing content platform. It has content covering chronic conditions, but nobody is warranting clinical appropriateness for a given member, and it should not be compared against clinical vendors.

HiBob: How is HiBob pricing calculated?

HiBob pricing is customized based on company size (1-49, 50-199, 200-999, or 1,000+ employees) and the specific modules selected. Pricing is on a per-employee basis.

Source
Burnalong: What makes it different from a fitness app?

Two features: members can take a class together remotely, and the instructor marketplace covers niches such as adaptive, senior and cancer recovery that studio produced libraries do not.

HiBob: Does HiBob offer a mobile app?

Yes, HiBob includes mobile app access as part of all plans, allowing employees to manage their HR tasks on the go.

Source
Burnalong: Can health plans resell it?

Yes. Health plans and health systems are a significant channel and often deliver it under their own branding.

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