Big Ambitions: headquarters and HR

Getting the office space and the staff costs ready before the business count climbs

How solid is this — the saved data does not cover headquarters and insurance contract terms well. Community experience is marked as unverified, and the related cost defaults in the profit calculator are left at 0.

1. Judge a headquarters by desks, not footfall

A headquarters takes no ordinary customers, so rent, floor area and the number of desks you can fit matter more than foot traffic. If you plan to add purchase agents, logistics managers, HR managers and headhunters, count the seats you will need first.

The community sometimes advises taking a large headquarters early to avoid moving later, but that loads the rent and deposit onto the early game. Compare a small and a large one using the calculator's headquarters daily cost.

2. Separate workstations from personal requirements

The desk, computer or workstation a job needs is one thing; an individual employee's requests are another. For shared requests — a water cooler, a coffee machine, a fridge, a meeting table — check in game whether one room can serve everyone, and look at specific desk and chair demands before you hire.

3. Check how many people one HR manager covers

The referenced post says one HR manager handles 50 employees. Confirm that in the current version before treating it as a fixed figure. Line up the next HR seat and its wage before you pass the limit, and check that the right people are assigned for automatic skill training.

4. For insurance, record the quote and the minimum headcount

Community reports say the premium quoted differed even at the same skill level. On the contract screen, note the cost per employee, the coverage tier and the minimum number of people you must cover, then compare. The calculator lets you enter the daily cost per employee and the HR manager cost you actually saw.

5. Weigh satisfaction against both cost and stability

Play experience suggests that meeting the requested furniture and working conditions is more efficient than paying bonuses alone — but firing and rehiring cost money and leave gaps. Record wages, amenity furniture, training time and turnover risk together before deciding.

Expansion checklist