We launched hrPLANR in 2026 and we're in the build-and-listen phase. No customer logos yet — but that's the wrong way to evaluate this anyway. Here's how we'd suggest you actually decide: pick the segment that matches your team below, see exactly what you'd use hrPLANR for, and judge us by what we ship.
Each card below maps to a real segment we designed for, with the pain we'd solve and what success looks like. If yours isn't here, it's worth a conversation — most edge-cases ladder up to one of these.
Founders running payroll on spreadsheets on a Sunday. Aadhaar and PAN sitting in a Google Drive folder. No HR person yet.
Payroll takes 3 days. Multi-state team learning the hard way that Karnataka PT and Maharashtra PT work differently. Compliance is a wall calendar.
Three HRMS tools that don't talk. Keka for ATS, GreytHR for payroll, Spine for attendance, and Excel for the rest. CHRO wants attrition trends; pulling the data takes a week.
Hiring is the business. Roles open for 6 weeks · clients escalate · candidates ghost. 100 resumes come in, 90 are wrong fit.
60% contract workers with separate PF rules. Three shifts × six days × biometric reconciliation. ESI cutoff at ₹21k is fragile. Inspector wants 5 years of muster rolls in 48 hours.
30+ stores · each with its own shift roster · WhatsApp groups are the source of truth. Diwali needs +28% staff but no one planned 6 weeks ahead.
We're choosing customers without a track record. The honest version is: you're taking on more risk than you would with an established vendor, and we should make that fair.
Here's how we do that. Direct access to the team. Pricing locked in for life — even after we raise it for new customers. Faster feature consideration than the next-100-customers will get. And we say no when something isn't ready, instead of selling it as ready.
Whatever price you sign at, that's your price forever. When we raise prices for new customers — and we will — you keep yours. In writing, in the contract.
Brijesh's calendar. Your Slack channel. Email replies same day. No support tier between you and the people building the product — for as long as that's logistically possible.
Not a "vote on our public roadmap" form. Your requests go to engineering with context. Most early-customer asks ship within 2-4 weeks if they fit the product direction.
If you ask whether the AI Doc Verification module works today and it doesn't, we'll tell you Q4 2026. The product page already does this — every feature is marked by maturity level. Same posture in sales conversations.
When you join, these become the metrics we share on a quarterly review. Not feature usage. Not "platform adoption." The outcomes that matter to your HR team.
When you join, this is the case study we'd publish — with your numbers, your quote, your logo. We don't publish without your sign-off and we don't share metrics until you say it's OK.
Numbers above are illustrative — based on the brief we'd run with you. Real case studies will have your actual baseline and your actual results, verified.
30-minute call with Brijesh. We walk through your team's HR setup, identify where hrPLANR fits, and you decide if early-customer terms work for you. No pressure, no marketing decks.