For Mid-market

Three tools become one. Four spreadsheets become zero.

You probably have Keka for ATS, GreytHR for payroll, Spine for attendance, and Excel for everything else. The reconciliation between them is where errors live. hrPLANR is one platform — one employee record, one compliance calendar, one AI layer, one bill.

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Before · after

487 employees

Before · 4 tools, 1 spreadsheet

GreytHR · Payroll

Keka · ATS

Spine · Attendance

Excel · Compliance

+ manual reconciliation between every tool

After · 1 platform · everything connected

hrPLANR · Growth + AI Pack

9 modules · 1 employee record · 1 AI layer

~₹139/emp

The patterns we hear from HR heads

Three HRMS tools that don't talk · spending hours reconciling headcount

Payroll cycle delayed because attendance export from Spine didn't match

Recruitment team can't see comp ranges because that lives in another system

Exit interview data sits in a Google Form · never gets to leadership

CHRO keeps asking for attrition trends · pulling the data takes a week

Growth + the Premium AI Pack. This is where AI starts paying off.

Growth at ₹99/employee/month includes the full platform — all 9 modules. The Premium AI Pack at ~₹40/employee/month adds AI Recruitment Matching, AI HR Assistant, Predictive Attrition, and Workforce Analytics. At 500 employees, the AI Pack saves the HRBP team 12-16 hours a week. The math works out.

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Growth + AI Pack

₹99 + ₹40

per employee · per month

Unlimited employees · 17% off annual · ~₹139 effective

All 9 modules · HR, payroll, compliance, recruitment, onboarding, offboarding, attendance, leave, ESS
AI Recruitment Matching · score 100 resumes in 4 minutes
AI HR Assistant · natural-language queries in Slack/Teams
Predictive attrition · risk scores before resignation letters
Workforce Analytics · attrition / engagement / cost dashboards

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How it works for you

The platform that scales without splintering.

Mid-market is where most HRMSes break down — they were designed for SMBs and bolted features on. hrPLANR is built single-platform from day one.

One employee record · 9 modules

Meera's resume in Recruitment becomes her offer letter in Onboarding becomes her profile in HR becomes her payslip in Payroll becomes her exit dashboard in Offboarding. One row in the database. No reconciliation, ever.

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AI woven through · not bolted on

Every module has native AI. Payroll catches anomalies before submission. Compliance verifies filings before sending. Recruitment scores 100 resumes in 4 minutes. Predictive attrition flags the 5 people most likely to leave next quarter — with the manager-action that might save each one.

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Analytics that get read

Workforce Analytics dashboards — attrition by team, cost per hire, time-to-fill, salary benchmarks vs. industry — refreshed daily. The CHRO doesn't have to ask anymore; the answer is on a dashboard.

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What's on Enterprise. If you grow into it.

Mid-market usually doesn't need SSO, multi-entity, or custom AI inference. If you cross 1,000 or your IT team starts asking about SAML/SCIM, that's the cue to upgrade.

Same data, same workflows. No re-implementation. Just feature unlock.

SSO · SAML 2.0 / OIDCMulti-entity (subsidiaries)Dedicated AI inference (in-VPC)Custom roles + permissionsHigher API rate limitsDedicated CSMCustom contracts + DPAOn-site implementation

What mid-market HR teams use hrPLANR for

Companies like yours

A 340-person IT services firm in Bengaluru consolidated from Keka + GreytHR + Spine to hrPLANR Growth + AI Pack. Saved ~12 HR hours per week.

A 612-person manufacturing group in Coimbatore with two factories and HQ on Growth + AI — using compliance to handle multi-state PF/ESI/PT correctly.

A 480-person retail chain across 32 stores in three states using attendance + leave + AI demand forecasting for festival staffing.

An 850-person fintech in Mumbai on Growth + AI Pack — using AI HR Assistant in Slack as the first-line HR support channel.