The records foundation that Payroll, Compliance, Attendance, and Recruitment all run on. Six worker types — not just permanent employees. Org chart that stays current. Document vault for everything you can't afford to lose.
Senior Engineer · Engineering
When you update Priya's salary in HR, payroll picks up the new number on the next cycle. When she moves teams, the org chart updates and her new manager sees her in their direct reports. When she resigns, offboarding starts the F&F clock automatically.
No reconciliation, no sync errors, no "the systems disagree." One record, many readers.
Most HRMSes were built around the permanent employee and bolt the rest on. We treat all six as first-class. Each gets the right workflow, the right statutory treatment, and the right plan.
Full-time employees with the full statutory treatment — PF, ESI, gratuity, leave accruals, the works. Default worker type for most.
Fixed-tenure interns with stipend tracking, no statutory withholding, conversion-to-permanent workflow at end of term.
Fixed-term contractors with custom contract end-date logic, statutory treatment configurable per contract, TDS 194J or 192 as relevant.
Pro-rated salary based on hours, leave accrual scaled accordingly. PF and ESI apply if thresholds met, system handles the maths.
Project-based engagement with invoice tracking, TDS 194J withholding, GST handling. Treated as vendor for accounting, person for HR.
Staff on your premises but on a vendor's payroll. Tracked for compliance (PoSH applies, ID badges, access) without payroll inclusion.
When someone joins, they appear under their manager. When someone moves teams, they shift. When someone leaves, the role goes vacant — visibly. The chart is generated from the records, not maintained separately.
So when the CHRO needs to see Engineering's reporting structure on Monday morning, it's accurate. No outdated PDF, no "let me check with the team lead."
Aadhaar, PAN, offer letter, Form 12BB, salary revisions, performance reviews, exit clearance. Each in the right folder, each searchable, each retained for the 7 years statutory law requires.
Aadhaar numbers are masked to last 4 digits in the UI — full numbers only used for statutory submissions. PAN is verified against TRACES on upload. This is the DPDP Act 2023 detail your IT lead will check.
Joins, role changes, promotions, transfers, salary revisions, leaves of absence, exits — every event in an employee's lifecycle goes onto a timeline with date, approver, and the document that backs it up.
When HR asks "when did Priya become a Senior Engineer?" — it's not a guess. It's 14 March 2025, approved by Ravi Subramanian, salary letter attached.
Upload a PAN card, AI extracts the number and verifies it against TRACES. Upload an Aadhaar, AI grabs the last-4 digits and stores the rest encrypted. Upload an offer letter, AI parses the role, joining date, and salary structure.
You confirm before saving — AI suggests, you decide. The result: 30 minutes of data entry on every new joiner becomes 3 minutes of verification.
See all AI capabilities →Every edit to every record is logged — who made the change, from which IP, at what time, what the old value was, what the new value is. Available to admins; available to auditors with a time-limited read-only role.
If someone changes Priya's bank account number, you'll know exactly when, by whom, and what the previous account was — before the next payroll runs.
Add an employee in HR once. Payroll, Compliance, Attendance, Recruitment, ESS — they all read from the same record. No CSV imports, no reconciliation, no "the systems disagree."
HR records are free, forever, for teams up to 10. Upgrade when you grow — your data comes with you.