For in-house talent teams
The handover from hiring to HR is a spreadsheet, and everyone knows it.
Someone accepts an offer. Then their details are typed again into the HR system, and again into payroll, by people who were not on the interview.
CogniYukti makes the offer, the joining formalities and the first payslip the same record.
- Not an agency product with parts removed
- Payroll in the core
- Privacy as working screens
- 1
Applied
HiringArrives from your careers page as a candidate, not an email attachment
no export · no import · no retype - 2
Offer signed
HiringLetter generated from the record, sent for signature, stored with it
no export · no import · no retype - 3
Joining formalities
PeopleDocuments, bank details and KYC collected against the same person
no export · no import · no retype - 4
First payroll run
PayrollPF, ESIC, PT and TDS computed; payslip issued to their own portal
The gap
Applicant trackers stop at the offer.
That is a reasonable place for a product to stop and a terrible place for a process to stop. Everything after it — documents, bank details, the PF number, the first payroll run — is the same person's information being re-entered, and every re-entry is a chance to get it wrong.
Here the candidate record becomes the employee record. Joining formalities run off it, documents attach to it, and payroll reads it. The handover is not improved; it stops existing.
Before the offer
Structure that holds, and evidence you can take to a debrief.
In-house hiring fails quietly: a panel that each asked different things, four sets of notes, and a decision made by whoever spoke first in the debrief. The recording is the cheapest fix available, but only if what comes back is checkable.
Four interviewers, no plan
- Systems designP1 · P2 · P3
- Stakeholder handlingP4
- Delivery under constraintnobody
- Regulated-industry exposurenobody
Three people covered the same ground. Two competencies were never asked about, and the debrief argues about the two that were.
The same four, with a kit
- Systems designP1
- Stakeholder handlingP2
- Delivery under constraintP3
- Regulated-industry exposureP4
Each competency has an owner and a set of questions. The debrief starts with four different pieces of evidence instead of one.
Kits and scorecards
Competencies per stage, so two interviewers assessing the same thing are actually assessing the same thing.
Panel against evidence
Each panelist's rating beside what the interview itself produced, competency by competency, with the widest gaps marked before the debrief.
Consent and retention
Captured on the recording, with a retention date attached to the file rather than a policy somebody remembers.
Everything an in-house team asks for
The unglamorous half, which is most of the job.
None of this is the reason you would switch. All of it is the reason you would stay.
A careers page that is yours
Your openings, your application form, on your own careers page — and applications land as candidates rather than as email.
Requisitions that get approved
An offer routes for approval on its own numbers, so “who signed off on this headcount” has an answer months later.
Referrals with credit attached
Employees refer from their own portal, and the attribution follows through to the hire instead of being argued about at payout.
Offers, signed in place
Generated from the record, versioned, sent for signature and stored with the signature on it. No separate signing bill.
Onboarding to exit
Probation, reviews, one-on-ones, goals, learning, assets, POSH cases and full-and-final — the whole employment lifecycle, not just the start of it.
Self-serve that removes work
Payslips, leave, attendance, expenses, IT declarations, letters and documents, done by employees for themselves.
Payroll
Payroll in the core, not as an export.
This is the part most global platforms hand to a partner. PF, ESIC, professional tax by state slab, TDS under both the old and the new regime, gratuity and statutory bonus — with rates versioned by date, so a run for last March uses last March's rates.
And the filings come out of the run: Form 24Q, Form 16, ESIC monthly and professional tax returns. Loans, reimbursements, bonus runs, compensation rounds and full-and-final settlements are part of the same module.
A fair question
“This looks like an agency product. We are not an agency.”
Mode is set on each requisition, not on your company. An in-house team simply never turns the client-facing half on — no client portal, no fee terms, no submission caps. What you get is the platform with parts switched off, not a reduced edition of it.
That matters on the day it changes. Firms hire contractors, open a small recruitment arm, or start placing people into a group company. When that happens nothing is migrated: the commercial half switches on for the requisitions that need it, and everything already in the system stays put.
- DPDP you can show an auditor —
Data subject access and erasure runs, consent purposes, retention policies, legal holds, a sub-processor register and a data map — screens, not a policy document you maintain separately.
- Permissions that survive a review —
Roles down to the field, with a complete audit trail of who saw and changed what.
- Candidate data you did not hire —
The hardest DPDP problem for in-house teams, because you hold it longest. Retention runs on it by policy rather than by intention.
Questions we get asked
The ones that decide it.
›Do we still need a separate HR system?
That is the point of having both here. Employees, leave, attendance, probation, reviews, exits and payroll are modules of the same product as hiring, on the same person record.
›What if we only want the hiring part right now?
Then that is what you start with. The rest is there when you want it, with no migration, because the records are already shared.
›Can hiring managers take part without living in the tool?
Yes. Scorecards, approvals and interview feedback are built for people who open the product a few times a month, and requests reach them where they already are.
›How does a candidate become an employee, exactly?
The offer is accepted on the candidate record, joining formalities run against the same person, and the employee record that results is that person — not a copy of them with a new identifier.
›What about someone who applied, was rejected, and applies again?
Same record, with the first process still attached. Your team sees the history before the screening call rather than after it.
Book a demo
Start from your own process.
Tell us how a hire moves through your company today, including the part that is a spreadsheet. We will show you the same journey on the product.
- Walk a hire from application through to first payslip
- Show me what was not retyped at each handover
- Open an interview write-up and play the moment behind a finding
- Route an offer through approval and let a step run past its deadline
- Open the DPDP screens — access, erasure, retention, holds
- Switch the client-facing half on, then off again