People and payroll · joining to exit
Most HR software starts on joining day. The work started months earlier.
An HR system that begins at joining is a system somebody has to load, from a hiring tool that already held every one of those fields.
Here the candidate and the employee are the same record, and the payroll run does not stop at a payslip — it produces the filings too.
- The candidate and the employee are one record
- Filings come out of the run, not out of an export
- Contractors paid in the same product, not beside it
One employee record
21 months
Applied
14 Feb
Name, contact and documents, read once
Offer accepted
02 Apr
Salary structure agreed, on the record
A separate HR system starts here
Joined
05 May
Nothing re-entered. The row already existed
First payroll
31 May
Runs from the structure the offer set
Revision
01 Apr
A new band, a letter, a signature
Exit
18 Nov
Final settlement from the same figures
The lit stretch is the part a separate HR system never has. Everything after it is read from the same row rather than loaded into a new one.
Illustrative
Three answers a competitor does not have
The questions that separate an HR system from a filing cabinet.
Each of these is answerable here, and each is a page you can read before you ever speak to us.
What an HRMS is, and where they usually stop
Every one of them holds the employee. Few of them hold the handover.
A human resources system is the record of employment — who works here, on what terms, from when, with what leave, at what pay, until when. Most products do that competently. The category is mature and we are not going to pretend otherwise.
Where they stop is at the two seams. The one before joining, where somebody re-enters a person the hiring team already knew everything about. And the one after the payroll run, where a set of correct numbers gets exported so that a different tool — or a person with a spreadsheet — can turn them into what actually has to be filed.
Both seams are where the errors live, and neither is visible in a demo.
- Name, contact, identity documentsre-enteredalready there
- The agreed package and its breakdownre-enteredalready there
- Joining date and notice servedre-enteredalready there
- Who interviewed them, and what was saidre-enteredalready there
- Consent, and what it was given forre-enteredalready there
- The signed offer and its evidence trailre-enteredalready there
The run
A payroll run that ends in filings, not in an export.
Runs, salary structures and components, arrears, reimbursements, bank files and payslips — the ordinary half, and it has to be right before anything else matters.
The half worth the page is what comes after. Contribution schedules, the monthly return, the quarterly tax return and the annual certificate are produced from the run that produced the payslips, rather than rebuilt later from the same numbers by somebody who has to get them right twice.
- Payslipsper employee, on the portal
- Bank fileready to upload
- Contribution schedulesemployer and employee halves
- Monthly statutory returnproduced from the run
- Quarterly tax returnproduced from the run
- Annual tax certificateper employee
- Payslipsper employee, on your letterhead
- Statutory returnsfilled from the same run, not rebuilt
- The bank instructionnet pay, in the format the bank wants
- Accounting entriescost by department and by entity
- Arrears and correctionspriced at the rates of the month they belong to
Rates are versioned by the date they took effect, so a run for March uses March's rates and a back-dated correction uses the ones that applied then — which is the difference between a correction and a second error.
Being exact about scope
Statutory depth is one regime today, and the product says so.
Payroll is built so the statutory calculation is separate from the run itself. One regime is complete today: India — provident fund, state insurance, professional tax across the states that levy it, income tax on both regimes, gratuity and statutory bonus, with the returns above coming out of the run.
Ask for a country that has not been built and the product refuses rather than computing something plausible. That is deliberate: a payroll engine that guesses is worse than one that declines, because the guess is discovered by a regulator rather than by you.
Everything else in this module — the record, leave, attendance, onboarding, reviews, offboarding, the employee portal, contractors — has no statutory opinion and runs wherever you do.
The rest of the module
Joining to exit, and the parts nobody enjoys building.
The lifecycle: prospective employees and onboarding formalities, the employee record with identity and a documents vault, org structure with grades, bands and multiple legal entities, probation and confirmation, leave with balances and comp-off, attendance and shifts, and offboarding with clearance, exit interview and knowledge handover.
Around it: compensation rounds with budgets and manager recommendations, bonus runs and incentive plans, loans recovered through payroll, full-and-final settlement on exit, reviews and goals, one-to-ones, learning, assets, expenses, benefits, surveys, announcements, a workplace helpdesk and a harassment-complaints process that has to be handled properly rather than politely.
And contractors, who are not employees and should not be paid as though they were — their own records, their own contracts, and an invoice surface for people who do not have a login.
- The employee portal is the point of adoption —
Payslips, leave, attendance, expenses, declarations, letters, documents, assets and referrals — self-serve, because an HR team fielding those by email is the actual cost of a cheap HR system.
- Letters with a signature trail —
The same signing machinery the offer letter uses, with the evidence bundle recorded beside the signature.
- Approvals that can be conditioned —
A step required or skipped on the record's own numbers, with a time limit and an escalation when it passes.
- It is one licence with hiring —
Not an integration between two products you bought separately, and not a second seat count.
The half of people and payroll that is not HR.
An HR system stops at the employee. Most of what makes an employee expensive or valuable happens in the other modules, on the same record.
Hiring
The joiner arrives with the offer, the package and the interview evidence already attached — because they were never a different record.
ExploreFinance
Payroll cost lands against the entity that employs them, with multiple legal entities under one roof rather than one file each.
ExploreServices delivery
The person you just onboarded shows up on a project with a cost rate, so margin is a fact rather than a monthly reconstruction.
ExploreSales CRM
Commission earned by a salesperson is recovered and paid through the same payroll run that pays their salary.
ExploreSupport
The workplace helpdesk is the same queue machinery, with SLAs — so an HR ticket is not an email somebody remembers.
ExploreAsk Yukti
“Who is still on probation past their confirmation date?” answered from your records, with the records attached.
ExploreOther people's time
Most of what HR does all month is answer the same nine questions.
Where is my payslip. How much leave do I have left. Can I change my bank details before payday. I need a letter for my landlord. What did I declare last year. Who approved my expense.
None of those needs a person. All of them get one, because the answer lives somewhere an employee cannot reach — and that is how a two-person HR team loses the last week of every month.
- Read a payslip, and last year's
- Book leave and see the balance it will leave behind
- Declare tax investments and upload the proof
- Fix a bank detail before the run closes
- Claim an expense and watch it approve
- Download the letter a landlord is asking for
- Acknowledge the policy that changed
- Raise a query, and see where it got to
- Managers get their own layer, not the admin one —
Approve leave, see the team's calendar, run a one-to-one, set goals — without being handed the screens that hold everybody's salary.
- Contractors get a surface without getting a login —
An invoice submission they can use, because paying a contractor through payroll is how firms acquire a classification problem.
- A query is threaded, and knows what it is about —
A pay question arrives attached to the payslip it refers to, rather than as an email that starts "hi, quick question".
The parts nobody puts on a website
An HR team is judged on the week something goes wrong.
Not on the org chart. On the complaint that has to be handled by the right three people and nobody else, the policy somebody says they never saw, the pay query that turns into a grievance, and the manager's note that should never have been readable by the rest of the company.
Each of those is a different answer to "who can see this", and a product that files all four in one ticket queue has already failed the first one.
- A harassment complaintthe committee onlyits own surface, its own trail, and not in the helpdesk
- A pay queryHR, and the employeethreaded, with the payslip it refers to attached
- A policy nobody has readeveryone it applies toversioned, with who acknowledged which version
- A manager's one-to-one notethe two of themprivate by default, not a field on the employee record
- A harassment complaint is not a helpdesk ticket —
Its own surface, reachable by the committee and nobody else, with its own trail — because the alternative is a case visible to whoever happens to hold the support role this quarter.
- A policy knows who acknowledged which version —
Not whether somebody clicked once in 2023 on text that has changed twice since.
- The analytics answer what a board actually asks —
Attrition and where it is concentrated, the health of a role, and sentiment taken from surveys rather than guessed at — so the question "are we losing people faster than last year, and from where" has a screen rather than a spreadsheet.
The whole module
Twenty-nine capabilities, each with a page that names the screen.
Not a feature list written by marketing. Every one of these was written after reading how it actually behaves — which is why each page tells you what it refuses to do as plainly as what it does.
Payroll
Performance
Employee-facing
Insight
Questions that decide it
Including the one about where you operate.
›We hire outside India. Can we run payroll there?
Not today. One statutory regime is complete, and the product refuses a country it has not been built for rather than producing a number you would have to defend. Everything else in this module is locale-neutral and runs anywhere — and plenty of teams run the people half here and payroll elsewhere while that is true.
›Do we have to take hiring as well?
No. People and payroll works standalone. The reason most teams end up with both is the handover — the seam where a joiner gets re-entered is the one nobody budgets for and everybody pays for.
›How does a hire actually become an employee?
The accepted offer carries through. The record, the agreed package, the joining date, the documents and the consent are already there, because they were never a separate record to begin with.
›What happens to a correction for a past month?
It uses the rates that applied in that month, because rates are versioned by the date they took effect rather than replaced when they change.
›Can contractors be paid from the same place?
Yes, and deliberately not as employees — their own records and contracts, with an invoice surface for people who have no login. Paying a contractor through payroll is how firms end up with a classification problem.
›Who actually uses it day to day?
Mostly not HR. The employee portal is the surface that gets opened, and the measure of this module is how many questions never reach the HR team at all. Managers get their own layer — approvals, the team calendar, one-to-ones and goals — without being handed everybody's salary.
›What about our existing payroll provider?
Plenty of teams run the people half here and payroll where it already runs, particularly while our statutory depth covers one regime. The seam that usually hurts is the other one — hiring to joining — and that is closed whether or not payroll moves.
›How long does it take to get running?
The determining factor is almost never the software — it is how clean the employee data is and which month you cut over. Records import from a spreadsheet with a preview that shows what it would create, what it would link to somebody you already have, and what it could not read, before anything is written. Most teams run one month in parallel.
›What does it cost?
We quote rather than publish. Headcount, how many legal entities you run and whether contractors are in scope move the number enough that a price list would mislead more often than it helps.
›Is this a cut-down HR system because you also do hiring?
It is the second-largest module in the product. The honest risk with a platform is the opposite one — breadth without depth — which is why this page names the one place the depth stops.
Book a demo
Bring last month's payroll.
The last one is the shortest demo on this site, and the most useful.
- Run it, then open what came out besides the payslips
- Post a back-dated correction and check which rates it used
- Walk a hire from accepted offer to first payslip
- Ask for a country we have not built and watch it refuse