FAQs
Questions worth asking before you decide.
Is HRMS ready for live payroll?
The source supports meaningful HR and payroll workflows, and a seeded local core was tested. Production authentication, deployment checks and independent payroll-rule validation are still needed. Use sample data for evaluation.
Does it support Indian payroll?
The source includes an India rule pack and versioned rule handling. Your applicable statutory rules and output must be checked before a live payroll run.
Does it file returns or transfer salaries?
No verified statutory-filing or bank-disbursement connection was established. Do not assume that approving a payroll run pays employees.
What does the history check tell us?
It checks the sequence of recorded events for changes. It helps investigate records, but is not an independent audit or compliance certificate.
Can employees use it themselves?
Employee portal screens and workflows exist. The current evaluation uses demo personas, so production authentication is a separate requirement.
Does AI decide salaries?
Payroll has deterministic calculation and rule paths. AI explanation features are separate and partially implemented; generated wording needs review.
Are voice interviews available?
Interview logic exists, but real-time voice transport has unfinished provider methods. Live voice interviews are not available.
Can we use it across companies?
Company administration and comparison workflows exist. Tenant access and deployment must be validated for your live operating model.
Is the mobile app ready?
Flutter source exists, but native-device execution was not verified in the review.
Can we bring our actual employee spreadsheet to the demo?
Use anonymised examples or sample data. Real employee information should wait until production identity, permissions and privacy controls have been verified.
Is there a public price?
No public price is listed. Ask for a written scope and price for your requirements before making a purchase decision.
What should we bring to the walkthrough?
One anonymised example of the work, the people who handle it and the result you need. Avoid passwords, account keys, private customer records or employee details.
Next step
Bring one real workflow question.
Bring your current HR process to a sample-data walkthrough. We can use that starting point to assess fit, show the relevant interface and make the remaining work clear.
Start with a question, not a commitment. Use sample or anonymised information.
