Solutions / use cases
A recruiter, an HR administrator and a finance approver should not receive the same data or the same authority. Start with the workflow—not an all-access promise.
Manage clinical and allied-health recruiting from requirement to placement. Keep credentialing readiness separate from the recruiter’s pipeline, and model assignment costs before approving a pay package. VMS availability must be confirmed by company and provider.
Jobs → candidates → interviews → approved offer → cleared placement
Explore the solutionOrganize external staffing jobs and candidate pipelines in ATS. Run the staffing business’s own internal employees through People / HRMS. India-first Payroll remains a separate pilot with qualified statutory review and bank acceptance gates.
Separate external placements from internal employment and payroll
Explore the solutionOrganize client systems and assign destinations to teams instead of distributing passwords. Use MFA, resource permissions and launch history to review who needs access as responsibilities change. Third-party security controls remain intact.
Assigned system → identity verification → controlled launch → audit
Explore the solutionReview joining, leave, attendance and compensation in the correct employee context. Payroll’s maker-checker pilot separates calculation, approval and payment evidence. Work’s activity pilot never silently changes attendance, salary or disciplinary status.
Reviewed inputs → independent approvals → bank evidence, not assumptions
Explore the solutionA controlled rollout
Start with a scoped walkthrough and the products your company needs. Verify identities, permissions, configuration and acceptance criteria before adding operational authority. Pilots do not become live services because a page or installer exists.
Start with your operation
Show us the client systems, staffing process or internal people workflow you want to improve. We’ll discuss fit, availability and the steps to a controlled rollout.
