pPULSE
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From offer accepted to exit, every step.

Configurable onboarding stages with task lists, a branded welcome, a six-stage offboarding clearance, and intern-to-fulltime conversion as a first-class workflow. Nothing on a sticky note.

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Onboarding in four configurable stages.

Welcome, Documentation, Training, Activation. Each stage has its own task list. The new hire moves through stages as tasks complete. HR sees the pipeline in one view, the new hire sees a guided checklist. The day-one welcome is branded with your logo, your colours, and a manager note.

  • Welcome. Day-one announcement with your branding. Manager intro, team photo, joining-day meeting links.
  • Documentation. Aadhaar, PAN, education, prior employment, bank, statutory IDs (UAN, PF, ESI, PRAN). All token-gated, no logins.
  • Training. Per-role tasks: code-of-conduct, security, role-specific reading. Track completion, not just assignment.
  • Activation. HRMS access live, payroll record created, manager and team unlocked. is_active flips true.
New hire · Riya Singh
Joining 15 Apr 2026
Stage 3 of 4 · Training
Welcome
Done · 14 Apr
Documentation
8/8 uploaded
Training (Eng IC)
5/7 tasks · 2 pending
Activation
Pending training close
Asset issued
MacBook Air · OTP signed
Offboarding · Ankit P
Last day 30 May 2026
Stage 4 of 6 · Infra
Reporting Manager
Cleared · knowledge transfer
General Admin
ID card returned
Finance
F&F draft generated
Infra / SysAdmin
Asset return pending
HR Clearance
Awaiting Infra
Archived
Auto on HR clearance

Offboarding in six stages, gated.

Resignations don't slip through cracks. Six clearance stages run sequentially: Reporting Manager, General Admin, Finance, Infra/SysAdmin, HR Clearance, Archived. Each stage gates the next, so Finance can't draft F&F until the manager has signed off, and HR can't archive until Infra confirms asset return.

  • Sequential clearance. No skipping. Each stage owns its checklist.
  • Resignation letter on record. Notice period, last working day, exit-interview JSON, manager approval, all preserved.
  • F&F handoff. Once Finance is unlocked, the F&F payslip flow opens. Notice pay, leave encashment, gratuity, recoverables stitch together.
  • Audit trail end-to-end. Every clearance, every override, every comment kept.

Intern-to-fulltime as a first-class workflow.

An intern converting to a full-time role is not a new hire. We treat it as a structured transition: existing employee record carries over, role and salary update, statutory IDs revalidated, training assigned. The history is one continuous timeline, not two disconnected files.

  • No duplicate records. Same employee ID, same history. Tenure starts from the internship.
  • Statutory IDs revalidated. UAN, PF and ESI thresholds re-checked at the new salary.
  • Selective re-onboarding. Skip Welcome and Documentation if the intern's data is current. Run only Training and Activation if needed.
Conversion · Karan G
Intern → Fulltime SDE
Effective 01 Jul 2026
Tenure carries over
Started 12 Jan 2026 (intern)
Role & salary updated
SDE I · ₹14L CTC
PF / ESI re-evaluated
Both applicable now
Documentation
Re-used from intern stage
Training (SDE I)
3 new tasks assigned

Questions about employee lifecycle.

Tasks within each stage are fully customisable per role and per organisation. The four stage names (Welcome, Documentation, Training, Activation) are fixed today, since they map to the underlying activation flow. Custom stage names are on the roadmap.
Archived. The record is retained for audit and statutory purposes (Form 16, gratuity claims, BGI references). DPDP right-to-be-forgotten endpoints to permanently delete archived records are on the roadmap.
No, by design. Sequential is what makes the workflow strict: Finance can't draft F&F until the manager has cleared, HR can't archive until Infra has confirmed asset return. Skipping order is the bug we don't want to introduce.
Not as a packaged feature today. Each company is its own row-isolated tenant. Cross-tenant moves are done via offboard-then-onboard with manual handover, talk to us if this is a primary need.
Email to the new hire on their joining day, plus an in-app post visible to the team. Logo, colours and the manager intro come from your organisation settings.

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Clear per person pricing. No surprise setup or onboarding fees.

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