Field-level encryption for bank, IFSC, PAN, Aadhaar
Today these sit on standard CharFields. Moving them to envelope encryption with rotated keys, so the database file alone is not enough to read sensitive identity data.
The honest list, grouped by quarter. We add to it as work starts, not before. If something is on this page it has a real owner; if it ships earlier or slips, we will say so.
Today these sit on standard CharFields. Moving them to envelope encryption with rotated keys, so the database file alone is not enough to read sensitive identity data.
Per-account brute-force protection on staff sign-in, with a configurable cooldown window and audit log of every failed attempt.
Per-tenant DRF throttling. Today there is no rate limit on the login endpoint; this closes that surface.
Replacing the dynamic Python evaluation in tax_calc.py with a sandboxed expression engine (simpleeval / asteval / formula DSL) so untrusted payroll formulas cannot run arbitrary code.
Outgoing webhook integration with Slack, mirroring the existing Microsoft Teams notification pattern. Quick build alongside the API rate-limit work.
Filtered candidate, interview-feedback and offer-stage exports. Every recruiter screen gets a one-click XLSX, audit-logged.
Pre-built feedback forms for common engineering, sales and ops interviews so panellists are not staring at a blank text area.
Wiring up the data stubs we already collect into a recruiter dashboard, broken down by job, source and stage.
Cache shared instruction prompts across screenings to drop per-candidate AI cost. High-ROI internal change, no impact on output.
Authenticator-app 2FA for staff sign-in, opt-in per organisation today, defaulting to required once SMS provider integration lands.
India payroll bank-file output. Today we generate registers and payslips; this closes the gap from approved payroll to disbursement.
Bulk import of historical payroll periods alongside the existing export. Closes the migration loop for customers moving from Greytip, Keka or Zoho People.
Per-event subscriptions across employee, payroll, attendance, leave and helpdesk so HRMS becomes Zapier-ready and pluggable into any internal pipeline.
Pluggable adapters for Twilio, Plivo and TextLocal. Required before 2FA over SMS and for high-frequency reminders to frontline staff without smartphones.
Mirrors the Microsoft Teams notification surface so Slack-first orgs get the same leave-approval, timesheet and birthday flows.
Wire the dormant geofencing module into the attendance clock-in path with a configurable radius per shift, or remove it. Decision in Q3.
Same call as geofencing: wire face matching into the punch path, or retire the module. We do not want a half-shipped feature on a security-adjacent surface.
Per-category SLA windows, three-tier priority and escalation chains when a ticket breaches its window.
An employee can send mail to the helpdesk address and a ticket is created automatically with the right category routing.
Cron-based delivery of payroll, attendance and OKR reports to designated stakeholders. Filter saved per recipient.
Replaces the current pattern-match heuristic for offer-letter and KYC document checks with model-based verification.
Direct integration with AuthBridge and similar Indian BGV vendors so checks fire from the candidate detail screen.
External JWT-authenticated API for jobs, candidates and offers, plus outbound webhooks on key state transitions. Mirrors the HRMS API surface.
A job goes through configurable approver hops (manager, finance, leadership) before it goes live. Today the chain is one-deep.
Per-category depreciation schedules tied to the asset register, with a GL export for finance. Closes the loop from asset issued to asset written off.
Performance management gets a skip-level review path and a 9-box grid for talent calibration, with managers blind to peer placements until the calibration meeting.
Today the HRMS is a responsive web app. Native shells with push notifications and biometric login for the most-used flows: clock-in, leave, payslip, helpdesk.
Third-party audit across the admin and employee surfaces, followed by remediation of every concrete issue. Documented in a public conformance report.
Bulk outreach into rejected and not-interested cohorts when a similar role opens, with respect for explicit opt-outs and DPDP retention rules.
Formal attestation cycle starts after the field-level encryption, 2FA and audit-log work above. Targeting first SOC 2 Type II report in 2027.
Automated employee and candidate data-deletion APIs aligned with India's Digital Personal Data Protection Act, with a configurable retention window per category.
Aadhaar-based digital signing for offers and statutory documents, and DigiLocker pull for verified KYC documents. Replaces today's OTP-verified in-house signing.
Direct journal-entry export of payroll and reimbursement runs into the three accounting systems most India SMBs already use.
For multi-entity groups that already run Workday or SuccessFactors at the holdco level. Bidirectional employee and org-tree sync.
Two-way link between key results and engineering tickets so progress check-ins update from real delivery, not from a separate weekly form.
Beyond English. Hindi, Tamil, Marathi and Telugu first, then bilingual normalisation so a Hindi-only resume scores fairly against an English one.
Optional, off by default. For roles where panel-led integrity matters more than candidate comfort. Requires a vendor partnership; not in current release.
Calendly-style self-pick slot booking from the candidate page, against the panel's calendar availability. Today HR picks the slot.
Independent audit of the AI screening pipeline for disparate impact across gender, age and tier-of-college, with the report published.
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