One platform for employees and consultants. Calendar-day Loss of Pay. CGST/SGST invoicing. Auto-published payslips. India compliance built in — at ₹0/month.
Our workforce is two populations. Salaried employees on payroll. Independent consultants on retainers. Every HR tool we tested was built around only the first one. Consultants ended up in a separate spreadsheet, invoices drafted in Word, GST split by guesswork, payslips generated by the payroll tool but invoices by whoever remembered. Two workforces, three tools, zero source of truth.
Meanwhile, we were shipping custom HR systems for clients. The irony of running our own on scattered tools was becoming hard to ignore. So we built what the market kept missing — one platform that treats employees and consultants as first-class citizens of the same system, with Indian statutory compliance built in from day one.
"We don't recommend tools we wouldn't build for ourselves."
— The Entexis Thesis
We built this platform because we were the client who needed it. Here is what shifted once scattered tools were replaced with one system.
Four stages. One platform. Every step of the employee and consultant lifecycle — without a spreadsheet in sight.
Full profile with government IDs, bank details, salary structure, and document uploads. Separate flows for employees and consultants, but one unified workforce record.
Leaves, approvals, notice periods, revisions, exits. Quarterly paid leave with auto paid/unpaid determination and full calendar visibility.
One-click salary generation. Calendar-day Loss of Pay. PF, ESI, PT, TDS computed automatically. Consultants paid with CGST/SGST or IGST invoices — whichever applies.
Payslips auto-published to employees. GST invoices generated for consultants. Every document stored in one place and searchable.
Every feature exists because we hit the wall ourselves — not because a spec document imagined it. This is the system that runs our payroll every month.
Profiles, employment, salary structure, bank details, tax records, document uploads, revision history, exit flow. Every data point an HR team needs, in one canonical record per person.
3 paid leaves per quarter, available day one. Auto paid/unpaid determination. Half-day and short-leave support with session tracking. Sudden Fri/Mon rule prevents the long-weekend pattern. One-click cancel on the calendar.
Loss of Pay calculated on actual calendar days (28, 29, 30, or 31), not a fixed 26-day divisor. Basic, HRA, Special, Other. PF employer/employee, ESI employer/employee, Professional Tax by state, TDS on salary. One-click run for the whole month.
Consultant profiles with GST registration state, PAN, bank details, contracts. Live alongside employees in one system. Reportable as one workforce, tracked separately where compliance demands it.
Determines CGST+SGST (intra-state) vs IGST (inter-state) automatically based on stored GST registration states. Generates compliant invoices. TDS under Section 194J or 194C depending on engagement type.
Offer letters, appointment letters, revision letters, appraisals, contracts, NDAs. Uploaded against the employee or consultant record. Download anytime with original filename. Missing-document warnings flag gaps on view pages.
Four roles: Owner, Admin, HR Manager, and Employee. Granular permissions — HR managers see everything, employees see only themselves. Owners delegate without oversharing. Built so sensitive data stays sensitive.
Employees check their own leave balance, apply leave, download payslips, view documents, see revision history. No HR ticket needed. No email chain. Answers them before they ask.
Four letter types generated from live employee data — Experience, Relieving, Salary Revision (with Increment / Promotion / Both variants), and Salary Certificate for loans and visas. Gender-aware pronouns, title-prefix stripping (Mr./Ms./Shri/Smt.), tense that switches for active vs exited staff, company stamp composited over a rotated signature, all rendered to a single A4 page. Employees can request letters from their portal; HR issues with one click; every issuance is logged.
Every applicant’s resume is screened against the job description and scored 0–100 with a verdict (Strong, Interview, Borderline, Weak), a one-line summary, three resume-grounded strengths, and two gaps. A hard-blocker rule catches core domain mismatches, wrong experience bands, and location or work-mode conflicts — capping the score so they never sneak into a shortlist. Manual-trigger only, so zero tokens are spent on applications the team never reviews. Results are stored and shown next to each applicant; one click to re-score if the JD changes.
Most HR tools divide monthly salary by a fixed 26 days to compute the Loss of Pay rate. It is a shortcut that quietly overpays the employer and underpays the employee — or vice versa — depending on the month. The correct method divides by the actual calendar days in the pay period.
GST treatment for a consultant payment depends on whether both parties are registered in the same state. Same 18% total, different line items, different accounting. The system checks the stored registration states and produces the right split automatically.
Three paid leaves per quarter, granted day one. When leave is applied, the system checks the remaining balance. Within balance means paid. Exhausted means auto-unpaid and fed into Loss of Pay. A separate rule catches the sudden Fri/Mon long-weekend pattern.
The defining choice. Employees and consultants live in separate tables with different shapes — salary structures vs retainer rates, PF/ESI vs GST, payslips vs invoices. But they roll up to one unified workforce view, one reporting layer, one permissions model.
The old way: HR generates salary, then manually reviews each payslip, then clicks "issue" to release each one to the employee, then emails PDFs one by one. Four steps, all manual. The new way: generate and publish happen in one action — employees download the moment salary is ready.
Leave is not just a form. It is a workflow — apply, notify, approve, notify back, track on calendar, cancel if plans change. Every state transition is handled in-system with notifications to the right party, so nothing falls through the cracks.
HR data is sensitive — salaries, bank details, PAN/Aadhaar, medical leaves. Not everyone in the admin panel should see everything. Four roles, each with a crisp permission boundary, enforced at every route by middleware — not by UI hiding.
HR documents are high-touch and time-sensitive. A home-loan disbursement on the 25th depends on a salary certificate delivered on the 24th. A relieving letter that goes out the day after the last working day is table stakes. The Entexis HR platform turns this into a two-sided workflow with a full audit trail — not a chain of WhatsApp messages and forwarded Word files.
A recruiter opens a job and has hundreds of applications. Half are off-domain. Some say remote-only while the role is on-site. Some have the wrong experience band entirely. The screener reads every resume against the job description and returns a fit score with the reasoning exposed — so the team focuses on the top of the list and does not spend time triaging noise.
A platform like this is built to extend. Here is where the technology can go next — each one a natural evolution of what already exists.
Both populations unified under one workforce view. Documents, contracts, revisions, and history all stored per record.
Calendar-day Loss of Pay, PF/ESI/PT/TDS, CGST/SGST vs IGST consultant invoicing. Auto-issued payslips and invoices.
Every applicant scored against the job description in seconds. Verdict, strengths, gaps, and a hard-blocker rule — so off-domain and wrong-location applications never sneak into a shortlist.
Natural-language leave application and balance queries — on the same AI foundation already powering the Resume Screener in production. Ask “how many paid leaves do I have left this quarter?” and get an answer, in context.
Native iOS and Android apps for the employee layer. Leave apply, payslip download, document view, approvals — on the go.
Scale the architecture to multiple legal entities across countries. The dual-population pattern extends naturally to multi-currency reporting.
Automated reminders for PF/ESI filing deadlines, quarterly TDS returns (24Q, 26Q), and state-specific PT schedules. Never miss a filing.
The Entexis HR system runs our own payroll every month — employees, consultants, leaves, GST invoices, compliance. If you are thinking about building your own HR layer, or replacing an HR tool that no longer fits, we can build yours on the same foundation.
We built this for Entexis Systems (Internal). We can build it for you — same rigour, your domain.
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