Start with your situation, not the software
Nobody wakes up wanting an HRMS. They want payday without dread, paperwork that files itself, and a company people like working at. Find the page that sounds like your week: by industry, by company size, or by the job you do.
Built for how your sector actually works
Shift floors, client shoots, donor audits, clinics that never close. Each page starts with the week you have, not a feature list.
SaaS and tech
Product teams that hire fast, work hybrid and want HR to stay out of the way.
IT services and ITeS
Multi-entity, bench and billable, appraisal season every April.
Healthcare and pharma
Clinics, diagnostics chains and pharma field teams with licences that expire.
Manufacturing
Plants with permanent and contract workers, assets to issue and safety concerns to hear.
Financial services and NBFC
Branch networks, KYC-grade employee records and audits that ask for everything.
Retail and D2C
Store staff on their feet, weekly joiners and leavers, festival-season rosters.
Construction and real estate
Project crews across sites, subcontractor labour and site-wise expenses.
Education and edtech
Schools, colleges, coaching centres and edtech teams with academic-year calendars.
Hospitality
Hotels, restaurants and cafes with high turnover and staff who never sit down.
Logistics and supply chain
Warehouses, fleets and hubs with contract drivers and expense-heavy operations.
Professional services
CA, law, consulting and architecture firms where partners want HR to be invisible.
Agencies
Creative, media and marketing agencies with shoots, freelancers and client-billable expenses.
NGOs and nonprofits
Programme staff, field teams and donor audits that want proof of every rupee.
The right amount of HR for where you are
Ten people need a different system from four hundred. These pages say what matters at each stage, including when you should not switch yet.
Startups (1 to 25)
Your first HR hire can wait. Your HR system cannot.
Small business (25 to 100)
The register worked at 20 people. It is struggling at 60.
Mid-size (100 to 500)
An HR team, several managers, and processes that must run the same way every time.
Multi-entity groups
A holding company and subsidiaries, or a services firm with an LLP, under one login.
Distributed and remote teams
People in six cities, two time zones and a home office each.
What ZekoHR does for the job you do
Founders, HR heads, finance, recruiters, admin managers, people managers and employees see different screens. Here is each one, in plain terms.
Founders and business owners
Decide once, stop being the HR department, see what matters.
HR heads and HR managers
Run the whole people process from one place, with the record to prove it.
CFOs and finance leads
Payroll with controls, expenses with rules, a GST register and exports your auditor accepts.
Talent acquisition
A pipeline you set up your way, scorecards the panel fills in, offers that become employees.
Office and admin managers
The person who does HR without the title, with a system that does the chasing.
People managers
Approve from the request, see who is out, keep the record you will need in April.
Employees
Your leave, your payslips, your documents and your voice, from your phone.
Four things teams come here to fix
Payday without the dread
Bureaus are slow and opaque. Spreadsheets are fast and terrifying. ZekoHR runs payroll where your attendance and leave already live, and checks the run before you do.
- Pre-flight checks flag missing attendance and unverified TDS declarations
- Draft, finalize, publish, with rollback if something is wrong
- PDF payslips land in every employee's portal automatically
- Advances and expense claims reconcile into the run
Illustration of payroll pre-flight checks.
The shared drive retires today
Offer letters, PAN cards, policies, laptops. Everything HR touches generates paper, and paper gets lost. ZekoHR gives every document a queue, an owner and an expiry date.
- Documents Center with bulk verification and reject-with-reason
- Request batches that auto-fulfil as people upload
- Letters generated from templates, rendered to PDF, emailed
- Policies with acknowledgements you can actually track
Illustration of a document request batch filling up.
Culture you can point at
A social feed with kudos tied to your values, automatic birthday and anniversary celebrations, polls that take the temperature, and a confidential channel for the conversations that matter most.
- Posts, reactions, comments, @mentions and polls
- Kudos tied to company values, with a leaderboard
- Anonymous grievance reporting with a secret tracking code
- Cases visible only to HR Managers and Admins
Illustration of kudos and a poll in the employee feed.
One roof for the whole group
A products company and a services LLP. A holding entity and two subsidiaries. ZekoHR runs several legal entities under one org and one login, with policies and holidays scoped per company.
- Departments, designations and holidays scoped per company
- People can belong to more than one entity
- Roles enforced per-permission on every API route
- One audit log across the group
Illustration of two legal entities under one organisation.
Weighing the alternative? We compare ZekoHR against spreadsheets and against a payroll bureau, including where they still win.