Posts on Indian HR, payroll engineering, hiring craft, and what it takes to build software for the way India actually works.
The five posts our readers spent the most time on over the last 90 days. Engineering deep-dives and India-specific compliance pieces tend to do best.
The eight failure modes we've watched companies trip on during their first run on a new HRMS, and the dry-run checklist we now ship with every implementation. PF code mismatch is the boring but most common one.
Read post →How we built the candidate scoring model to be explainable, auditable, and aligned with the Digital Personal Data Protection Act. Includes the bias-detection harness we run in CI.
Read post →Why we recommend role-specific structured interview kits for any team scaling beyond 50 hires a year. Includes the scorecard format and calibration cadence we ship as a default.
Read post →Twelve practical things HR teams need to know about India's Digital Personal Data Protection Act. Co-written with our DPO. What changes for offer letters, exits, and applicant data.
Read post →The sixteen anti-patterns we watch managers fall into, and the lightweight cycle our own team uses internally. Why mid-year reviews matter more than annual ones.
Read post →Engineering deep dives, HR craft, hiring, payroll, compliance, product behind-the-scenes, and the occasional company essay. Use the filter strip to narrow down.
How we model multi-entity tenants while keeping PF, ESIC, PT, and TAN codes scoped per entity. The data model, the migration story, and the gotchas we hit at 5,000 employees.
Read post →Patterns from interviews with HR leaders who joined fast-growing Indian companies. What worked, what they wish they'd done sooner, and the underrated importance of a buddy programme.
Read post →Eighteen rules of thumb on take-home assignment design, drawn from tracking completion rates across 4,200 assignments on our platform. Two-hour cap is doing a lot of work.
Read post →Notice pay, leave encashment, gratuity, recoveries, and statutory letters. The order in which to compute them, and the rounding gotchas that cause the most disputes at exit.
Read post →Recent changes to ICC composition, training cadence, and reporting under the Sexual Harassment of Women at Workplace Act. Plain language summary with the action checklist HR teams can run today.
Read post →The nine-month journey from prototype to GA, the design partner programme that shaped the six default scoring parameters, and the bug that almost cost us the launch.
Read post →The query latency wall we hit at 800 customers, the migration plan, and what we'd do differently. Spoiler: we kept Postgres for transactional, and the joint architecture is working.
Read post →Channel-by-channel breakdown of cost-per-applicant, time-to-shortlist, and offer-accept rates across 8,400 hires on our platform. The picture differs sharply by role family.
Read post →The Electronic Challan-cum-Return is the single most common source of payroll disputes. Field by field, with the validations our system runs and the most frequent failure modes.
Read post →Why your nine-box always lands too top-heavy, and the agenda we use to keep calibrations honest. Includes the disagreement-resolution rule that saves the most relationships.
Read post →Maharashtra, Karnataka, Tamil Nadu, and West Bengal all moved Professional Tax slabs in Q1 2026. Effective dates, what changed, and the impact on payroll cycles already in flight.
Read post →The ATS launch involved 90 design partners over nine months. The five biggest product changes the partners drove, and the one feature we shipped, then walked back.
Read post →India's HR-tech needs to be built by people who have actually run payroll in India. The case for staying close to customers, the trade-off on talent depth, and what life is like on the ground in T. Nagar.
Read post →How we deliver, retry, and dead-letter webhooks across 2,400 customers without losing events. Idempotency keys, exponential back-off, and the quietly-impactful 12 hour replay window.
Read post →The eight things to include, the four things to leave out, and the framing that improves accept rates by ~9 points. Drawn from offer-acceptance data across our customer base.
Read post →Why we keep teams small, what we look for in early hires, and the four-step interview loop we run for engineering. Calibrated structured interviews, every time, no exceptions.
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