pPULSE
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Solution · High growth

Hire fast. Onboard faster. Scale without re-platforming.

Series A through Series D companies grow headcount 3-5× without a corresponding HR team build-out. pPULSE keeps up because it was built for this.

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ATS at growth scale

Holds up at 1,000 inbound a week.

Bulk import resumes from old systems. Funnel reporting that survives 5× growth. Multi-recruiter pipelines so a single role can have 4 recruiters working in parallel without stepping on each other.

  • Up to 5,000 applications/week. Tested on customers in their growth phase. Architecture scales further on Enterprise.
  • Cohort hiring built-in. Post once, interview in batches, offer in waves. Useful for adding 30 SDEs in a quarter.
  • Funnel reporting. Sourcing → screen → interview → offer → accept. Holds up at 5× team growth.
  • Concurrent recruiters. Unlimited. Pipeline templates per role family so quality stays consistent.
See hiring details
Engineering hiring · 14 months
220 hires made
8,400 applicants
Applications received
8,400
Through to onsite
1,180 (14%)
Offers made
284
Offers accepted
220 (78%)
Time-to-hire (median)
32 days
Cost per hire
₹62,400
Self-service · last 30 days
12,840 transactions
0 HR involvement
Payslip downloads
4,820
Leave applications
1,288
Expense claims submitted
1,247
Profile self-updates
412
Manager approvals (mobile)
3,824
HR escalations needed
84 (0.7%)
Self-service everywhere

90%+ of employee transactions complete without HR.

Payslips, PF balances, leave applications, expense claims, address updates - all on the employee mobile app. Manager self-service for approvals, reviews, comp recommendations.

  • Employee mobile app. iOS + Android. Payslips, leaves, expenses, profile, payroll history.
  • Manager self-service. Approvals, reviews, comp recommendations, team analytics, 1:1 notes.
  • CEO self-service. Headcount reports, attrition trends, hiring funnel, all on a phone.
  • HR for cases that matter. HR works on edge cases and policy. Day-to-day handles itself.
See Core HR
Integrations that keep up

Live integrations are short, the API is open.

Today's live integrations are intentionally tight. The JWT-authenticated REST API with Swagger / OpenAPI docs handles the rest. Outgoing webhooks, SAML / SCIM, Slack and the popular ERP connectors are on the roadmap rather than implied.

  • Microsoft 365 SSO. OAuth-based, with auto-create flag and email-domain allowlist.
  • Microsoft Teams + WhatsApp. Teams via webhook with Adaptive Cards. WhatsApp via Meta Graph API.
  • JWT REST API + Swagger docs. Endpoints across employee, attendance, leave, payroll, asset, notifications. Outgoing webhooks not in current release.
  • LinkedIn / Naukri / Indeed (ATS). OAuth and API-key job posting. Embeddable career widget for your own site.

Slack, JIRA / Linear, Notion, Greenhouse, Lever, BambooHR migrators, Zoho Books, QuickBooks JE export, SCIM 2.0 and Python / Node / Go SDKs are on the roadmap, not in current release.

See API docs
Integrations · this org
8 active connectors
Real-time sync
Microsoft 365 SSO
Live
Microsoft Teams
Adaptive Cards
WhatsApp Business
Meta Graph API
Google Meet + Drive
Live
REST API + JWT
Swagger docs
Slack / SAML / SCIM
Roadmap
Stack consolidation

Start with one product. Add others as you grow.

Most high-growth customers start with payroll or ATS. Within 12 months, 78% have added at least 2 more modules.

ATS first

Common for early-stage teams. Build the hiring engine, then add Core HR + payroll.

See hiring

Payroll first

Common for series-A onwards. Migrate from Greytip / Excel, add ATS later.

See payroll

Core HR + Payroll

Most common starting bundle. Adds attendance + performance within 6 months.

See Core HR

Add attendance

Especially for hybrid/distributed teams. Geofence + biometric + face-ID.

See attendance

Add performance

Around 100-person mark. OKRs, 360°, calibration become essential.

See performance

Add expenses

Around 200-person mark. GST capture compounds with payroll.

See expenses

Why high-growth teams choose pPULSE

Built for the curve, not the steady-state.

0 re-platforming
Same instance handles 50-person Series A and 5,200-person mid-cap.
5× growth supported
Funnel reports, payroll cycles, comp planning, all hold up through 3-5× headcount.
Live integrations + REST API
Microsoft 365 SSO, Teams, WhatsApp Business, Google Meet, Outlook OAuth, Anthropic Claude. Plus a JWT-authenticated REST API with Swagger docs.
90%+ self-service
Employees handle their own. Managers handle their teams. HR handles cases.
2-3 weeks to go-live
Standard data import, SSO, payroll config. No 8-week enterprise sprint.
Pricing scales linearly
₹125 → ₹185 per person per month. No module fees, no surprise upcharges.
Frequently asked

Questions about high-growth.

Most high-growth customers go live in 2-3 weeks. Standard data import, SSO setup, payroll configuration. Migration from BambooHR, Greytip, Zoho People, Keka, or Greenhouse takes a long weekend.
Not in current release. Cap-table sync (Carta, AngelList), vesting calculation, cliff handling and exercise tracking are on the roadmap for the Tech & SaaS solution. Today the offer letter generator handles ESOP grant text within the offer letter itself.
Yes. Start with Core HR + payroll + ATS. Add performance + expenses + integrations as the team grows. Pricing scales linearly per person, no module fees.
We ship roughly twice a week. If you have a specific need, talk to your CSM. Things on our roadmap get prioritised by customer demand. We don't build for one-off requests on shared plans.
Bulk operations for re-orgs, role changes, location moves. Org chart auto-rebuilds. Statutory letters auto-generate. Audit trail preserved through everything.
SAML SSO and SCIM 2.0 are not in current release on any plan; both are explicitly on the roadmap. Per-company configuration is available across plans through the standard HRMS HorillaCompanyManager. We're upfront about gaps so security review is faster, not slower.

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

Pricing details

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