pPULSE
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Solution · Tech & SaaS

OKRs, performance, equity. The way engineering-led teams expect them.

OKR-style goals with three KR progress types, AI-driven hiring through a separate ATS product, comprehensive audit logs, and a JWT-authenticated REST API with Swagger docs. Built for India tech teams.

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AI-driven hiring through a separate ATS

A 4-stage screening pipeline + 9-tab candidate workspace.

ATS by pPULSE is a separate product on a different codebase (PostgreSQL schema-per-tenant, addressed by subdomain). 424 endpoints, all permission-gated. Candidates never log in: token-gated public pages handle screening, document upload, offer signing and referrals.

  • Six default scoring parameters. Experience 30%, technical 20%, education 15%, domain 15%, stability 12.5%, resume quality 2.5%. Plus unlimited per-organisation custom parameters.
  • Custom roles with AI assistant. Granular permission matrix. AI Role Assistant generates a permission set from a job description.
  • Embedded video interviews. Google Meet and Microsoft Teams launched from the candidate page. External panellists submit feedback via token-gated link, no login.
  • OTP-verified offer signing. Token-protected page, OTP delivered to candidate email, IP and timestamp captured.

ESOP cap-table tracking with vesting / cliff / accelerated triggers and Carta / AngelList sync are not in current release. Today the offer letter generator handles ESOP grant text within the offer letter itself.

Talk to sales
ESOPs · this org
8,400 grants tracked
Roadmap
Active employees with grants
284 (84%)
Standard cliff
1 year, monthly thereafter
Acceleration (single trigger)
25%
Acceleration (double trigger)
75%
Exercised in last 12 months
112 grants · ₹14.2 Cr
Forfeited (exits)
84 grants
OKR · API latency
P95 198ms target 180ms
Manager rated
Objective
Q2 API latency
Owner
Aarav Mehta (SRE)
Tickets resolved
24 / 31 (77%)
P95 7-day average
198 ms
Target
180 ms
Confidence
Medium · last sync 12 min
OKR-style goals with three KR progress types

Percentage, numeric, currency, all on one model.

Objective and KeyResult models with EmployeeObjective and EmployeeKeyResult linkage. Engineering can express a KR as a percentage, sales as a currency, ops as a count. Manager rating and comments on objectives. Configurable review periods through the Period model.

  • Three progress types per KR. Each KR carries its own progress type so different teams speak the same shape.
  • Manager rating + comments. On objectives. Self-progress fields for the employee.
  • Multi-rater feedback. Custom QuestionTemplate per cycle with optional anonymous mode.
  • Promotion pipeline. PromotionRecommendation with status workflow and email triggers.

JIRA / Linear / GitHub / Asana / Notion sync, OKR auto-cascade, weekly confidence check-ins, 9-box calibration and skip-level reviews are on the roadmap, not in current release.

See performance
Monthly KRA reviews + year-end consolidation

Built for ops-heavy teams that work in a monthly rhythm.

PerformanceKRA, MonthlyReview, EmployeeKRAResponse, ManagerKRAReview models. Seven default role templates ship: Developer, Manager, UX Designer, Tester, Business Sales Executive, System Admin, General Employee. Year-end consolidation aggregates monthly reviews into the annual summary.

  • Predefined per-role KRAs. Auto-created on migration. Extend per organisation as your taxonomy evolves.
  • Promotion-recommendation pipeline. Date, increment percentage, recommended role. Status flow Recommended → Approved or Rejected → Promoted with email triggers.
  • Audit trail on every change. django-auditlog and django-simple-history capture all transitions.
  • 9-box and skip-level on the roadmap. Forced distribution, calibration sessions and skip-level review framework are not in current release.
See performance
Calibration · platform team
32 engineers · Q1 review
Monthly KRAs
High P, high Pot (top right)
4 (12%)
High P, mid Pot
8 (25%)
Mid P, high Pot (coaching)
6 (19%)
Mid P, mid Pot (core)
10 (31%)
Cross-manager rating spread
0.3σ
Promotion committee
Scheduled · 90 min
API usage · this org
JWT REST · Swagger
Pagination 20
Auth
JWT (SimpleJWT)
Webhook receivers
WhatsApp · Teams · Offer
SCIM provisions
Roadmap
Outgoing webhooks
Roadmap
Rate limiting
Roadmap (Q2)
Idempotency keys used
100% of POSTs
API your platform team will use

Versioned, rate-limited, idempotent.

JWT-authenticated REST endpoints across employee, attendance, leave, payroll, asset and notifications, with pagination and Swagger / OpenAPI documentation generated by drf-yasg. Built for HRMS integrations rather than for cap-table tools.

  • JWT auth. 30-day access token by default; SimpleJWT under the hood.
  • Swagger / OpenAPI docs. Generated through drf-yasg. Pagination at 20 items per page.
  • Webhook receivers. Inbound webhooks for WhatsApp, Microsoft Teams card actions, offer signing.
  • Rate limiting on the roadmap. Today there is no DRF throttle configured. We don't claim 5k / 50k req-per-hour limits we don't enforce.

Outgoing webhook automation, SCIM 2.0 lifecycle, signed inbound webhooks at-least-once delivery, and dedicated SDKs (Python, Node, Go) are on the roadmap, not in current release.

See API docs
What's shipped

Engineering-friendly defaults that exist today.

A small, accurate list. The rest sits on the roadmap rather than getting implied.

OKR objectives + KRs

Three KR progress types: percentage, numeric, currency. Manager rating + comments.

See performance

4-stage AI screening (ATS)

Six default scoring parameters plus unlimited per-organisation custom ones. Decision rationale visible to admins.

See ATS

Microsoft 365 SSO

OAuth-based. Auto-create flag, email-domain allowlist. Live across HRMS and ATS.

Security

JWT REST API + Swagger

Endpoints across employee, attendance, leave, payroll, asset and notifications. Pagination 20 per page.

See API docs

Schema-per-tenant ATS

PostgreSQL schema-per-tenant on the ATS, addressed by subdomain. Stronger than the row-level filtering most multi-tenant SaaS uses.

See ATS

On the roadmap

SAML / SCIM, JIRA / Linear / GitHub sync, OKR cascading, Carta cap-table sync, outgoing webhooks, dedicated SDKs.

See trust center

Why tech teams choose pPULSE

Built like the API your team builds with.

JWT REST API + Swagger docs
drf-yasg generates Swagger / OpenAPI documentation. Endpoints across employee, attendance, leave, payroll, asset and notifications.
Webhook receivers
Inbound webhooks for WhatsApp, Microsoft Teams card actions, offer signing. Outgoing-webhook automation is on the roadmap.
Microsoft 365 SSO
OAuth-based across HRMS and ATS. SAML 2.0 / SCIM 2.0 are on the roadmap, not in current release.
Offer letter with CTC structure
Build payroll components (basic, HRA, DA, allowances, deductions, tax components) once per organisation; the offer letter renders them per candidate.
Two performance frameworks
OKR objectives + KRs for goal-driven teams, monthly KRA reviews for ops-heavy teams. Both feed year-end consolidation.
No silly modules to upsell
One plan. All capabilities. Scales linearly per person.
Frequently asked

Questions about Tech & SaaS.

Both. RSUs are common at later-stage companies where the share price is established; stock options are common at earlier-stage. We track both with their respective tax treatments.
Yes via webhooks or polling. We have pre-built integrations for the major tools and a generic JSON webhook receiver for the rest.
5,000 requests / hour for Starter and Growth. 50,000 / hour for Enterprise, with optional burst. Both per API key. Rate-limit headers included on every response.
A dedicated sandbox environment with seed data is on the roadmap. Today we provision a free 14-day trial tenant with realistic seed data. Pre-production environments for Enterprise customers are scoped during procurement.
Not in current release on either product. Today the live SSO is Microsoft 365 (Entra ID) OAuth, with Google OAuth on the ATS. SAML 2.0 and SCIM 2.0 are explicitly on the roadmap for Q3 / Q4. We won't claim Okta / Azure AD via SAML, JumpCloud, OneLogin until they ship.
Auto-context for performance reviews pulls from PagerDuty, Opsgenie, or VictorOps. On-call hours flow into compensation if you have on-call pay configured.

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