Business management · HR and People Management
From hiring to payment: organizational structure, digital time tracking, vacations, leaves, overtime, benefits and a complete operational payroll with pay items, progressive INSS, IRRF, FGTS, salário-família, 13th salary, provisions, simulation, approval, pay stubs and financial integration. To attract people, HR publishes job openings, receives applications, runs the pipeline and interviews, and maintains talent management focused on reusable candidates. IDPs, succession, 9-box and 360° employee reviews are not yet a dedicated module.
The problem and the fix
If any of these situations sounds familiar, it is because they happen in almost every graduation company, until the right system comes in.
Time is tracked on paper or in spreadsheets and every period turns into an argument about overtime.
Digital time tracking via app and portal with GPS, IP and device recorded, configurable tolerance, timesheets for review and external time clock import via AFD/AFDT.
Payroll is calculated in a spreadsheet with an outdated INSS table, and the risk of error comes every month.
Payroll engine with current statutory tables (progressive INSS, IRRF with deductions, salário-família), automatic calculation of earnings and deductions, and simulation before closing.
Vacations scheduled any old way create expired periods and labor liabilities.
Accrual and concession period control, request and approval workflow, team vacation calendar and vacation sell-back tracking.
In peak season, the events team's overtime explodes with no control or forecast.
Overtime requests with approval, 50% and 100% premiums applied by rule, an hour bank with configurable expiration and a consolidated report by period.
The accountant asks for eSocial and tax slip data every month and HR spends days putting files together.
S-1200 and S-1210 event data prepared per period, income statements in PDF and DARF, INSS and FGTS amounts exported in CSV for the accountant to submit.
Hiring photographers, receptionists and coordinators for the season is a chaos of resumes by email.
Recruitment with a public page, a visual candidate pipeline, interview scheduling with evaluations and a talent pool to reuse known professionals for new openings.
Good candidates disappear after an opening closes and the next process starts from scratch.
The talent pool records profile, skills, languages, experience, education, availability, salary expectations and history, with direct referral to a published opening.
The company believes it has 360° reviews because it uses generic forms, but there is no cycle, no peers, no competencies and no consolidation per person.
This page defines the current scope: forms can collect responses, but 360° reviews, IDPs, succession and 9-box are not yet an implemented module.
In practice
Everyday situations at graduation companies, from the problem to the result, using the modules on this page.
A company with a permanent team of 40 employees (sales, studio, production and admin) took a week to close payroll between time tracking, overtime and calculations.
Digital time tracking fed the automatic hours calculation, fixed and variable pay items were entered per employee, and payroll simulation made it possible to review everything before closing.
Closing now takes one day, the summary by department fed the management analysis and the approved payroll became accounts payable without retyping.
At peak event season, the production team piled up overtime with no formal record, and two labor claims had already proven expensive.
Every hour of overtime started requiring a request and approval, the night premium for events running past midnight was calculated automatically, and the hour bank offset the peaks.
Overtime costs became predictable, time off in lieu was recorded with controlled expiration, and the legal team's labor case file started pulling time records and schedules automatically.
Every season, the company hired dozens of receptionists and event assistants, with resumes scattered across email and WhatsApp.
Openings were created in the recruitment pipeline, interviews were scheduled with recorded evaluations, and every move was preserved in the candidate's history.
The hiring process gained speed and memory: the talent pool kept the well-rated candidates, and the next season started by referring people the team already knew.
A coordinator opening drew strong candidates, but only one person could be hired at that moment.
The other profiles stayed in the pool with education, experience, languages, skills, seniority, salary expectations, availability, consent and comment history.
When a new position opened, HR filtered the pool and referred the chosen profile straight into that opening's pipeline.
How it works
Every step is a real module, and what comes out of one goes into the next without anyone typing it again.
Module by module
15 modules and 138 features on this page, all running on the same class, graduate and event records.
Complete records with departments, positions and employment history.
Digital time tracking with automatic hours calculation and an hour bank.
The vacation and leave cycle under control, with no expired periods.
Overtime with approval and time off in lieu with controlled expiration.
Complete monthly calculation, employee by employee, with a worksheet for every earning, deduction, base and charge.
Review ends in formal approval, a pay stub and a traceable financial obligation.
Employees look up their documents and requests without waiting at the HR desk.
The calculation logic configured and versioned before running the period.
Meal vouchers, transit vouchers, health plans, commissions and advances with workflow.
Seasonal obligations calculated and provisioned throughout the year, instead of showing up as a cash surprise.
Preparation, review and export of data derived from payroll.
From defining the position to receiving the application.
Every hiring decision inside the person's card.
Long-term relationships with known professionals, searchable and reusable in new hiring processes.
People who are not CLT employees get financial and operational control too.
Compare the modules and choose the setup that fits your operation.