Overview

Enterprise HCM platforms are built for global complexity but are inaccessible to most Indian companies. SMB platforms are affordable but stop working once a company crosses 500 employees, needs statutory compliance, or has a frontline workforce that will never touch a laptop. Every platform in between asks teams to paper over the gaps with spreadsheets and third-party integrations.

Qeet People was designed for a different starting point: the reality of the Indian workforce. One data model covers every type of worker — salaried, hourly, gig, contractor, and frontline. India statutory compliance — PF, ESI, PT, TDS, Gratuity, POSH, CLRA — is part of the platform, not a configuration module or a partner integration. Regional language support and a native WhatsApp ESS bot mean a factory worker in Tamil Nadu and a product manager in Bengaluru access the same platform, through the interface that makes sense for each of them.

The same product scales from a 10-person startup running its first payroll cycle to a 50,000-person conglomerate managing multi-state, multi-entity compliance — without replatforming.

What makes it different

India statutory compliance, built in — PF (ECR), ESI, Professional Tax (state-wise slabs), TDS (24Q), Gratuity, POSH case management, CLRA, and the Apprentices Act are all handled inside the payroll engine. Statutory outputs are generated ready for submission; no manual rework. State-wise leave calendars and holiday management are included.
Every employee is a first-class citizen — the platform handles salaried and hourly employees, gig workers, contractors, daily-wage factory workers, and expats on international assignments from the same data model. Frontline workers get biometric/QR attendance, daily-wage payroll, and cash disbursement confirmation. Blue-collar workers in field roles get offline sync and voice-based interfaces.
WhatsApp and regional language ESS — a native WhatsApp bot covers leave applications, payslip access, attendance regularisation, and expense claims without the employee ever opening a browser. The web and mobile interfaces are available in 10 Indian languages: Hindi, Tamil, Telugu, Kannada, Bengali, Marathi, Gujarati, Malayalam, Odia, and English. No third-party localisation layer.
AI that understands HR context — the AI layer is not a chatbot on top of the HRMS. It runs payroll anomaly detection before every payroll cycle, predicts burnout and attrition risk from attendance and engagement signals, generates JDs and interview questions in the ATS, and supports agentic multi-step workflows — "process all pending attendance regularisations" runs without manual navigation.
Human-centred beyond the core — built-in mental health and wellbeing modules include burnout early-warning signals and counselling access. An employee financial wellness module covers earned wage access and salary advance. Pay transparency and compensation explainability are first-class features, not premium add-ons.

On the roadmap

Phase 1 — Foundation (Q3–Q4 2026)

The goal for Phase 1 is one reconciled monthly payroll cycle per design-partner pilot, with statutory outputs accepted without manual rework.

Core HR: employee master, org structure, positions, worker types, lifecycle events
Leave and attendance: shift management, WFH tracking, biometric/QR clock-in, state-wise leave calendars
India payroll engine: salary structure, PF/ESI/PT/TDS processing, ECR/PT/24Q statutory outputs
ESS and MSS: self-service profile, payslip, leave, expense, manager approvals
Multi-language UI (2+ Indian languages in Phase 1)
Notifications via email, SMS, and WhatsApp
Qeet ID authentication — SSO, MFA, passkeys
5 design-partner pilots across industries and workforce types

Phase 2 — Extended capabilities (Q1–Q2 2027)

Recruitment and ATS: job requisitions, career portal, AI screening, structured interviews, offer management
Performance management: OKRs, continuous feedback, 360° reviews, calibration, PIP, succession planning
Learning and development: LMS, compliance training, AI-personalised learning paths, completion analytics
Skills graph: taxonomy, profiles, gap analysis, internal talent marketplace
Compensation and benefits: bands, merit reviews, bonuses, equity, insurance claims management
Full regional language rollout across all 10 languages

Phase 3 — AI and enterprise (Q3–Q4 2027)

Conversational AI copilot available across all modules in 6 Indian languages — web, mobile, and WhatsApp
Agentic AI workflows: multi-step automation with a no-code visual builder and 150+ pre-built templates
Board and C-suite dashboards: workforce cost, attrition risk, DEI metrics, ESG people data
Global mobility: expat management, international assignment tracking, visa compliance
Workforce resilience and scenario planning: what-if headcount modelling, org redesign simulation
AI governance: bias monitoring, explainability audit logs, human-in-the-loop gates

Who it serves

HR administrators who spend too much time on manual compliance and data reconciliation. Employees — salaried and frontline alike — who want self-service access without needing to raise a ticket for every payslip. Managers who need team dashboards, attendance approvals, and hiring visibility in one place. Payroll accountants who need statutory outputs they can submit without manual rework. CHROs and CFOs who need real-time workforce cost, attrition risk, and compliance status — not a report that is two weeks out of date.

The design-partner programme targets Indian companies across manufacturing, services, retail, and technology — from 100 to 10,000 employees — where India statutory compliance is a day-to-day operational requirement, not an edge case.

Status

Coming soon. Qeet People is currently in active development, with Phase 1 targeting Q3–Q4 2026. If you are an HR leader or engineering head at an Indian company interested in the design-partner programme — particularly for the India payroll engine — reach out at partnerships@qeet.in.