Everything about NestHR
before you book a demo

NestHR runs three-way compliant payroll — PF, ESI, and TDS are computed automatically as part of every payroll cycle. PF contribution is calculated per employee with the correct employer and employee splits applied. ESI eligibility is determined automatically — employees crossing the wage threshold are flagged and their ESI computation adjusts accordingly. TDS is deducted based on the employee's declared investments and tax regime choice, with Form 16 generated at year end. You review the computed payroll, approve it, and the salary slip is distributed. The bank transfer file is exported in the correct format for direct upload. No manual computation. No spreadsheet.

NestHR tracks each employee's gross wages continuously. When an employee's monthly gross crosses the ESI wage ceiling (currently ₹21,000 per month), the system flags the change and adjusts their payroll computation for the following month. You are notified before the next payroll run. The ESI contribution stops for that employee and the change is reflected in the compliance register automatically. No manual intervention required.

Yes. NestHR supports multiple salary structures within the same company. A full-time employee on CTC structure, a part-time employee on hourly rate, a contract employee on a fixed monthly retainer, and a sales employee with a base plus variable component can all be managed within the same payroll run. Each structure has its own component configuration — basic, HRA, special allowance, performance bonus, commission — and the compliance computation adjusts per structure.

NestHR Standard includes 10 modules. NestHR Plus adds the 11th — Work Intelligence.

The Document Engine supports 16 letter types with templates built into the platform. You fill in the relevant fields — employee name, designation, date, terms — and the letter is generated in seconds. Every letter is e-signed inside the platform without printing or external tools. All generated letters are stored in a searchable vault by employee, letter type, and date. The 16 types are: offer letter, appointment letter, confirmation letter, promotion letter, increment letter, transfer letter, warning letter, show cause notice, suspension letter, termination letter, relieving letter, experience letter, NOC letter, salary certificate, reference letter, and internship completion certificate.

Yes. NestHR integrates with standard biometric devices and imports attendance logs directly. Employees who work remotely can use mobile check-in with GPS tagging. Both biometric and mobile attendance data appear in the same attendance module. Attendance data feeds directly into payroll — late arrivals, early departures, and absent days are reflected in loss-of-pay computation automatically based on the attendance policy you configure.

Performance in NestHR runs as a continuous cycle rather than a single annual review. At the start of each cycle — quarterly, half-yearly, or annual depending on your configuration — employees set goals aligned to department and company objectives. Managers review progress at set intervals. At cycle end, ratings are submitted by the employee and the manager, with optional 360-degree feedback from peers. Rating history accumulates over cycles so you have a longitudinal view of each employee's performance over time. Results can feed into the increment letter workflow directly.

For a company of 10 to 50 employees, NestHR is typically running within 2 to 5 days of account creation. The setup process involves uploading your employee list, configuring your salary structures and leave policies, connecting your attendance device or enabling mobile check-in, and running a test payroll. We provide onboarding support and a setup guide. There is no enterprise implementation project, no consultant required, and no months-long rollout. Larger companies with more complex structures take longer — typically 2 to 4 weeks — but the process is self-serve throughout.

The honest answer depends on your situation. If you are on Zoho People or GreytHR and it is working well for you, switching has a cost. If you are frustrated with complexity, per-module pricing that adds up to more than you expected, or a bloated feature set designed for large enterprises rather than growing companies, NestHR may be the right fit. Specific differences: NestHR charges ₹799 or ₹999 per employee per year with all modules included — no per-module add-ons, no hidden fees. The pricing model is simple and the feature scope is designed around what companies of 10 to 500 employees actually need. If you want to compare your current cost against NestHR's pricing, send us your current headcount and we will calculate the comparison directly.

Yes. NestHR supports CSV import for employee records, payroll history, leave balances, and attendance data. For most standard HRMS exports, the migration process is a data mapping exercise — aligning your current system's field names to NestHR's field schema. We provide a migration template and support during the import process. Historical payroll data is particularly important for Form 16 generation — employee salary history from the current financial year should be imported before the first live payroll run in NestHR.

No. NestHR does not require a forced annual contract. You pay for the year and can choose not to renew. There is no lock-in period, no early termination fee, and no minimum headcount commitment. The pricing model is per employee per year — if your headcount changes during the year, the billing adjusts at renewal. If you add employees mid-year, the additional seats are billed pro-rata for the remaining months of the current subscription year.

NestHR Standard is ₹799 per employee per year with 10 of the 11 modules included. NestHR Plus is ₹999 per employee per year with all 11 modules including Work Intelligence. There is no minimum headcount and no per-module add-on pricing.

No. The per-employee per-year price covers all modules in the plan you choose. There are no per-module charges, no add-on fees for payroll compliance filing, no extra charge for the Document Engine, no premium tier required for the Talent OS. The only pricing distinction between Standard and Plus is the Work Intelligence module — everything else is the same. Setup and onboarding support are included at no additional cost.

A placement drive in PlacementOS follows a structured workflow. The placement coordinator creates the drive — company name, drive date, role, package, and eligibility criteria. The system automatically identifies eligible students based on your criteria and sends them notifications. Students register for the drive in the system. On the drive day, attendance is marked digitally — no paper sheet, no WhatsApp confirmation. Interview results are entered per stage — aptitude, technical, HR. Offer letters are issued as tokenised digital records in the system. Students who accept the offer are marked as placed and are removed from future drives as per your policy. Every step is tracked with a timestamp and a full audit trail.

Eligibility criteria are set per drive. Standard criteria include CGPA threshold, branch or programme, number of active backlogs, year of passing, and whether the student has already been placed. Custom criteria can be added per company requirement — for example, a specific skill certification, a language requirement, or a specific project experience tag. The system applies all criteria simultaneously and generates the correct shortlist in seconds. Students who do not meet any one criterion are excluded automatically. The shortlist is final when generated — no manual cross-referencing against printed spreadsheets.

No-show alerts fire 30 minutes after the drive's scheduled start time for any shortlisted student who has not checked in. The placement coordinator receives a notification showing which students are absent. This gives the team time to call the student and address the situation before the company panel is halfway through the day. The no-show is logged in the student's record and contributes to their placement participation history — visible to the coordinator when reviewing future eligibility.

PlacementOS tracks offers per student as tokenised records. Your placement policy determines whether a student can hold multiple offers simultaneously or is automatically removed from further drives after the first offer. If your policy is one offer per student, any student who receives and accepts an offer is marked as placed and excluded from subsequent drive eligibility filters. If your policy allows multiple offers, the system tracks all offers and the student's final acceptance. Policy configuration is set by the placement administrator and enforced automatically — no manual tracking required.

PlacementOS stores all placement data in a structured database throughout the academic year. At submission time, the NIRF and NAAC export generates the required data in the exact format specified by the respective frameworks — placement percentage, average package, median package, sector distribution, company-wise offers, and student demographic breakdowns. This export is generated in minutes from the live database. There is no manual assembly from multiple Excel files maintained by different people. Historical data from previous seasons remains in the system for year-on-year trend reporting required in NAAC documentation.

Yes. The placement analytics dashboard is live at all times during the season. Management can see placement percentage updated after every drive, package distribution across all placed students, company-wise breakdown of offers and acceptances, sector distribution, and department-wise placement rates. There is no waiting until the end of the season to understand how placements are going. If a department is underperforming mid-season, the analytics show it in time to intervene. The dashboard is accessible to the placement director, HODs, and any other role you grant access to.

PlacementOS is priced by batch size per academic year. Up to 100 students: ₹20,000 per year. 101 to 300 students: ₹40,000 per year. For batches above 300, pricing is custom — contact us directly. All tiers include unlimited drives per year, full eligibility filtering, offer tracking, no-show alerts, real-time analytics, NIRF and NAAC export, and People OS for your placement staff at no additional cost. There is no per-drive charge and no per-student charge within the tier.

Yes. People OS — which covers placement staff profiles, role management, and basic HR functions for the placement cell team — is included in every PlacementOS plan at no additional cost. If the broader institution also wants NestHR Corporate for faculty and administrative staff payroll, leave, attendance, and document management, that is a separate addition priced at ₹799 per staff member per year.

For most institutions, PlacementOS is fully configured and ready to use within 3 to 7 days. The setup process involves uploading your student database with academic records, configuring your placement policies — offer limits, eligibility rules, excluded categories — and setting up your company and drive templates. We provide onboarding support and a structured setup checklist. If you are setting up before the placement season begins, 7 days is ample time. If you need to go live for an imminent drive, contact us directly and we will prioritise your onboarding.

Yes. PlacementOS supports multiple programmes under one account. Each programme has its own student database, its own eligibility criteria defaults, and its own drive calendar. Analytics are available both at the programme level and aggregated across all programmes for institution-wide reporting. Companies that recruit across multiple programmes are managed under one company record — their drives for different programmes are linked to the same company profile, making it easier to track total relationship with each recruiter over time.