HRMS
Hire, track, pay — one record.
Most HR teams run on four disconnected things: a hiring spreadsheet, an attendance register, a leave chat thread and a payroll rebuild every month-end. Darcio HRMS keeps all of it as one record per person — from the day you open the role to the day they leave.
That means the candidate you hired, the attendance they've logged, the targets they're measured against and the figures that reach payroll are all the same record rather than four versions of one employee. How far the payroll side goes, and which statutory filings are supported, we scope with you rather than promise upfront — both are marked as being confirmed in the specification below.
IWho it is for
Who it is for
- Businesses running hiring and attendance on spreadsheets and messages
- HR teams rebuilding payroll inputs from scratch every month
- Managers who set targets but have nowhere consistent to track them
- Owners who want employee records that survive staff changes in HR itself
IIHow it works
The basic workflow, end to end.
How HRMS works
- Step 01
Hire
A role opens with its headcount and approval attached, and candidates move through stages on the record rather than in someone's inbox.
- Step 02
Onboard
The person you hired becomes the employee file on day one — documents, role, reporting line — with nothing re-keyed from the hiring stage.
- Step 03
Record
Attendance is captured daily, and exceptions get raised while everyone involved still remembers the day in question.
- Step 04
Approve
Leave requests run through balances and approval in a single flow, so nothing rests on a chat message someone forgot to forward.
- Step 05
Measure
Targets sit against the role and the person, and progress is tracked through the period so a review reads the record instead of recalling it.
- Step 06
Close
At month-end your HR team reviews the payroll inputs instead of rebuilding them, with every figure traceable back to the record it came from.
IIIThe problems it retires
Problems it solves and what they cost
Hiring lives in a spreadsheet and an inbox
What it costs · Good candidates go cold, and nobody can say where a role actually stands
Attendance and leave live on paper and chat
What it costs · Payroll disputes that come down to whose note you believe
Targets are set once and never tracked
What it costs · Appraisals become a memory exercise, and good performance goes unnoticed
Every month-end is a reconstruction
What it costs · Days of clerical work, and errors that surface as salary disputes
IVCapabilities
Capabilities
Hiring
- Open roles with the headcount and approval behind them
- Candidates tracked through stages instead of an inbox
- Interview notes and decisions kept against the candidate
- The hire becomes the employee record — nothing re-keyed
Employee records
- One file per employee — documents, history, changes
- Role and reporting structure kept current
- Joining-to-exit lifecycle on the record
Attendance & leave
- Attendance capture with clear exception handling
- Leave requests, balances and approvals in one flow
- Month-end summaries produced, not assembled
KPIs & performance
- Targets set per role and per person, visible to both sides
- Progress tracked through the period, not recalled at review time
- Review cycles run against the record rather than memory
- Manager and leadership views of who is tracking where
Payroll & compliance
- Clean payroll inputs generated from actual records
- An auditable trail behind every figure
- Statutory filing support — scope being confirmed
VSpecification
Specification
| Commercial model | One-time licence + AMC |
|---|---|
| Delivery | Scoped and delivered by Saiga Technologies — discovery, implementation, training, handover |
| Payroll scope | Runs payroll end-to-end, or produces inputs for an external systemTBC |
| Statutory filings | Which filings are supportedTBC |
| Hiring stages | Whether stages are configurable, and job-board postingTBC |
| KPI framework | Which review cycles and scoring models are supportedTBC |
| Integrations | Being confirmed with the product teamTBC |
| Deployment | Hosting and deployment optionsTBC |
Rows marked TBC are being confirmed with the product team. They appear as open questions rather than claims — by design.
VIQuestions, answered plainly
Frequently asked questions
Does it handle hiring as well as the people already on payroll?
Yes. Roles are opened with their headcount and approval attached, candidates move through stages on the record, and the person you hire becomes the employee file directly — you do not re-key anything. Whether the hiring stages are configurable, and whether it posts to job boards, is being confirmed.
How does the KPI side work?
Targets sit against a role and a person, and progress is tracked through the period rather than reconstructed at review time, so an appraisal reads what actually happened. The specific review cycles and scoring models supported are being confirmed with the product team.
Does it run payroll end-to-end?
We are confirming whether the HRMS runs payroll fully or produces the verified inputs your payroll provider needs. We would rather publish the confirmed answer than a comfortable one — ask us and we will tell you where it stands.
Which statutory filings does it support?
The list of supported filings is being confirmed with the product team and will be published in the specification above.
How is the HRMS priced?
As a one-time licence with an annual maintenance contract (AMC). You pay once for the system, then a yearly amount that keeps it maintained, supported and current. No per-seat metering.
What does the annual maintenance contract cover?
Ongoing maintenance, support and updates for the system you licensed. The exact inclusions are being written up — the principle is that the AMC keeps your system healthy, it does not hold it hostage.
Who implements it?
Saiga Technologies, the operating company of Darcio Labs. Every engagement runs the same way: discovery, implementation, training, and a proper handover with the licence in your name.
↗Commonly deployed alongside
Related products
Ready when you are
Weighing up HRMS?
Start with your operation.
Tell us how the work flows today and we will scope HRMS against it honestly — including which facts we are still confirming.