HR software for Indian IT services companies with staff on client sites
An IT services company employs people who work at somebody else's office, sit on the bench between projects, or work from home. Offrd records attendance at client sites by geofence, keeps one record through every redeployment, and handles the offer letters and settlements that notice period churn generates, at ₹50 per active employee a month.
Last updated 24 August 2026
Three places your people actually are
Client premises, the bench, and home. Most HR software assumes a fourth thing, an office everyone comes to, and quietly falls apart when that is not true.
The practical consequence is that the attendance record stops describing reality, so it stops being used, so when a client audit or a statutory query arrives you are pulling evidence out of email threads and access card logs from a building you do not control.
In Offrd each client location is a site with a name, code, latitude, longitude and geofence radius. An engineer at that client checks in by GPS within a 500 metre radius, or by QR where the client permits a code. Bench and remote staff use remote check in. All of it lands in one record with the location attached.
Redeployment reassigns the site on the same employee record. Date of joining, salary structure, leave balance and document history stay with the person, so a consultant who has moved through four accounts in three years still has one continuous service record and a gratuity calculation that reflects it.
The offer to joining gap
Nowhere is the gap between an accepted offer and an actual joining wider than in Indian IT services. Candidates hold multiple offers, notice periods run 60 to 90 days, and a proportion simply do not arrive.
Offrd keeps the two events separate on purpose. The offer letter generates with confidentiality and compensation annexures, from a salary structure that balances to total CTC on its own, with basic defaulting to 50 percent of CTC under the Code on Wages 2019 rule. Onboarding is a distinct step that collects Aadhaar, PAN, bank details and UAN when the person actually turns up.
So a no show leaves a clean record of what was offered and never onboarded, rather than a half completed employee entry that pollutes headcount and payroll. Written appointment letters became compulsory for every employee under the Labour Codes that took effect on 21 November 2025, so the letter itself is now an obligation rather than a courtesy.
| Situation | How it is set up | What you get |
|---|---|---|
| Deployed at a client office | Client site with a geofence radius | Attendance attributed to that account |
| On the bench | Assigned to the home office site | Presence recorded without a client tag |
| Working from home | Remote check in | Same record, no separate tool |
| Moving between accounts | Site reassigned on the same record | Continuous service preserved for gratuity |
| Serving notice | Settlement drafted against the same salary heads | Relieving letter and F&F that reconcile |
| Offer accepted, not joined | Letter issued, onboarding never started | No phantom employee in headcount |
Exits, and why the paperwork gets checked
In most industries a relieving letter is filed and forgotten. In IT services it is read, by the next employer, during background verification. So the document has to be right and it has to arrive on time.
Full and final settlement here is a dedicated module: reference IDs in the form OFFR/FNF/YYYY/NNNN, a draft to approved lifecycle, a three block editor, 19 standard deduction heads and 13 exit specific payouts. It pulls from the same salary heads the payslips used, so the settlement agrees with twelve months of history without anyone reconciling it.
Relieving and experience letters generate from the same record. Gratuity computes on the statutory formula, and fixed term employees become eligible after one year under the Labour Codes rather than five, which is worth checking if you engage people on annual contracts against specific accounts.
Statutory calculation happens inside the payroll run rather than beside it. Provident fund at 12 percent from employer and employee, measured against the ₹15,000 Para 26A wage ceiling; ESI at 3.25 and 0.75 percent where gross sits under ₹21,000, which at engineering salaries usually means support staff and early career hires only; professional tax by state; gratuity as wages by 15, by years, over 26. Offrd files nothing. ECR to EPFO and 24Q to TRACES belong to your CA, who receives payroll in EPF return format.
What Offrd deliberately leaves out
Worth knowing before a demo. There is no resource management or utilisation engine, so bench forecasting and allocation stay wherever you do them now. There is no timesheet billing module. There is no applicant tracking system: Pre-Hire screens resumes before the interview and hands back a ranked shortlist, and stops there.
There are no performance reviews, no OKRs, no nine box grids and no 360 feedback. If your appraisal cycle feeds compensation decisions and needs to live in software, that is a full HRMS purchase and this is not it. Our note on whether a full HRMS is warranted under 200 employees works through the trade off with numbers.
If you are a product company rather than a services one, the shape of the problem is different and the software company page covers it. Early stage teams making their first twenty hires should start with the tech startup page.
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What a services company this size pays
Signup gives you 50 free credits with no card, which covers one offer letter, one onboarding and about a dozen payslips.
Questions from delivery and HR leads
- How do we track people deployed at a client office?
- Each client location is set up as a site with its own geofence radius, and the engineer checks in by GPS within 500 metres or by QR where the client permits it. People on the bench or working from home use remote check in. Everyone sits in the same attendance record regardless of where they physically are.
- Can we tell bench from billable in the attendance record?
- Attendance tells you presence, not utilisation. Assigning a person to a client site rather than to the office does give you a location based view of who is deployed where, which is useful as a cross check, but Offrd is not a resource management or utilisation tool and does not try to be.
- What does the offer to joining gap look like in the system?
- The offer letter is generated with its confidentiality and compensation annexures and dated. Onboarding is a separate step that collects Aadhaar, PAN, bank details and UAN when the person actually joins. Candidates who accept and do not turn up leave a clean record of what was offered and never onboarded, rather than a half filled employee entry.
- Does it handle notice period and relieving at the volume IT services has?
- Full and final settlement is a dedicated module with reference IDs, a draft to approved lifecycle, 19 standard deduction heads and 13 exit specific payouts, and it draws from the same salary heads the payslips used. Relieving and experience letters generate from the same record, which matters because in this industry the next employer will ask for both.
- Is there an applicant tracking system?
- No. Pre-Hire screens resumes before the interview, scores them, flags padded credentials and returns a ranked shortlist. There is no pipeline, no interview scheduling and no career page hosting. If you run a recruiter with a live funnel, pair Offrd with a dedicated ATS.
- Does Offrd do performance appraisals or ratings?
- No. There is no performance review module, no OKR tracking, no nine box grid and no 360 feedback, and none of it is planned. IT services companies that run a formal appraisal cycle feeding compensation decisions should look at a full HRMS for that part.
- What does it cost for a 120 person services company?
- 6,000 rupees a month at 50 rupees per active employee, with documents, payroll calculation, attendance across client sites, leave and policies included. Billing follows active headcount rather than licences, so a project rolling off does not leave you paying for empty seats.
Put one account on it and see the record build
Fifty free credits on signup, no card. Configure a client site, deploy one engineer to it, and look at what the month's attendance report gives you.
Statutory rates follow published rules from the Employees' Provident Fund Organisation and ESIC, and the Labour Codes notified by the Ministry of Labour and Employment. Several thresholds vary by state. This is general information, not legal advice. Confirm your own position with your CA or legal advisor. Questions to service@offrd.co.