Process is the product now. Make it run the same way every time.
At this size HR is a team, managers approve things, and the question is whether the process runs the same way in every department. ZekoHR enforces it per permission and records every change, free for a year.
Up to 50 employees free for 12 months. No card, no sales call.
What breaks when HR becomes a team
Everyone can see everything
The leave tool has one admin login shared by four people. Roles with per-permission enforcement, HR scope per company, and an audit log with before-and-after values end that.
Approvals depend on who is asked
An expense claim goes to whoever replies first. Approval rules route by amount, category and department through multi-step chains with delegation and an audited HR override.
Hiring is forty open tabs
Requisitions, interview feedback and offers live in email. A Kanban pipeline, scorecards, offers with approvals and pre-joining turn a candidate into an employee record in one click.
Controls without a consultant
Roles and HR scope, admin-enforceable two-factor authentication, configurable expense approvals, document verification queues, structured hiring, and payroll with pre-flight checks and rollback. Multi-company for the subsidiaries. All configured from Settings, not a services engagement.
- Roles per permission, HR scope per company, enforceable 2FA
- Expense approval rules by amount, category and department
- Recruitment pipeline, scorecards, offer approvals, pre-joining
- Audit log with before-and-after values and CSV export
Illustration of approval rules and an audit log at a mid-size company.
How mid-size teams roll it out
Access first
Define roles, assign HR scope per company, enforce 2FA for Admins and HR Managers, and set who can override what.
Rules second
Configure expense categories, approval chains and limits; leave types and allocations per company; document categories with verification.
Then the big modules
Move hiring into the pipeline, move payroll in with a parallel run for one month, and switch the feed on for announcements that need acknowledgement.
When ZekoHR is not the right choice
You need performance management, surveys or eNPS
None of these exist in ZekoHR today. Polls and kudos are not an engagement survey. Keep your performance tool.
You need SSO and an integrations marketplace
Login is email and password with 2FA and magic links; there is no SAML or Google SSO and no self-serve API keys or webhooks yet.
You need custom fields and a report builder
The employee record has fixed fields and module-level reports with CSV. Admin-defined fields and ad hoc reporting are not shipped.
Common questions
Can we restrict HR Managers to their own companies?
Yes. HR scope assigns companies to each HR Manager; Admins see the whole org. Permissions are enforced on every request, not just hidden in the menu.
How configurable are expense approvals?
Multi-step chains by amount, category or department, with role, manager or named-user approvers, delegation, bulk approve, and an audited HR override for over-limit cases.
Can we run a parallel payroll before switching?
Yes. Run a draft alongside your current process, compare the register CSV, then finalise once they match. Rollback exists for finalised runs.
Is there a migration service?
Employee CSV import with validate and commit phases, holiday CSV and ICS import, bulk leave allocation and contractor import are self-serve. Write to us before you start if you have years of history to move.