DaCodes HR — People Operations Platform
Built for HR teams, people managers and finance
The complete HR system for your company. Payroll, time off and performance in one place.
DaCodes HR manages your whole team from a single employee record: hiring and onboarding, payroll with CFDI stamping, time off, attendance, reviews, benefits and documents. It also flags who is at risk of leaving and where your pay gaps are.
Good morning, Laura
53 active people · 3 approvals waiting on youFlat compensation for 22 months, no promotion cycle, rising overtime. Suggested action: compensation review before the September cycle.
9 records over the 15-minute tolerance, concentrated on Mondays.
No mismatches between the calculated and stamped amounts.
Twelve spreadsheets. One system of record.
Most HR teams run payroll in one tool, time off in a form, performance in a document and headcount in a spreadsheet. DaCodes HR holds all of it against the same employee record, so a change in one place is a change everywhere.
Everything HR owns, in one place.
Directory and profiles, org chart, payroll, time off, attendance, performance cycles, benefits, policies and documents — connected, with scoring and analysis running underneath.
One record per person.
Every module reads from it.
Hire someone once and the record carries the rest: position and department feed the org chart, salary feeds payroll, the policy set feeds signatures, tenure feeds time-off accrual, and every module writes its history back to the same profile. No re-keying, no version drift between HR and finance.
Closes on time, stamps itself.
Monthly or biweekly periods, deductions calculated per person, CFDI receipts stamped, IMSS status per period and a CSV export accounting can reconcile.
The org chart draws itself
Reporting lines come from the records, so the chart is never a stale slide. Click a node for total staff, direct reports and contact details.
Pay gaps, measured — not guessed.
Salaries compared by role, tenure and market band. An equity score, the average gap and the monthly cost of closing it, so compensation conversations start from numbers.
Enrolled, costed and signed.
A benefits catalog with employer and employee cost per plan, enrollment tracked per person, minimum tenure enforced — and a policy library where every version records who signed it and when.
Attendance without the spreadsheet.
Check in and out from the portal, tolerance rules applied automatically, lateness flagged, hours totaled per person and per period — ready to feed payroll.
From first day to what comes next.
Five moments where HR work usually leaks into email and spreadsheets — and what the platform does with each of them.
Day one is already prepared.
Every hire gets a checklist built from their role: documents, equipment, system access, training and team integration. Progress is visible to HR, the manager and the new hire. Offboarding runs the same way, in reverse.
Onboarding
2 IN PROGRESSThe directory is the source of truth.
Search by name, email or employee ID; filter by department and status. Each profile holds personal and employment data, documents, movement history, development plan, attendance, payslips, reviews, benefits and time off — plus a retention score recalculated from that history.
People
53 employees · 41 activePayroll closes with the paperwork done.
Generate a period and the platform calculates base salary, deductions and net pay per person, stamps the CFDI receipt, tracks IMSS compliance and leaves an audit trail. Finance gets a CSV; each employee gets the receipt in their portal.
Payroll
Generate and manage payroll for every employeeRequests stop living in your inbox.
Employees request from the portal, balances and accrual are calculated from tenure, and managers approve in one screen. The team calendar shows overlaps before they become a coverage problem, and approved days flow into payroll.
Time Off
Manage requests and keep coverage intactReviews that lead somewhere.
Run 360 cycles with self, peer and manager input, track completion per person and keep scores against the same record as pay and tenure. Critical positions carry a named bench, so a resignation is a plan rather than a scramble.
360° Reviews
Manage performance and growth across the teamNot an assistant in the corner.
Scoring underneath the people data.
Retention scored per person. Pay gaps measured by role and tenure. Succession benches proposed from performance and readiness. Onboarding plans drafted per position. Every output shows the factors behind it, and HR decides what happens next.
Retention scoring
Each record carries a risk score built from tenure, pay position against band, review history, attendance patterns and time-off behaviour — recalculated as the data moves.
0–100Pay equity analysis
Compares salaries within role and tenure bands, returns an equity score, the average gap and the monthly cost of closing it per affected group.
53Succession benches
Flags critical positions, then proposes ranked internal candidates with a readiness level drawn from performance, tenure and development plans.
5Signals on the dashboard
Rising lateness, overdue reviews, expiring documents, coverage clashes in an approved leave week — surfaced with the evidence, before someone reports them.
DailyAsk the people data a question, get the report
Headcount by department, turnover by tenure band, labor cost per period, diversity mix, performance distribution, bench strength, retention risk and pay equity — eight analytical views over the same records, exportable, no data team required. Onboarding checklists and job descriptions are drafted per position and edited before they go out.
People Analytics
Strategic view of the workforce, in real timeActive workforce in DaCodes HR today.
One platform. Three kinds of user.
Same records, different surface: the HR team that runs the operation, the managers who approve and review, and the employees who service themselves.
The HR team
For the people who answer for payroll accuracy, compliance and headcount cost. Everything HR owns in one system, with the analysis already run.
- Directory, profiles, documents and movement history
- Payroll with CFDI stamping, IMSS status and CSV export
- Onboarding and offboarding checklists per position
- Eight analytical views · export per department
Managers
For leads who approve time off, run reviews and keep their team covered. Their view is scoped to their reporting line, with the context needed to decide.
- Approve or decline requests with balance and coverage in view
- 360 reviews: self, peer and manager stages per report
- Team attendance, lateness and hours per period
- Retention flags and development plans for their reports
Self-service portal
For everyone else. Payslips, time off, documents, benefits and reviews without a single email to HR — which is where most of the HR inbox goes.
- Payslip history with CFDI download
- Request time off against a live balance
- Check in and out, review their own attendance
- Sign policies, download letters and certificates
Spreadsheets and separate tools vs. DaCodes HR.
An honest comparison. The difference is not the feature count — it is that one record feeds payroll, time off, performance and reporting at the same time.
"We were reconciling three spreadsheets against the payroll tool every month. Now the record is the record — and the retention flags told us about two engineers while we could still do something about it."
"Hiring paperwork, payroll, time off and reviews stopped being four separate conversations with four different owners."
average pay gap surfaced in the first equity run — with the monthly cost of closing it attached, which is what got it approved.
Your brand. Your domain. Your HR platform.
Turnkey implementation: complete visual identity, your own domain, dedicated infrastructure and a transparent commercial agreement — no per-seat licensing surprises.
- Full branding: logo, palette, typography and your own domain
- Migrate records, salary history and documents from your current system
- Dedicated hosting with encrypted employee data and role-based access
- 24/7 support with SLA and a dedicated implementation lead
Hello, Ana
Senior Developer · TechnologyKnow your people before the exit interview.
Book a 30-minute discovery call. We'll review how your employee data lives today, map one payroll period and send a tailored implementation plan within a week.