Onboarding sixty people in a week, twice a year
Seasonal businesses do a year of HR administration in two short bursts — and then carry the cost of a system sized for the peak.
A workforce that expands and contracts
Onboarding in bulk
Invite-based joining with documents read from photographs, so sixty people is an afternoon rather than a week.
Pricing follows headcount
Per employee, adjusted monthly. When the season ends, so does the cost.
Exit as a routine
Seasonal endings run as a checklist, with settlements computed rather than assembled.
The peak is not the problem. The paperwork is.
A seasonal business can staff up. What it struggles with is doing sixty onboardings accurately in a week, with the same two people who are also running the season.
What breaks is data quality: names typed from WhatsApp, dates of birth guessed, UANs never asked for. Those errors do not surface during the season. They surface months later as PF claim rejections, by which time the person has gone.
Move the entry to the joiner
An invite, completed on their own phone, with their own documents read rather than transcribed. The joiner knows how their name is spelled and which UAN is theirs; the person typing at speed does not.
That single change removes most of the seasonal data-quality problem, and it removes it at the point where fixing it is free.
Ending the season properly
Seasonal exits are where obligations get missed — final settlement, leave encashment where it applies, and the exit marking on the PF account that the next employer will need.
Running them as a checklist rather than as sixty individual acts of memory is the difference between a clean end and a trickle of claims six months later.
Do not pay for the peak all year
A system priced on your maximum headcount charges you for people who left in November. Per-employee pricing that adjusts monthly means the off-season costs what the off-season should cost.
Up, run, and down again
Invite in bulk
Links out; joiners complete their own details and drop their own documents.
Documents read
Fields drafted from what they upload, so nobody transcribes sixty Aadhaars.
Attendance from phones
No new hardware for a workforce that will not be there in three months.
Wind down cleanly
Checklist exits, computed settlements, and headcount — and cost — back down.
Run a workforce that doubles in season FAQs
How fast can we onboard sixty people?
The constraint becomes how quickly they respond to the invite rather than how fast anybody can type. Most of the work moves to the joiner, and it happens in parallel.
Do seasonal staff need smartphones?
It helps, but is not required — HR or a supervisor can complete the same flow on their behalf using photographs of the documents.
Does the cost really come down after the season?
Yes. Pricing is per employee and adjusts monthly, so the off-season is billed on off-season headcount.
What about PF for short-tenure staff?
Contributions apply as they would for anyone eligible, and the exit should be marked on the account so the next employer can link the same UAN. That last step is the one most often skipped.
Can we onboard hundreds of people quickly?
Import and bulk-invite, with row-level validation so a large file with a few bad rows still brings in the rest and tells you what failed.
What happens when the season ends?
Exits run as a case with settlement and letters, in volume. The exit paperwork is usually what a seasonal business underestimates, not the hiring.
See it on your own data
Fourteen days, no card, no consultant. Import your spreadsheet and watch it compute.