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All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
HRMagix does not currently publish a list of open roles. What follows is a plain account of what the company builds, where it builds it, and how to approach us, rather than a vacancy page with nothing behind it.
What HRMagix is
HRMagix builds people-operations software for Indian companies, from Pune and Mumbai. The product is a single platform of twelve modules, attendance, leave, payroll, OKRs, KRAs and the 9-box, PIPs, recognition, 1-on-1s, onboarding, documents, succession and analytics, sitting on one employee record.
That description matters for anyone considering working here, because it determines the nature of the work. Building payroll for India is not a design problem with a compliance appendix. It is a compliance problem that has to be expressed as software: the EPF wage ceiling, the ESI contribution period, seven states' Professional Tax slabs, the February treatment in Maharashtra, the Payment of Gratuity Act formula. Correctness is not a quality attribute here. It is the product.
Four things about building this particular product that are worth knowing before you decide whether it appeals to you.
Most of the hard thinking on this product is about turning a provision of law into a rule that can be evaluated monthly against a versioned employee record, and doing it in a way that a customer's HR team can configure without an implementation project.
HR software is used at cutoff, at exit, at an inspection, moments where the user is under time pressure and the cost of an error is real money or a real dispute. That shapes every interface decision differently from software used casually.
A large part of the people this product serves are on a plant floor, at a client site or in a delivery van. Anything that only works well on a laptop only works for a minority of the users.
Customer conversations cluster around monthly payroll cutoffs and the annual tax cycle. Support here is WhatsApp, phone and email with the product specialists in Pune, not a ticket queue with an SLA and no context.
Building payroll for India is not a design problem with a compliance appendix. It is a compliance problem that has to be expressed as software.
The nature of the problem
Bring our HR and payroll software to companies that need it, from the first conversation through to a signed customer.
Keep development work organised and on schedule, so the engineering team, product decisions and releases stay in step.
Plan, write and send the emails that keep prospects and customers informed, and measure what works.
Find and open new business opportunities through outreach and partnerships, and hand qualified leads to the sales team.
Design, test and improve the prompts and instructions the team uses with AI tools, so the results are accurate and dependable.
There is no application portal and no job board listing to respond to. Write to the team directly, tell us what you would want to work on and what you have built before, and attach whatever best represents your work.
If there is a fit, the conversation continues with the people you would actually work with. If there is not, we will say so rather than leave it open.
Pune, Maharashtra, India
A careers page that invents roles wastes the time of the people it most wants to reach. Only roles that are actually open are listed above.
Yes. The open roles are listed on this page: Sales Executive, Software Developer Coordinator, Email Marketing Executive, Business Development Executive and Prompt Engineer. Apply through the form on this page.
There is no application portal or job board listing. Write to the team directly with what you would want to work on, what you have built before and a link to your work.
HRMagix builds its product from Pune and Mumbai, Maharashtra, India.
Mostly turning provisions of Indian law into rules evaluated monthly against a versioned employee record, in a way customers' HR teams can configure without an implementation project.
If there is a fit, the conversation continues with the people you would actually work with. If there is not, the team will say so rather than leave it open.
No. Compensation bands and benefit lists are discussed in the conversation itself rather than published on the page.
HR teams at cutoff, exit and inspection, and a workforce that is often on a plant floor, at a client site or in a delivery van rather than at a desk.
Yes. The email address and phone number are listed on the careers page alongside the introduction form.
14-day free trial · Full access to all 12 modules · Zero implementation fee · Cancel anytime