These modules sit around the payroll core. Benefits feed deductions into the run; recruiting and performance do not touch pay directly.
Benefits and insurance
Benefits → Health insurance (mutuelle) and Benefits → Provident fund (prévoyance).
Create a plan
Set the provider, category, and the employee and employer contribution percentages. The employee share becomes a payroll deduction; the employer share is reported as employer cost.
Enrol an employee
Benefits → Enrollments → New enrollment. Pick the employee, the plan and the start date.
An employee cannot hold two active enrolments in the same plan. A plan with active enrolments cannot be deleted — end the enrolments first.
Enrolment deductions flow into the next run automatically.
Recruiting
Recruiting → Job postings — create a posting with title, department and status.
Recruiting → Candidates — record applicants and move them through stages as they progress.
Hire this candidate creates an employee record from the candidate and seeds a default onboarding checklist. You still complete salary and bank details on the new employee record before their first payroll.
Recruiting → Onboarding — checklists per new hire, with due dates.
Performance
Performance → Goals — objectives per employee with a target date and progress percentage.
Performance → Reviews — periodic reviews with a rating, strengths and areas for improvement, tied to a review date.
Neither affects pay. Any salary change from a review is made on the employee record, and applies from the next run.
Common questions
Do benefit deductions apply retroactively? No. They apply from the enrolment start date forward. A past finalised run is unaffected.
Can a candidate be hired into a department that does not exist? No. Create the department first.
Do goals or reviews appear on payslips? No. They are HR records only.
Next
Continue with Using Agent AI.