Question 1

What exactly does HR&Tomorrow solve?

Accepted Answer

It solves HR data sitting in different places. If payroll is in one program, leave in a spreadsheet, clock records in the device software and personnel documents in a folder, you enter the same data several times every month. The platform gathers these into one database: timesheets from attendance flow to payroll, approved leave to timesheets, and a leaver to the org chart, all on their own.

Question 2

What size of company is it suitable for?

Accepted Answer

A fifty-employee single-site company and a group with thousands of employees across dozens of branches use the same platform; the difference is in which modules are switched on and how permissions are set. Our experience is deepest in shift-based, multi-site operations: hospitality, maritime, logistics, retail, manufacturing and facilities management.

Question 3

How do employees without a desk or computer get into the system?

Accepted Answer

From the mobile app. Clock-in and clock-out, leave and advance requests, payslip viewing, announcements, tasks and emergency alerts all work on a phone. Where there is no company device, employees use their own phone; a QR code with location verification is enough for a clock record.

Question 4

Are the interface and support available in English?

Accepted Answer

The interface is available in Turkish and English, and employees can choose their own language. Support is provided in both languages during business hours (weekdays 09:00–18:00, GMT+3). Legislation and payroll questions are answered by the team that maintains those rules.

Question 5

How long does migration take, and does work stop during it?

Accepted Answer

From the discovery call to go-live is 1–2 weeks in most companies. Work does not stop: the first payroll period runs in parallel with your old setup, the two calculations are compared, and the old one is closed once you have seen them match. That way no period is left half done.

Question 6

What do you need from us for the data migration?

Accepted Answer

An employee list, the org chart and, if you have it, payroll history — a spreadsheet or CSV is enough. We send the templates and do the cleaning and loading ourselves. All we ask of you is to check and approve the migrated data.

Question 7

Do we have to replace our existing ERP?

Accepted Answer

No. There is ready-made integration for SAP, Oracle, Microsoft, Logo, IFS, Infor, Epicor and Canias; the connection is established on day one of the migration. If you use a system that is not on the list we connect over the API — and we put in writing which fields flow in which direction during the discovery call.

Question 8

Do we need a server, licences or an IT team?

Accepted Answer

No. The platform is cloud-based; it runs from a browser and the mobile app, and updates arrive without you doing anything. Your IT team is only involved in the ERP connection and — if you use them — getting attendance devices onto the network.

Question 9

Which processes are managed on the platform?

Accepted Answer

Payroll, leave, attendance and shifts, employee records, organisation, performance, expenses, recruitment (ATS), training, surveys, procedures, emergency and reporting. They all use the same employee record; a change made in one module is not re-entered in the others.

Question 10

Do we have to take all the modules?

Accepted Answer

No. Most companies start with payroll, leave and attendance, and switch on performance and recruitment in a second phase. When a module is added later, your historical data is already in the system, so there is no fresh rollout to go through.

Question 11

Are calculations made according to Turkish legislation?

Accepted Answer

Yes. Overtime, weekly rest days, annual leave entitlement, severance and notice pay, social security filings and tax deductions are all calculated under the Turkish Labour Law and related legislation. We track changes to the minimum wage, contribution ceilings and coefficients and apply them to the system; you do not need to make updates separately.

Question 12

Is it suitable for shift-based, multi-site operations?

Accepted Answer

That is where the product works hardest. Separate shift templates per location, conflict and limit checks, and location-based permissions can all be defined. Clock records can be taken with your existing card readers, or — if you would rather not invest in hardware — a location-verified QR code is enough on its own.

Question 13

Who can access our data?

Accepted Answer

Only the users you authorise. Permissions are granted by role: a branch manager sees their own location’s data, a payroll specialist sees pay items, and neither can enter the other’s area. Every access and change is written to an audit log that you can view too.

Question 14

How is data protection handled?

Accepted Answer

We publish, item by item, which data category we process for which purpose and on which legal basis; a deletion procedure is defined for data whose retention period has expired. The data processing agreement, privacy notices and request channels are on the data protection and security page.

Question 15

How is pricing determined?

Accepted Answer

By employee count and the modules switched on; charging is per employee rather than per user, so you pay nothing extra for administrator accounts. Monthly and annual subscriptions are available, with a discount on annual. Rollout, data migration and training do not come out as separate line items on the proposal.

Question 16

Can we try it with our own data before buying?

Accepted Answer

Yes. The demo is not a presentation walking through screens; we set the system up with a sample from your own employee list and run your payroll and shift scenarios. You leave the call with a written proposal covering scope, timeline and price.

What people ask before buying, answered plainly

General

Rollout and migration

Modules and legislation

Security and commercial

Uptime, backups and support response times

If your question is not listed, just ask