Hire to Pay, From the ATS Into Payroll
A candidate is screened, interviewed, and offered a total-comp package of cash and equity, then onboarded and paid, with multi-state tax handled and an equity grant put on a vesting schedule. The same person record carries all the way through, so no one re-types a new hire into payroll.
Illustrative product view
One person record, from application to paycheck
Most companies run recruiting in an ATS, comp in a spreadsheet, HR in an HRIS, payroll in a payroll processor, and equity in a cap-table tool. A new hire gets typed in four or five times, and the numbers drift. Fintra keeps one record: the candidate who was interviewed is the employee who gets paid and the grantee whose options vest, so the offer you modeled is the pay that runs and the equity that lands on the cap table.
The five governed steps
- 1
1 · Screen and interview
Resumes are screened at scale and a structured AI interview scores the candidate on explainable, per-question criteria, so a score can be defended, not just trusted.
- 2
2 · Offer total comp
The offer models cash and equity together, so the candidate sees a real total-rewards number and finance sees the loaded cost before it is signed.
- 3
3 · Onboard
Acceptance creates the employee profile and onboarding tasks from the same record, no re-entry from the ATS.
- 4
4 · Run payroll
The first payroll computes gross-to-net in integer cents with a hard invariant, multi-state and local withholding, and FICA caps, then posts a balanced entry to the GL.
- 5
5 · Grant and vest equity
The equity portion becomes a grant on a vesting schedule (cliff plus monthly), tracked against the same person and priced into total comp.
Why the total-comp offer is the payroll input
| Moment | What most stacks do | What Fintra does |
|---|---|---|
| Offer | Comp modeled in a spreadsheet | Cash + equity modeled on the person record |
| Onboarding | Re-enter hire into HRIS | Profile created from the accepted offer |
| First payroll | Re-enter into payroll processor | Payroll reads the same profile and comp |
| Equity | Re-enter into a cap-table tool | Grant created from the offer, put on a schedule |
What is proven and what is gated
- The payroll math is rigorous: integer-cents gross-to-net with a per-check invariant, multi-state and local withholding, FICA wage-base caps, and the Additional Medicare straddle.
- Interview scoring is structured and explainable, surfaced with per-criterion evidence, not a black-box verdict.
- Equity grants, vesting schedules, and total-comp modeling are real and post against the same records.
Frequently asked questions
What does a hire-to-pay workflow cover?
The path from a candidate in the ATS through an AI interview, a total-comp offer of cash and equity, onboarding, the first multi-state payroll run, and an equity grant on a vesting schedule, all carried on one person record so nothing is re-keyed between systems.
Does a new hire really flow from the ATS into payroll?
Yes. When an offer is accepted, the same record becomes the employee profile that payroll reads, so the comp you modeled in the offer is the comp the pay run uses. There is no re-entry from recruiting into an HRIS or a payroll processor.
Is the AI interview scoring fair and explainable?
It is a structured interview scored on per-question criteria with the evidence behind each score shown, so a decision can be defended. It is decision support for a human interviewer, not an automatic accept or reject.
How rigorous is the payroll step?
It runs gross-to-net in integer cents with a hard invariant on every check, multi-state and local withholding, FICA with wage-base caps and the Additional Medicare straddle, then posts a balanced journal entry to the same general ledger.
What are the honest limits today?
2026 federal tables are unverified and gated behind CPA sign-off, there is no 941 form generator yet, and W-2 e-file is a stub. Consequential pay runs are drafted and human-approved, and money rails are sandbox-by-default until a live provider is wired.
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