Fintra is finance-first people and payroll: it runs hire, pay, and plan on the same governed ledger as finance. Payroll posts its own journal entries with a multi-state tax calculation; compensation and total comp are the real GL-tied figure per head; sales commissions calculate on the same booked revenue finance recognizes; and headcount planning reads the same budget finance owns, with governed employee changes, an evidence trail, and year-end W-2 and 1099 generation. AI drafts the work and a named person approves anything that pays a person. Lighter HRIS pieces (performance reviews, engagement surveys, and pay-equity analysis) are early access or in development, so Fintra is not a full HRIS today.
Payroll, compensation, commissions and headcount plans on the same books as finance
Payroll, compensation, sales commissions, and headcount planning on one governed ledger, so workforce cost is the real number finance closes against, and every pay change has a named approver.
People and pay console
Illustrative- Payroll run: approve
- draft
- Total comp per head: on ledger
- live
- Headcount plan: vs budget
- 3 open
- Sales commissions: on books
- accrued
- Performance reviews: early access
- preview
Pay, compensation and headcount plans on the numbers finance closes on.
Pay people correctly, keep compensation defensible and plan headcount against a budget, on the same ledger as finance, drafted by AI and signed by a person.
Hire, onboard, and pay on one ledger
A new hire flows from offer to onboarding to their first payroll run in one system, so the moment someone joins, their cost is on the same books finance closes against, with no CSV handoff between people and finance.
Payroll that posts real entries
Each run posts its own journal entries (gross pay, employer taxes, and benefits) with a multi-state tax calculation built in, so payroll reconciles to the general ledger instead of arriving as a summary to re-key.
Total comp you can actually trust
Fully-loaded cost per head is the real figure (salary plus employer taxes plus benefits, rolled up by team and posted to the GL), not a salary times a guessed multiplier that never ties to the budget.
Sales commissions on booked revenue
Commission plans calculate on the same booked, posted revenue finance recognizes, so what a rep is owed and what the company accrued are the same number on the same books, not a spreadsheet reconciled at quarter-end.
Headcount planning against the real budget
Workforce planning reads the same budget finance owns, so open reqs, backfills, and comp scenarios move against actuals, and the plan re-baselines as hiring and pay change instead of drifting out of date.
Employee changes with an evidence trail
A title change, a raise, or a benefits update routes to a named approver and lands as recomputable evidence, and year-end W-2 and 1099 forms generate from the same payroll data, so a change is provable, not remembered.
People data and finance data live in different systems.
Payroll, records, compensation and planning each hold a piece and are reconciled by hand. Fintra puts them on one ledger, so people cost is the same number finance closes against.
- People and finance never agree
- Payroll lives in one tool, HR records in another, and the workforce plan in a spreadsheet. The headcount number HR quotes and the one finance budgets are reconciled by hand, and they are never quite the same.
- Fully-loaded cost is a guess
- The cost-per-head HR reports is usually a salary plus a guessed multiplier for taxes and benefits, so every hiring decision runs on an estimate that finance cannot tie back to the ledger.
- Comp changes have no trail
- Raises and title changes get approved over email and keyed into payroll later, so when someone asks who approved what and when, the answer is reconstructed from memory instead of read from a record.
The usual people stack
Reconciled to finance by hand
- Standalone payroll vendor
- Separate HRIS records
- Comp in a spreadsheet
- Commissions reconciled by hand
- Workforce plan that never ties
- Approvals over email
Fintra: one ledger
People and pay on the finance books
- Payroll & multi-state tax
- HR records & changes
- Compensation & total comp
- Sales commissions
- Headcount planning vs budget
- Evidence & approvals
The fully loaded cost HR reports is the same figure finance closes against, with no CSV handoff left to drift. Payroll money movement and agency e-filing go live when you enable a provider; in demos no real money moves.
Nobody is paid until a named approver signs.
Fintra drafts the payroll run, the compensation scenario and the commission calculation, routes anything that pays a person to a named approver, and keeps the decision as evidence you can hand an auditor.
AI drafts the people work
The payroll run, the comp scenario, the commission calculation, and the headcount plan are drafted for you, grounded in your own pay data and policies, so your team reviews rather than re-keys.
A person approves what pays people
Anything that pays someone or changes their comp (a payroll run, a raise, a commission payout) pauses for a named approver, routed by the policies you set. People decisions stay a human call.
Every change leaves a trail
Each governed change is recorded as hash-chained, recomputable evidence (the change, the approver, and the result), so a comp review or an audit reads a record rather than reconstructs one.
Every score can be explained
Pay and comp calculations are deterministic and explainable. Governance decides and records on every wired-in action and gates where it is enforced; broader automatic enforcement is staged, and we say so plainly.
What is production-ready, and what we are building with you.
Available today
- Payroll on the same ledger, posting real journal entries with a multi-state tax calculation built in
- Compensation and total comp, salary plus employer taxes plus benefits, as a real, GL-tied figure per head
- Sales commissions calculated on the same booked, posted revenue finance recognizes
- Headcount planning that reads the same budget finance owns, with governed employee changes and an evidence trail
- Year-end W-2 and 1099 generation from the same payroll data
Early access and in development
- Performance reviews and engagement surveys are in development, not yet shipped
- Pay-equity analysis across role, level, and geography is early access
- Deeper HRIS breadth (benefits administration, applicant tracking) is expanding: Fintra is not a full HRIS today
- Payroll money movement and agency e-filing go live only when you enable a provider. In demos no real money moves and no filings are submitted
Fintra is finance-first people and payroll, not a full HR system, and we will always tell you what is production-ready and what we are building with you. In demos, no real money moves and no filings are submitted.
People and pay, set up for how your industry runs.
Payroll, compensation and headcount planning on the same ledger as the close, with the monthly work your industry adds on top.
What is Fintra for HR leaders?
HR leader questions, answered
Is Fintra a full HRIS?
Not today, and we do not claim to be. Fintra is finance-first people and payroll: payroll on the same ledger, compensation and total comp, sales commissions, headcount planning, and governed employee changes are real. Lighter HRIS pieces (performance reviews, engagement surveys, benefits administration, and applicant tracking) are early access or in development, and we label them honestly rather than market a full HRIS as shipped.
How does payroll tie to finance?
Payroll runs in the same system finance closes the books in, so each run posts its own journal entries (gross pay, employer taxes, and benefits) with a multi-state tax calculation built in. Headcount cost is the real figure rolled up by team and posted to the general ledger, not a salary times a guessed multiplier, so there is no CSV handoff between people and finance.
Does Fintra file payroll taxes and move the money?
Fintra calculates multi-state payroll taxes and generates year-end W-2 and 1099 forms from the same payroll data. Actual money movement and agency e-filing go live only when you explicitly enable a provider. In demos no real money moves and no filings are submitted. We flag that plainly rather than imply funds move in a demo.
How do compensation and sales commissions work?
Total comp is salary plus employer taxes plus benefits, tied to the GL per head. Sales commission plans calculate on the same booked, posted revenue finance recognizes, so what a rep is owed and what the company accrued are the same number on the same books: reconciled by construction, not by a quarter-end spreadsheet.
What about pay equity and performance reviews?
Those are forward-looking. A continuous pay-equity view across role, level, and geography is early access, and performance reviews and engagement surveys are in development. We chip them honestly rather than present them as shipped: the real, live surface today is people and payroll on the finance ledger.
Why run HR on a finance platform at all?
Because people are most of the cost, and workforce decisions are financial decisions. Running hire, pay, and plan on the same ledger as the close gives an HR leader and a CFO one number for headcount cost, one place changes are approved and evidenced, and workforce financial intelligence that reads actuals instead of estimates.
See people and pay on the same ledger as finance.
Bring your headcount. We will show payroll posting to the GL, total comp per head, commissions on booked revenue, and headcount planning against your budget, with a named person on anything that pays a person.