Recruitment, people, leave and payroll in one connected workspace.
Payroll & HR
What is Cadrav?
A people platform spanning recruitment, employee records, day-to-day HR and payroll, with a clear history of the decisions affecting each person.
The challenge
Recruitment, employee changes, attendance and payroll often live in separate systems, leaving managers without the full picture.
The approach
Cadrav connects the employee journey, with evidence, effective dates, permissions and human review behind important people decisions.
Illustrative interface
Employee records
Keep staff details and dated changes together.
Leave & availability
Handle requests, approvals and team calendars.
Onboarding
Guide new starters and leavers through clear checklists.
Payroll
Calculate pay, review figures and produce payslips.
A simpler workflow
Maintain employee records
Manage leave and changes
Review the pay run
Approve and produce payslips
Less administration. More useful time.
Forms prepared. Work moved forward.
Automation is part of the full Cadrav specification, from the first record to the next action. These workflows include planned capabilities; release availability is confirmed before ordering.
01Offer accepted
02Starter documents generated
03HR tasks and payroll setup assigned
The right forms for the work
Applications, candidate consent forms, interview scorecards, offer letters, employment document packs, onboarding checklists, leave and expense requests, appraisal forms, disciplinary meeting records, warnings, appeals, return-to-work forms and payroll documents.
Generated from your approved templates, pre-filled from the record, sent for completion or signature, and stored with the work they belong to.
What runs automatically
Incoming CVs create deduplicated candidate records; a new vacancy searches retained applications and prepares an explained shortlist for the hiring team.
An accepted offer generates the starter pack, equipment requests, induction assignments and payroll setup tasks from approved employee details.
Leave, attendance and approved timesheets feed the relevant records; configurable points rules calculate entries and flag cases for review.
Probation, document expiry, appraisal and training dates trigger reminders; payroll runs and workforce reports follow the agreed schedule.
How you stay in control
People approve hiring, disciplinary outcomes, point corrections and pay runs. Matching and points support decisions; they do not automatically reject applicants, sanction employees or deduct pay.
Choose the triggers, rules and approval points. Track actions, pause workflows and resolve exceptions without losing the history. Forms and automated steps are configured for your organisation, sector and location.
The complete scope
What Cadrav covers.
Explore the modules and workflows in the full product specification. This includes planned capabilities; current release availability and supported connections are confirmed with you before an order.
01
Company-wide CV database
+
Capture CVs sent to the company and organise applicant profiles, contact details, skills, experience and qualifications.
Keep application history, interview notes, consent and retention dates together.
Search previous applicants and avoid creating duplicate candidate records.
02
Vacancies & candidate matching
+
Define a role’s relevant skills, experience, qualifications and essential requirements.
Match the role against retained CVs and explain the evidence and gaps behind suggested candidates.
Let the hiring team review, correct and shortlist matches; hiring decisions remain with people.
03
Recruitment workflow
+
Track applications from initial review through interview, offer and outcome.
Use consistent scorecards, interview feedback and assigned actions.
Move an accepted candidate into onboarding without copying their records again.
04
Employee records
+
Maintain contracts, job roles, salary history, emergency contacts and documents.
Record effective dates, changes and approvals rather than overwriting the past.
Keep confidential HR information restricted to the appropriate people.
05
Onboarding & offboarding
+
Assign starter tasks, equipment, training and document requests.
Track probation reviews, policy acknowledgements and required checks.
Coordinate leavers, final payroll inputs, asset returns and access removal.
06
Leave, attendance & rotas
+
Handle leave balances, requests, approvals and shared calendars.
Record attendance, lateness, sickness, return-to-work notes and working patterns.
Review timesheets, overtime and approved hours before payroll.
07
Disciplinary records
+
Maintain a dated history of concerns, meetings, warnings, supporting evidence and outcomes.
Record the employee response, review dates, appeals and follow-up actions.
Control access and retain decision history when a record is corrected or closed.
08
Attendance & performance points
+
Define separate attendance and performance point rules for your organisation.
Record each award or deduction, its reason, supporting evidence and reviewer.
Track totals, review or expiry dates and corrections; points do not automatically decide sanctions, dismissal or payroll deductions.
09
Performance & development
+
Set objectives, record check-ins and maintain appraisal history.
Identify development needs, training actions and manager follow-up.
Give employees visibility of the feedback and actions they are entitled to see.
10
Payroll & pensions
+
Calculate supported UK pay, deductions, pension and statutory-pay items.
Approve pay runs, generate payslips and maintain year-to-date records.
Track supported FPS and EPS reporting, acknowledgements and payroll corrections.
11
Employee self-service
+
Let staff update permitted details and submit leave, time and expense requests.
Provide payslips, documents and policy acknowledgements in one place.
Route changes to the responsible manager or HR reviewer.
12
Workforce reporting
+
Review headcount, absence, turnover, hiring stages and payroll summaries.
Filter attendance and performance trends without hiding the underlying context.
Export reports with role-based access and a record of changes and approvals.
13
Pay bands & benefits
+
Maintain job grades, salary bands, benefits and effective dates.
Compare pay with the midpoint of an agreed band using a compa-ratio, with hours and currency shown.
Review internal pay consistency and record the reasons and approvals behind pay changes.
14
People metrics
+
Report on headcount, full-time equivalent staffing, attrition and absence using visible definitions.
Review time to hire, interview-to-hire ratios and recruitment-stage bottlenecks.
Calculate revenue per FTE when approved revenue and staffing data are available, showing period and source.
15
Skills & career development
+
Map the competencies required for roles against reviewed skills and development needs.
Plan coaching, job shadowing, mentoring and lateral or upward career moves.
Track agreed learning actions and succession plans with appropriate access.
16
Feedback & engagement
+
Schedule one-to-ones, structured multi-rater feedback and employee surveys.
Track themes, agreed actions and follow-up rather than reducing people to a score.
Support recognition and feedback channels with clear confidentiality and reporting rules.
17
Consistent people processes
+
Use structured job criteria and interview scorecards to support consistent decisions.
Provide guidance and training on inclusive communication and avoiding irrelevant bias.
Keep sensitive equality information separate from candidate matching; report only authorised, appropriately aggregated information.
18
HR automation & organisation
+
Route leave, pay changes, vacancies and documents through configurable approvals.
Maintain organisation charts, reporting lines, employment status and responsibilities.
Control approved vacancies and hiring pauses, and keep automated reminders and changes auditable.
19
Automatic forms & document generation
+
Generate the required document pack for the agreed workflow from configurable, business-approved templates: applications, candidate consent forms, interview scorecards, offer letters, employment document packs, onboarding checklists, leave and expense requests, appraisal forms, disciplinary meeting records, warnings, appeals, return-to-work forms and payroll documents.
Pre-fill known information, use conditional questions, request missing details and create branded documents without retyping records.
Collect signatures or acknowledgements where appropriate, issue reminders and keep the exact signed version with its related record, permissions and retention settings.
Let your team add or adapt templates as requirements change, with review and version control before a revised form is issued.
20
Connected workflow automation
+
Incoming CVs create deduplicated candidate records; a new vacancy searches retained applications and prepares an explained shortlist for the hiring team.
An accepted offer generates the starter pack, equipment requests, induction assignments and payroll setup tasks from approved employee details.
Leave, attendance and approved timesheets feed the relevant records; configurable points rules calculate entries and flag cases for review.
Probation, document expiry, appraisal and training dates trigger reminders; payroll runs and workforce reports follow the agreed schedule.
21
Automation controls & review
+
Configure triggers, conditions, schedules, owners and approval steps; test the workflow before enabling it.
See every automated action, its source and outcome. Failed jobs, missing information and uncertain suggestions enter a visible exception queue with a responsible owner.
Pause or override a workflow with a reason; retry safely without creating duplicate records, repeated messages or duplicate charges.
People approve hiring, disciplinary outcomes, point corrections and pay runs. Matching and points support decisions; they do not automatically reject applicants, sanction employees or deduct pay.
In practice
Where it makes a difference.
Example workflows showing how the product is intended to support everyday work.
01
A vacancy opens
Search the CV database, review explained role matches and invite shortlisted applicants through a tracked process.
02
A recurring attendance issue
Review dated attendance records and points, record the discussion and agree follow-up actions.
03
Monthly payroll
Approve hours and employee changes, review the pay run and retain payslips and payroll reporting records.
What we are building towards
Previous applications stay useful when a new role opens.
HR decisions retain context, evidence and review history.
Recruitment, people changes and payroll share one employee journey.
Your setup
Shaped around the way you work.
Configuration is agreed with you. Bespoke development, migrations and external services are scoped and priced separately where needed.
Make it fit your business
Configurable fields, sector-specific forms, document templates, workflow rules and terminology appropriate to the product.
Give people the right access
Role-based permissions, protected company boundaries and deliberate sharing controls.
Keep a useful history
Dated changes, approvals and source records so important actions can be reviewed.
Bring your information with you
Agreed import templates, migration checks and a practical data-export route.
Connect the right systems
Confirmed integrations with visible sync status, error handling and ownership.
Keep improving after launch
An agreed hosting, maintenance and support arrangement, regular check-ins and a prioritised improvement list.
Automate the routine
Event-driven tasks, document generation, reminders and reporting, with approval gates, activity logs and clear exceptions.
Control your forms
Your approved templates, conditional fields, pre-filled records, signatures, document versions and retention settings. Template coverage is agreed for your sector and location.
Connections, coverage and rollout
HR workflows can be scoped for international employers. The payroll specification is UK-focused; other jurisdictions, pension providers, job boards and payroll connectors require separate confirmation.
The Arkiden Experience
Try it. Shape it. Keep improving it.
We agree the priority workflow with you, give you a demo to explore and use your feedback to refine the result. Hosting, maintenance, regular check-ins and ongoing development can continue under an agreed support plan.
