Not another HR system to sync. PulseNet365 puts hiring, leave, time, reviews and expenses on the Microsoft platform your finance team already trusts, with one employee record from first application to last day.
Each works. They differ in how much you re-key, sync and reconcile.
Good for the basics.
Broad, but somewhere else.
Broad, and where your finance lives.
Knowing the limits up front saves everyone a meeting.
Dynamics 365 Business Central
Microsoft Azure
Power Automate
Power BI
Power Apps
Microsoft Teams
Outlook
Excel
Microsoft product names and logos are trademarks of Microsoft Corporation, shown to identify compatible products.
Alphavima Technologies is a Microsoft Solutions Partner and ISV with more than 20 years in IT services and offices in Canada, the United States, the United Kingdom, India and the UAE.
Global Head, ERP Products & Services
VP of Sales
Chief Technology Officer
Head of Product & Growth
Ask every vendor the same questions, PulseNet365 included, and notice where the answers get vague.
One record, or a copy in each system kept in step by a sync? With copies, ask who decides which one is right when they disagree.
And how would you find out it had failed? If the answer is a log nobody reads, the first sign may be a wrong figure in payroll.
Ask to see an expense claim go from submission to finance, live. Watch for any step where someone downloads or uploads a file.
Ask exactly which actions it completes without a person. In PulseNet365 the answer is none: the assistant files requests and people approve them.
PulseNet365 prepares payroll-ready data. Your payroll provider calculates pay and files payroll taxes. Any vendor should draw that line just as clearly.
Ask what it takes to start small and add later, and whether each new module means new integration work. On one record, it should not.
Ask who picks up when something breaks, and whether it is the same team that configured it. Alphavima handles deployment, configuration and training, and support continues at your plan's level.
Re-keying rarely appears in a budget because each copy takes minutes. The cost shows up elsewhere: in hours of checking before payroll cut-off, in errors found at month-end, and in the time lost working out which system holds the right number.
There are quieter costs too. Approved data waits for someone to type it, so reimbursements and the month-end close wait with it. The link between an approval and a figure disappears, so “where did this number come from?” has no good answer. And the process often lives in one person’s head, which becomes a problem the week they are on leave.
A useful first step is to list every place people data is copied by hand in a normal month, with who does it and how often. The list matters more than a total. Why HR data belongs on Business Central explains the alternative.
Switching on twelve modules at once looks efficient on a plan. Phases are slower on paper and quicker in reality.
Name an HR owner for each module, plus contacts in finance and IT. Clean job titles, departments and reporting lines, and write down leave types and approval rules.
Switch on two or three modules first. Records, Self-Service and Leave & Absence are a common start, because every employee touches them and they test approval routes early.
Agree what finished looks like for the phase, for example every manager has approved a request and the leave spreadsheet is closed. If it is still in use, find out why.
Bring in time, expenses and payroll preparation, then hiring, onboarding and reviews, timed to your own calendar. Each module uses the same record, so no new integration.
After each phase, ask module owners what is used as intended, what is being worked around and which reports leaders actually read.
A 30-minute walkthrough of the modules that matter to you, on Business Central, with a written quote after.
