PulseNet365 pricing depends on team size, modules and the way you want to roll out. Pick the shape that fits and we will quote it clearly, in writing, in your currency.
For small HR teams getting the basics right.
For growing teams running structured HR processes.
For HR at scale, with finance and payroll integration.
Licensing is per named user.
You pay for what you switch on. Most start with two or three.
Number of entities, complexity of approvals and the state of your data.
What Business Central licensing you already hold.
By the number of named users, the modules you switch on, and the scope of your rollout. Every quote is written and itemised, in the currency you choose.
Yes. Most organisations start with two or three modules, such as Leave & Absence and Self-Service, and add others later on the same employee record.
Your quote takes into account the Business Central licensing you already hold, and lists PulseNet365 and any Microsoft licensing on separate lines.
Alphavima helps with deployment, configuration and training. The plan and timeline are agreed with you before work starts.
A quote you can read in five minutes and forward to finance without a covering email.
Priced by named users and the modules you switch on. Each module is listed by name, so you see exactly what you are paying for.
On its own line, taking into account the Business Central licensing you already hold, so nothing is counted twice.
The rollout support Alphavima provides for the scope you choose: the modules in the first phase, the number of entities and the complexity of your approvals.
The support that comes with your plan: standard support on Starter, priority support on Growth and a dedicated success contact on Enterprise.
Everything in your chosen currency, with the agreement that governs licences, services and support provided with the written quote.
Each additional entity adds setup, and so do complicated reporting lines. A single entity with clear reporting lines is the simplest case.
One approver per request is quick to set up. Thresholds and multi-step approvals take longer to agree with managers and to test properly.
Every leave type with its own accrual, carry-over, encashment and eligibility rules by employee group has to be written down and configured.
Clean job titles, departments, start dates and reporting lines make setup faster. Data scattered across spreadsheets needs a clean-up first.
When Compensation & Payroll is in scope, agreeing the payroll-ready data format with your provider and running a period in parallel adds effort.
HR admins who configure, managers who approve and employees who self-serve each need a different session. More locations mean more sessions.
Because four things move the number: named users, modules, rollout scope and the Microsoft licensing you already hold. A list price would be wrong for most organisations. A written, itemised quote is more useful, and it takes one conversation.
A rough count of named users, the modules you care about first, the Business Central licensing you hold, how many entities you run and who your payroll provider is. Rough numbers are fine for a first quote. If you are unsure which modules come first, the demo is a good place to decide.
No. PulseNet365 prepares payroll-ready data for your provider but does not calculate pay, so your provider stays in place and continues to bill you directly.
Yes. The plans describe common starting shapes. Modules such as Recruitment or Travel & Expense can be added later on the same employee record, and we quote the change in writing before anything is switched on.
Tell us about your team and what hurts today. We will point at the shortest path.
