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Short answer: Asanify is easier to assess upfront because its India pricing page publishes plan prices and a 14-day trial. Ultimatix HCM Suite may suit buyers looking for a vendor-led, configurable HRMS, but its public materials do not provide standard pricing or a complete module-by-module edition comparison. First, make sure “Ultimatix” means the right product: TCS Ultimatix is an internal portal for TCS employees and affiliates, not a commercial alternative to Asanify.
Which Ultimatix are you comparing?
This article compares Asanify with Ultimatix HCM Suite, marketed by Orange Technolab Pvt. Ltd. as commercial HR and payroll software. The product’s terms identify the service operator.
TCS Ultimatix is a separate, restricted employee-services portal. Its login page identifies TCS and limits access to employees and affiliates. It is not an HRMS that an unrelated business can buy as a SaaS subscription.
If you need a system for employee records, payroll, attendance, leave, and related HR work, compare commercial HRMS products. If you are a TCS employee trying to access internal services, Asanify is not the relevant alternative.
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What each product offers
Asanify
Asanify presents itself as an HRMS and payroll platform for Indian businesses, with broader global HR and workforce offerings. Its public materials describe employee records, onboarding, payroll, statutory compliance, attendance, leave, performance, expenses, documents, analytics, and employee self-service. The India product page, broader HRMS page, and help center describe product areas; the exact plan availability should be checked against the pricing page.
Asanify describes its intended company size differently across pages: one positions the India product around roughly 10–500 employees, while another describes a 50–500 employee audience. Treat these as vendor positioning, not a firm minimum or maximum. Ask which plan and support model fit your headcount.
Ultimatix HCM Suite
Ultimatix HCM Suite is presented as a unified HR and payroll suite for SMEs and enterprises, covering employee lifecycle processes from hiring through exit and possible rehire. Its product site lists employee management, payroll, attendance, leave, recruitment, onboarding, talent, rewards, reporting, employee self-service, mobile access, and workflow functions. The public materials do not establish a precise employee-count range.
These are vendor-described capabilities, not independent product-test results. A broad feature list does not show how deeply a particular workflow is supported or whether it is included in your quoted edition.
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| Capability | Asanify | Ultimatix HCM Suite | What to verify |
|---|---|---|---|
| Employee records and self-service | Employee and company records, timelines, documents, org structure, bulk import/export, and employee self-service are listed. | Employee data, dashboards, lifecycle management, and self-service are described. | Custom fields, role permissions, audit history, complete data export, and retention after termination. |
| Payroll and Indian statutory items | Payroll, PF, ESI, professional tax, TDS, Form 24Q, and Form 16 are listed or claimed across product pages. | Automatic payroll calculation, payslips, multiple salary structures, PF, professional tax, ESI, labour welfare fund, and income-tax reporting are claimed. | State coverage, statutory update process, filing responsibility, retroactive revisions, corrections, and full-and-final settlements. |
| Attendance and leave | Attendance, geofencing, geo-tracking, selfie attendance, biometric integration, rosters, leave, and leave encashment are listed. | GPS and selfie attendance, attendance correction, location-mocking restrictions, and leave functions are described. | Supported devices, shift rules, poor-connectivity behavior, location and image retention, accruals, and approval rules. |
| Recruitment and onboarding | VIP lists a hiring site and careers page, candidate pre-onboarding, job tracking, interview scheduling, letters, and document storage. | Recruitment, applicant sourcing, requisitions, careers-portal posting, onboarding, and talent functions are marketed. | Applicant-tracking depth, job-board connections, e-signatures, background checks, and conversion from candidate to employee. |
| Performance and learning | Reviews, PIP workflows, feedback forms, OKRs, KPIs, task management, learning management, and 360-degree feedback are listed, with availability varying by plan. | Talent, rewards, engagement, and performance functions are listed. | Review cycles, competency frameworks, learning content, skills assessments, and whether modules are included in the quote. |
| Expenses and reimbursements | Expense reimbursements appear on VIP; broader pages describe reimbursements, benefits, advances, and allowances linked with payroll. | Expense-related functionality is listed, but public detail on controls and integrations is limited. | Receipt handling, policy enforcement, tax treatment, accounting links, and payroll settlement. |
| Integrations and access | Public materials list services such as Slack, WhatsApp, Teams, Google Workspace, biometric devices, salary transfers, and enterprise SSO. | Public materials emphasize mobile access, attendance devices, and configurable workflows, but do not publish a comparable integration catalog. | Specific connectors, API and webhook access, SSO/MFA requirements, integration charges, and data-export formats. |
For Asanify, the public India pricing page shows plan-specific features; not every advertised capability belongs to every plan. Ultimatix’s public pages do not provide an equivalent module-and-edition matrix, so ask for one with the quote.
Payroll and compliance: compare the work, not the label
Both vendors describe Indian payroll and statutory capabilities. Asanify lists payroll-related tax and statutory items, while Ultimatix’s payroll page describes salary structures, payslips, and statutory support. Those claims do not, on their own, establish that the vendor submits filings or handles every state-specific case.
Ask each vendor to distinguish among calculating deductions, producing filing reports, preparing filing data, actually submitting filings, supporting an audit, and providing human compliance assistance. Have the vendor demonstrate your actual salary components, legal entities, states, payroll calendar, contractor categories, and correction process. Confirm whether the system supports payroll locking after approval, reruns with an audit trail, tax declarations, and full-and-final settlements.
Attendance, leave, and mobile use
Both products describe mobile or location-based attendance. Asanify lists geofencing, selfie attendance, biometric integration, rosters, and leave tools. Ultimatix describes GPS and selfie attendance, attendance regularization, and employee access to leave and attendance information through its mobile app page. The Ultimatix app is also listed on Google Play.
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Repair common Windows errors and clear accumulated junk for a smoother, more stable PC - no reinstall needed.Free scan · no reinstallFeature names are not operational guarantees. “GPS attendance” does not establish continuous tracking, and “biometric integration” does not establish support for your particular device. Test indoor and remote-site punches, GPS drift, poor connectivity, shift changes across midnight, overtime, missing-punch corrections, shared devices, and phone replacement. For selfie or location features, ask what data is collected, who can access it, how long it is retained, and how employees can challenge an incorrect record.
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Pricing and contract terms
| Commercial detail | Asanify | Ultimatix HCM Suite |
|---|---|---|
| Public price | India page lists Essential at ₹99 per employee per month and VIP at ₹199 per employee per month; Enterprise is custom priced. | No standard public per-employee price stated on the vendor pages; request a quote. |
| Trial | Vendor advertises a 14-day trial without a credit card. | A free trial is not publicly established in the cited vendor materials. |
| Annual terms | Pricing page states a 12-month initial term, auto-renewal unless notice is given 60 days before renewal, and advertises two months free on annual Essential or VIP plans. | Public pages direct buyers to a demo or quote; request written term and renewal details. |
These Asanify figures are the prices displayed on its India pricing page; confirm the current offer, applicable taxes, included modules, minimum headcount, and definition of an active employee before signing. The page also says selected modules may be added or adjusted. Ask whether implementation, migration, support, and integrations are extra, and whether contractors, interns, or employees who leave during a payroll cycle count toward billing.
For Ultimatix, request a written breakdown of subscription, modules, implementation, data migration, mobile access, integrations, biometric-device connections, support, employee-count bands, legal entities, renewal increases, taxes, exit charges, and data export. Without comparable quotations, public information does not support a reliable total-cost comparison.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Security and administration due diligence
Ultimatix’s site makes claims about SSL transmission, a Tier IV cloud-partner arrangement, external vulnerability audits, and 99.99% uptime. These are vendor assertions; request current supporting documents and clarify whether uptime is a contractual commitment. Asanify lists SSO for its enterprise offering and describes role-based access and document controls, but do not assume that this establishes a particular security certification.
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- Where is customer data hosted, and which subprocessors can access it?
- Is MFA available or mandatory for administrators, and are payroll changes logged?
- Can you obtain a complete export of employee, payroll, attendance, and document data?
- What happens to data after contract termination, and can retention periods be configured?
- Is biometric information stored, including raw images, and for how long?
- Can the vendor provide a current SOC 2, ISO 27001, or equivalent audit report?
- Are backup, disaster recovery, and uptime commitments documented in the contract?
Which product fits different buyers?
Small business or startup seeking a clear starting price
Asanify is the more straightforward first evaluation if you want to see a published India price, try the software, and assess an HR-and-payroll suite without beginning with a custom quote. Check whether the necessary modules are in the selected plan and whether the annual commitment suits your cash flow.
Growing, multi-location, or shift-based employer
Shortlist either only after a scenario-based demonstration. Test location-specific holidays, shift rosters, overtime, attendance corrections, multiple legal entities, state rules, and payroll approvals using your actual policies. A feature list alone cannot show that a complex rule will work.
Buyer seeking configurable, vendor-led implementation
Ultimatix HCM Suite is worth a demo if you are comfortable with a sales-led process and need to explore configurable workflows. This is an inference from its vendor presentation, not proof that customization is included or that implementation will suit your organization; get scope, responsibilities, costs, and delivery commitments in writing.
Buyer prioritizing public buying information
Asanify currently provides more visible pricing and trial information. Ultimatix may still meet the need, but its public pages leave price and module boundaries to a sales conversation. That difference affects how quickly you can build a comparable budget, not necessarily the products’ underlying capability.
Implementation and demo checklist
Ask both vendors to demonstrate your real workflows rather than a prepared feature tour. Use a sample employee record and payroll run, then document what is included, configured, or handled outside the system.
- Map the migration: confirm import of employee records, historical payslips, tax declarations, statutory identifiers, leave balances, loans and advances, salary revisions, and full-and-final records.
- Run a parallel payroll: agree how to compare outputs with your current process, resolve variances, validate opening balances, and approve the first live payroll.
- Test statutory scenarios: use your states, salary components, employee categories, and legal entities; identify who updates rules and who submits each filing.
- Exercise attendance edge cases: test connectivity loss, remote locations, GPS drift, shift crossings, overtime, biometric-device outages, regularization, and manager approvals.
- Validate access and integrations: confirm roles, SSO/MFA, accounting and bank connections, chat tools, devices, APIs, exports, and any added costs.
- Set operational ownership: record implementation tasks, training, support escalation routes, response expectations, and who maintains workflows after launch.
- Review the contract: compare included modules, employee-count rules, renewal terms, data export, termination, support, and all one-time or recurring charges.
Verdict
For an Indian business that values transparent starting prices and a trial, Asanify is the easier product to shortlist from public information. Ultimatix HCM Suite is a reasonable candidate when a vendor-led evaluation and configurable HR/payroll approach appeal, but request a detailed demo and written quote before comparing value. Neither is a universal winner: decide on payroll accuracy for your states, workflow fit, implementation, data safeguards, and contract terms. Do not treat TCS Ultimatix as the competing commercial product.
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