Human resources software,hiring to payroll in one program.

Otto HR is chosen with four questions: connection, Türkiye rules, role access, and published price. Four questions go a long way. Are the modules genuinely connected, or just side by side? Does it carry Türkiye's rules, from payroll parameters to annual-leave entitlements and KVKK? Who can access which data, under which role? Is pricing transparent, and can you try before you buy? The vendor-neutral selection guide on this site (how to choose HR software) walks through each one.

Otto HR pricing is per employee and published openly. Usually two things: headcount and module scope. Otto HR's pricing is per employee and published openly. You move between tiers as the team grows. See the pricing page for current plans and limits.

Otto HR can be tried before buying, in two ways. Yes, in two ways: walk through the demo company filled with sample data in a few minutes, or open your own workspace and try it on your own data. Neither requires waiting for a sales call.

Otto HR does not sell the HR portal as a separate product. No, and this page will not sell it as one. The HR portal is the employee door of human resources software: leave requests, balances, payslips, tasks, questions asked of Otto. All of it reads the same registry. Instead of hunting a second portal product, you use the door that already sits on the record. In Otto HR, processes from job post to payroll sit on that registry.

Otto HR does not put the tools you already have in a bake-off: it is the handoff layer. Most teams already have a job board, a spreadsheet and an accountant's line. Human resources software does not put those in a bake-off: it is the handoff layer. The hiring shortlist, personnel details, leave requests and the payroll packet meet on one registry. Otto prepares the work, approval stays with you. You do not have to throw out the tool you use. The record has to be one.

Otto HR does not invent a dedicated performance module. There is no dedicated performance module, and this page will not sell one that does not exist. Performance-review conversations land in surveys, notes and the personnel card. Leave requests and hiring already live on the same registry. The promise of human resources software is not a rival in every category: it is adjacent work reading the same record.

Otto HR on this page is the product. The method lives on how to choose HR software. This page is the product. The method lives at /ik-yazilimi-nasil-secilir: a needs map, Türkiye pass/fail filters, a shortlist, and a trial with your own data. Human resources software is where that method is applied. We do not publish a ranking. You choose by criteria. HR keeps the stamp.

Otto HR does not replace timesheet or bordro software. It reads them. No. It reads them. Timesheet software builds the ledger. Leave tracking software runs the request. Personnel management software keeps the file. Bordro software packets the period. Human resources software is the handshake among those four. Otto prepares. You confirm.

Otto HR treats an HRIS as one employee record from hiring through the payroll packet. An HRIS is a human resource information system. Most buyers mean the same thing as HR software: one employee record from hiring through records, leave, the timesheet, and the payroll packet a person stamps. Otto HR is that stack. It is not a separate US suite and not a second database.

Otto HR builds human resources and management software as a packet a person approves. That English cluster is HR software plus payroll, leave, and time on the same record. Otto HR builds that stack as a packet a person approves. US tax calculators are not this cluster, and ottohr.com does not contest them.