Keka Pricing

The model is straightforward. Lower tiers cover core HR, records, and leave. Middle tiers add attendance depth, timesheets, and expenses. Upper tiers add performance management, hiring, and analytics. Everything is per employee per month, so cost scales with headcount as well as with tier.

The surprise in most budgets is not the per-employee rate, it is the tier jump. A company needing one module, usually performance reviews or advanced attendance rules, moves up a tier and acquires four other modules alongside it. That is not a criticism of the model, bundling is how this category has always worked and it is often genuinely cheaper than buying separately. It just means the sticker price and the eventual price are frequently different numbers.

Typical module usage in a 60-person company on a bundled HR platform

Bundling is how HR platforms price, and it is efficient when you use the bundle. The 40% nobody opens is the part worth examining before renewal, because it is usually the same 40% every year.

Usage settles within about twelve months and then almost nobody revisits it. The renewal conversation is usually about the rate rather than about which modules earned their place, which is the more useful question and the one that occasionally produces a real saving.

These are not the same product and the comparison is only useful once you know which job you are buying for. An HR platform at $6 that you use for payroll and leave is good value. The same $6 buying visibility into how work happens is buying nothing, because that is not what the module does.

The relevant difference is that none of this is tiered. Time tracking, activity levels, the companion avatar and custom reminders, focus music with team rooms, kudos and the monthly leaderboard, company-wide presence, screenshots with privacy controls, AI screenshot and URL understanding, the business intelligence bot, and unlimited history and exports all sit in Pro at $7. Enterprise at $14 adds SSO and SAML, white label, advanced roles, audit logs, and custom retention, which most companies do not need until compliance or brand requirements arrive.

Insight by Hyring is the only product here connected to a hiring platform, so work data flows into people decisions and into the next hire. No standalone tracker can close that loop.

If your problem is running payroll accurately, holding statutory records, and getting appraisal cycles done, a bundled HR platform is the right purchase and $6 a head is good value for it. Nothing here competes with that.

If your problem is that you cannot tell which team is overloaded, why a project overran, or that your strongest engineer has been finishing after nine for a month, an HR platform will not answer it at any tier, and $7 a head for a product that does is a different calculation entirely. The two are complementary rather than competing, and companies at scale generally end up running both.