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Ten capabilities.
All connected.
ATHEXIS connects hiring, onboarding, rostering, pay, engagement, and compliance, one worker record follows every person from their first application to their final pay, so nothing gets re-typed, re-checked, or re-explained between systems that were never really talking to each other.
One worker record.
A single, trustworthy profile follows each person from their first application to their final pay, with no re-keying between systems.
Fill the gaps or run it all.
Start with the capabilities your operation needs and switch on more as you grow.
Built in Australia. Configured for anywhere.
Awards, STP2, right-to-work, and WHS obligations are built into the lifecycle rather than bolted on, hosted in Australia and audit-ready.
Build the platform around what you need.
A part of the platform that does one big job for your workforce, like hiring, rostering, or paying people. People is the core, always included.
e.g. Rostering & Attendance
The tools inside a capability. Every module in a capability is included, so you use them together. Some capabilities have just one.
e.g. Roster and Timekeep
An optional layer for a regulated sector, built on the capabilities. Take one, several, or none.
e.g. Fatigue, for heavy vehicle operators
Fill a gap
Start with the one capability that fixes today's problem, such as Rostering & Attendance, on the People core.
Build as you grow
Add more capabilities as the business needs them, from Recruitment to Payroll to Clients & Billing.
Run the whole organisation
All ten capabilities, plus the industry add-ons your sector needs, on one worker record.
People
One worker record, from first day to last.
Every other capability on this page reads from the same place: one record per worker, built the moment they're hired and kept current for as long as they're active. Documents, qualifications, positions, history, all of it lives here, once, not copied into six different systems that quietly drift out of sync with each other. Onboarding runs through it directly, identity and right-to-work checks, induction, contracts, and a first roster, sequenced into one guided path so day one actually happens on the day, not two weeks late because a form sat in someone's inbox.
Beyond the first day, HCM keeps the employment relationship straight over time and grows people once they're in: leave and entitlements, reviews and development conversations, career paths, and succession planning for the roles that matter. Onboarding steps are pre-filled and checked automatically as a worker progresses, so new starters reach their first shift without the paperwork drag.
Why this is the core, not just another capability: get this record right, and rostering, pay, safety, and compliance all inherit good data by default. Get it wrong, and every capability downstream is working from something that was never true.
Recruitment
fills the funnel before it becomes a problem. A shift-based or permanent role, sourced across every channel, including a direct SEEK integration, into one pool, screened against what the role actually needs, and moved through a shared pipeline. SEEK's own applications lapse after a job ad's standard 30-day active window, ATHEXIS's don't, candidate data stays live well beyond that, so a strong candidate who wasn't right for one role can be found and re-engaged for the next opening, weeks or months later. The moment a placement is confirmed, it becomes a new starter in People, no separate system to re-enter them into.
Rostering & Attendance
turns a plan into hours actually worked. The roster board builds coverage around real demand, and every assignment runs an eligibility check, fatigue, tickets, availability, before it's allowed to stick, not after someone's already on site without the right ticket. For businesses already running a separate time-and-attendance system like Kronos, WFM can integrate with it directly rather than replacing it outright. Timekeeping captures what actually happened and hands award-correct hours straight to Payroll.
Engagement
the retention problem, caught early instead of late. Two-way SMS, chat, and voice handle the routine, confirmations, reminders, questions, so the team's time goes where it's actually needed. Underneath that, sentiment and survey signals surface who's at risk of leaving while there's still time to do something about it.
Payroll
the scramble, removed. Pay runs across multiple entities and awards, STP2 reporting done properly, super and NES entitlements calculated to the rule. Two-way integration with Xero or MYOB keeps the ledger in sync for smaller operations, SAP for larger ones, so the labour cost a pay run produces is the same number finance sees, not a number someone re-enters by hand. A pay run moves through draft, calculation, a compliance check, and finalisation, becoming immutable with a full audit trail, and anomalies get flagged before the money leaves, not after.
Safety
a live safety record, not a binder for the audit. Hazards and incidents get reported from any device, investigated, and closed out, with serious and notifiable findings published to Compliance automatically. The evidence trail builds as the work happens, not reconstructed afterward.
Compliance
the rules enforced in the flow of work, not chased afterward. During implementation, ATHEXIS is configured with your actual award rates, right-to-work and visa rules, and the specific licences each role requires, by site, by state, by client. Once that's set up, it's enforced automatically: a worker whose visa has lapsed, or who's missing a required ticket, simply cannot be rostered onto a shift that needs it, the Rostering & Attendance between winning the work and not. Risk and framework readiness, including ISO/IEC 42001, is held and audited at the same level.
Clients & Billing
the two sides of a placement, finally the same record. Client and site records, rate cards, and agreements set the terms, with Salesforce integration keeping that client and contract data in step with what's actually happening operationally. Quotes and job orders become placements; hours worked, captured in Rostering & Attendance, become invoices, including RCTIs, with the same Xero, MYOB, or SAP connection used for Payroll keeping the finance side in sync, with the margin on every placement visible as invoices reconcile against revenue. Field service work follows the same path: a client request becomes a dispatched technician, a completed job, and a billed line, with the technician sent the same worker already scheduled and paid, nothing re-entered between the office and the field.
Learning & Development
competency gates the roster before it becomes a problem. A training matrix puts every worker against every course their role requires, gaps and overdue training visible at a glance, renewals flagged before they block a shift, not discovered when they already have, the same enforcement mechanism used in Compliance above.
Assets
from a hard hat to a fleet, one register. Custody, condition, and cost sit in one place for everything a business runs, PPE, plant, vehicles, tools, with preventive maintenance scheduled ahead of downtime instead of triggered by a breakdown. Reliability and calibration signals flag what's likely to fail next before it does, and every asset is tracked through to capitalisation and replacement.
Specially composed add-ons for your industry to complement the ten capabilities, for your industry specific needs. Current industry add-ons have been built with customers needs in a working environment.
Care
(NDIS & Aged Care)
Care plans hold each participant's goals, funded supports, and budgets. Every dose administered at the bedside is recorded, with a second-person witness required on controlled drugs. Because the worker record is shared, the carer on a visit is already screened, credentialed, and qualified before they arrive.
Builds on: Rostering & Attendance, Learning & Development, Compliance
Clearance
(Defence & Government)
Every cleared worker carries a tracked clearance lifecycle against the roles and sites that require it, including the multiple clearance tiers a program like AUKUS submarine construction or naval shipbuilding and repair demands. Terminology can be configured during implementation to match the language of the specific program.
Builds on: People, Rostering & Attendance, Payroll
PALM
(Pacific Labour Mobility)
Runs the duties an approved employer carries under the scheme, pay parity and a safety-net floor enforced, deductions capped and auditable, at any scale, from a single operation to a national provider coordinating workers across well over a hundred host employer sites. Built for workforce operations from the ground up, not adapted from a general-purpose CRM.
Builds on: People, Rostering & Attendance, Payroll
Fatigue
(Heavy Vehicle, HVNL)
Work and rest hours are checked against the limits at the point a roster is built, so a breach is caught before publishing, not on the road.
Builds on: Rostering & Attendance, Payroll
The whole platform, in your team's pocket.
Included with every plan. Clock in and out, see the roster, accept or decline a shift, submit a timesheet, request leave, read a payslip, all without calling the office. Safety travels into the field too, incidents and hazards captured on the spot, SWMS acknowledged before work starts, and for care teams, medication recorded at the bedside.
Every hand-off is a place work falls through.
A separate system for hiring, another for rostering, another for pay, another for safety, every hand-off between them is a place data breaks, and work falls through. ATHEXIS runs the whole lifecycle on one record, so the right thing happens at every step, not because someone remembered to check, but because the system already knew.
One worker record.
A single, trustworthy profile follows each person from their first application to their final pay, with no re-keying between systems.
Fill the gaps or run it all.
Start with the capabilities your operation needs and switch on more as you grow.
Built in Australia. Configured for anywhere.
Awards, STP2, right-to-work, and WHS obligations are built into the lifecycle rather than bolted on, hosted in Australia and audit-ready.