Industries · PULSEStaff and working time

The turnstile says 8 hours.The desk saw 5 h 20 min.

Neither the turnstile nor the HR system sees the 2 h 40 min in between — yet that is exactly what payroll pays for. PULSE measures every employee’s working time, breaks and KPI from the cameras you already have: no human judgement, 24/7, on your own server.

Request a PULSE pilot The measured result
  • Your existing cameras
  • No new hardware
  • Server in your building
  • Free 3-day pilot
Average KPI
60%87%
Measured · Prokuratura
Every day, per employee
−2:40
Measured
From audit to live
3 days
Pilot
LiveCAM 04 · open officedemo
Turnstile · HR system8:00
PULSE · at the desk123455:20

The gap−2:40Every day, for every employee — and payroll pays for “8 hours”.

The 8:00 and 5:20 totals were measured at the Prokuratura. When the gaps fall is an example day; the office view is a demo.

The arithmetic

Two hours a day is a week a month.

One shift for one person. Now multiply it by the month, then by your headcount.

01One shiftone employee · 8 h
33%away

2:4033% of the paid time, away from the desk

02One monthone employee · 22 working days

58 h7 working days a month paid for and not worked

03The whole teamevery day
Your team

33people a day might as well not have come in — and are paid in full

33%The share is the same at every step: one paid hour in three is not spent at the desk.
A paid month · 176 hours58 / 176 hMeasured at the postNever seen

ModelThe arithmetic stays on screen. The model is more cautious still: the calculator below works from 15%, not 33%.

A measured result

This is not a model — it is a measured result.

Prokuratura cleared the use of their name. The two blocks below are different things: on the left, the figure PULSE moved; on the right, one shift counted two ways — which is a measurement gap, not an improvement.

MeasuredCase 02 · The Prosecutor’s OfficeGovernment body · PULSE
Average employee KPI score+27 points gained
  1. Before60%
  2. in 3–6 months
  3. After87%and held at that level
points gained
+27
days to live
3
months to the result
3–6
MeasuredOne shift, counted two ways
The turnstile and the sheet say8:00
Measured at the workplace−2:405:20

This is not an improvement PULSE made — it is one shift measured two ways. The 2 h 40 min gap goes into payroll every day.

We show the result, with the document, in a meeting.

The full case The client allowed us to name them. The figures are from their own system.
Impact

What PULSE changes.

While time goes unmeasured, KPI, branch oversight and safety all run on guesswork. PULSE closes all four from one source — the cameras you already have.

  1. Working time

    The turnstile logs in and out. Everything between — breaks, the street, the phone — is recorded nowhere.

    Every employee’s time, minute by minute: at the desk, on a break, or out of zone.

    Face ID · Desk occupancy · Breaks · Phone
  2. KPI and bonuses

    KPI is worked out by hand and by feel. Bonuses follow the manager’s mood, and a dispute has no evidence.

    Automatic, objective KPI on an open formula — with the evidence behind every point and an audit log.

    KPI scoring · Reports · Audit log
  3. Branches

    You are in one branch at a time — the rest are dark. Branches cannot be compared on one yardstick.

    Every branch on one screen, on one yardstick — live and side by side.

    Real-time monitoring · Comparison
  4. Safety

    Fire, a fight, a stranger on site — nobody knows until someone sees it and says so.

    The moment it happens, the person responsible is alerted.

    AI alerts
Modelled
15%a cautious share of paid time (not the shift’s 33%)50%of it PULSE brings back36 minreturned every day, per employee
Run it on my numbers
Coverage

Eighteen trades. One working day.

It runs anywhere there are staff and a working day — the widest coverage on the platform. The trades are not the same, though: what differs is what counts as a post.

01020304050607

18 trades·7 kinds of post

Shop and service floorThe till, the spot by the shelf and the point a customer waits at.Not on the floor when the customer arrivesRetail & SupermarketsAuto & DealershipsPharmacies & DrugstoresBeauty, Salons & SpasFitness & Gyms
Kitchen and floorThe oven, the prep station and the waiter’s route.Time lost between the oven and the floorRestaurants & Food Service
Front desk and floorsReception, the restaurant and the floor being served.Not on the floor but in the back roomHospitality & HotelsTransport & Airports
Window and adviser’s deskThe teller window, the adviser’s seat and the queue.The window is closed while the queue growsBanking & Finance
Shop floor, warehouse and yardThe machine, the sorting line and the loading yard.Away from the machineManufacturing & FactoriesLogistics & WarehousesConstruction & EngineeringEnergy & Utilities
The line and the seatAn operator’s desk — time spent ready to take a call.Time not connected to the lineTelecom & ISPCall Centres & BPO

18 trades — one core, one panel, one contract.

Both sides

Not pressure. A fair set of rules.

The same measurement works for both sides: a manager sees the shift in numbers, and an employee sees their work finally being written down.

The manager seesToday’s shift — one hundred people
  • 83On time
  • 7Late
  • 4Left early
  • 6Absent
  • Real working time by shift — not the roster
  • Who is at their post and who is not — in real time
  • One measure across departments and locations
The employee getsHow the score is built
  • Attendance30
  • At the post25
  • Tasks20
  • Focus15
  • Discipline10

Total — an open formula100

  • Overtime is recorded, and it is paid
  • The score comes from a formula, not a supervisor’s mood
  • A good shift is visible — a bonus stops being arbitrary
  • No face image is stored — only a mathematical signature of 512 numbers.
  • Video and data never leave the server in your building.
  • The team knows the measurement is on — there is no covert monitoring.
Your own numbers

What this is worth on your team.

Set your headcount and the average wage. The model returns what a year loses and what half of it is worth to recover. PULSE’s price is not here — it is quoted after the pilot.

15%cautious share of paid time50%of it brought back
Recoverable · a year

$36 K

Lost in a year
$71 K
Back every month
$3 K
Away from the post every day
15 people
Test this figure in a pilot

ModelThe arithmetic: headcount × wage × a cautious 15%, and the recovery is half of that. PULSE’s price is not on this page — it is quoted on the results of the three-day pilot.

Implementation plan

Live in three days. Two hours of yours.

Every day in two lines: what that day takes from you, and what you hold by the end of it. Work never stops.

  • 3 daysfrom audit to live
  • 2 hoursof your time, in total
  • 0new cameras — yours are used
  1. Day 1

    Audit and connection

    From you
    Access to the cameras
    You have
    A camera-coverage map and the server placed in your building
  2. Day 2

    Zones and norms

    From you
    Nothing
    You have
    Zones mapped, the break norm and KPI weights set, HR-system integration in place
  3. Day 3

    Training and go-live

    From you
    Two hours
    You have
    The team trained and all 8 modules running. The first daily report lands the next morning.
After go-live
  • 24/7 support
  • A report every morning at 09:00
  • 3-day pilot — nothing paid up front
Next step

Three days. One department.

We measure on your own cameras and set it beside your roster. Two hours of your time is all it takes.

Request a pilot How PULSE works
  • 3days — audit to live
  • 2hours — all it takes from you
  • 0new cameras — yours will do
  • The report stays with you — whether to continue is your call.