Venían resonando desde hacía meses con un nuevo modelo de negocio dentro de la vertical fintech –ese gran cajón desastre en el que cae todo lo que tiene que ver con las finanzas–. Hace unos días, volvían a estar en primera línea por una ronda de financiación. 8 millones de euros de un nutrido grupo de inversores –Seaya Ventures, Cathay Innovation, YCombinator, Pablo Fernández y Félix Ruiz– que ponía el ojo y la atención en un modelo tan antiguo como la vida, tanto como las propias nóminas o sueldos, pero que no había trascendido en España. Hasta el momento.

Because Payflow's business model is simple in the first instance.The startup, recently well financed for its international expansion and national consolidation, offers its service to companies.These include the offer in the list of labor benefits of its employees.These will choose if they want to resort to Payflow's benefits, which are not others than those of being able to access their payroll or salary whenever they want and from the mobile.

In other words, through Payflow an employee can decide if he charges at the end of the month as stipulated in the management models of almost all companies or does so at the time he wishes.At zero cost for the employee, from Payflow they point out that it is a way to return to the employee the power of their work."Something more fair".

The salary, when do I want?

Yes and no.Because Payflow puts the roads, but not the rules.These, in the end, are at the mercy of the company that hires the services for their employees.

There is only one rule by the company founded by Avinash Sukhwani and Benoît Menardo.The employee can only access the salary that he has generated until the time in which he requests it.That is, there will be no advances of what is supposed to come the rest of the month.If the withdrawal is done as of day 10, this can only take the percentage of those first days of the month.Of course, without forcing anyone:

And while it is true that from Payflow they point to the fact that they want to avoid the paternalistic position with respect to the salary, the control panel they make available to the companies grants them the benefit of the doubt.One of the options used by some of the 175 companies that use Payflow software allows them to block part of the payroll.Leaving 50% available to the employee, the remaining will continue to study at the end of the month.Why?Companies prefer to ensure a payroll percentage for payments that usually come every month: mortgages, rentals, receipts, cards...

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The rest is history.The payroll document will continue to be the same as always, the payment of it depends on the employee itself.In the eyes of the administration nothing changes, in the hands of the worker everything depends on himself.In the case of the company, 1 euro less per employee that has a payroll, the price of the service.One that is about to change upwards: "Now that we have dozens of recorded success cases, we feel comfortable to upload that price in the coming months," Sukhwani points out to hypertextual.

Out of Rocket Internet, but following its wake

Payflow is worthy heiress of the work career of its founders.Avinast Sukhwani and Benoît Menardo met during their studies at MIT.The same one that founded one of the success of the delivery at European level: Delivery Hero.The same that little by little ended up taking the Glovo business.

"They have a lot of prominence in decision making, the budgets approve, the company is not yours because you do not stop being an employee employee," says Sukhwani.For this reason, it left the startup conglomerate to create its own.But following Rocket's logic: look for a business model that already worked in other places to import it to a new region.Without inventing the wheel, Payflow rescued an old man and a successful model in the United States.

Charging your payroll whenever you want is not as new as you think

A payroll was, in ancient times, a relic in which the name of the Saints of the moment was pointed out.Over time, and with a more professionalized labor market, it was the list of individuals who should collect the salary of each day confirming their reception with a firm.Nice metaphor that relates an employee to a saint.But anecdotes aside, there is an interesting detail: the fact of charging after a work done.In the eyes of the 21st century, nor the bulk of the self -employed, affected by the 90 -day sections, can say that it charges at the moment.

However, the idea of charging at the time you want has your pros and cons.From a financial point of view, it solves some of the intrinsic problems to economic cycles.By being able to collect anywhere, spending and consumption peaks are softened and distributed throughout the cycle.On the other hand, it demands better money management and certain notions in personal finance management.

For Javier Collado, a Udima professor, "everything depends on the employee".But with a little financial notions, "it can help avoid cards and credit, provided that both things are not resorted to because you cannot get into a very large trap".In fact, in the case of Payflow, they point to the use of the platform in order to avoid the use of cards if they have them.And they are not badly aimed.According to the company's data, the ones that resort to these services are usually the most modest salaries related to the services sector.In this, warns, there is a double reading.A better use of cards is good, but not as a substitute for a low salary or poor management.

In the case of Vicente Varo, Finect Content Director, regardless of whether it is offered for a company or not "for the employee it is better to collect weekly, but with a regularity".Favors the organization, and is more fair with the volume of work created.But like everything, this is determined by the basic financial education, one that has long been the subject pending a country.