Industries
Typical timeline 8–14 weeks to first production release
HR software carries obligations most products never meet. Recruitment and evaluation systems land in the EU AI Act's high-risk tier, which regulates how you build, not just what you publish: records of what data influenced a decision, a human review path that is real rather than nominal, and documentation an auditor can follow. Meanwhile the data is the most sensitive a company holds, and half the integrations are with payroll systems that predate the web.
Applicant tracking and evaluation flows with the audit trail designed in rather than retrofitted. Review and compensation tooling with server-side field masking, so salary data never reaches a browser it should not. Integrations with payroll and identity providers that tolerate their quirks.
Software you can inspect, and work we can describe.
a professional network and jobs platform
A professional network needs three things that pull against each other: profiles rich enough to be worth searching, search fast enough to feel instant, and messaging immediate enough that people come back. Built naively, each one degrades the others — richer profiles slow the search, and polling for messages hammers the same database the search runs on.
Read more →We would rather tell you this now than three months in.
| Dimension | Building it | When HR Tech SaaS works |
|---|---|---|
| Fit to your process | Built around how you actually work, including the parts that are unusual. | Fits if your process is close to the industry norm — and many are. |
| Time to first value | Weeks. Nothing works until the first release. | Days. This is the real advantage, and it is a big one. |
| Ongoing cost | You own the code and pay to maintain it. | Per-seat forever, but somebody else carries the maintenance. |
| Integrations | Whatever you need, including the internal system nobody else has. | Whatever the vendor supports. Check before you commit. |
| When it breaks | You decide the priority, because it is your team. | You file a ticket and wait with everyone else. |
| Leaving | The code and the data are yours. | Export what the vendor lets you export. |
Yes — recruitment and evaluation are high-risk tier, and the practical consequence is engineering, not paperwork: decision records, a real human-review path, and documentation you could hand an auditor. We design those in from the first migration, because retrofitting the record you did not keep is the expensive version.
We build and operate an agency operating system whose HRM module covers recruitment, employees, time off, reviews and payroll records — it is one of our own products, and you can click into it.
$ tell us what you're building and where it's stuck
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