Can a modern people platform cut manual work, tighten compliance, and speed hiring in months instead of years?
We build tailored platforms that solve mission-critical challenges for United States employers, combining discovery, UX/UI, web and mobile engineering, and QA automation.
Our approach pairs modular architectures with cloud-native practices so platforms launch fast, stay resilient, and scale as your business grows.
We emphasize measurable ROI, from shorter hiring cycles to better payroll accuracy, and we back this with security hardening, ISO-aligned quality, and rapid MVP timelines.
By integrating core back-office systems and third-party tools, we deliver a single source of truth for people leaders and streamlined management across teams.
Key Takeaways
- We deliver custom solutions that reduce manual effort and improve accuracy.
- Modular designs enable faster launches and predictable costs over time.
- Security, QA automation, and CI/CD support frequent, confident releases.
- Integrations create a single source of truth for HR management.
- We focus on measurable business outcomes and long-term partnership.
HR software development services tailored to your business goals
We partner with organizations to create modular platforms that translate business objectives into measurable workforce outcomes. Our approach balances cloud-native stacks like Node.js and React with native iOS and Android when a mobile app is required.
From HRMS/HRIS to mobile apps and SaaS-ready platforms
We scope projects to your specific needs, whether you require a corporate HRMS, a commercial product, or a multi-tenant SaaS platform that scales to thousands of users.
Designed for startups, SMBs, and enterprises in the United States
Startups get rapid MVPs and focused feature sets for speed to market. SMBs receive cost-effective, usable systems tuned for growth. Enterprises gain extensible architectures with compliance and advanced controls.
- Modular design: end-to-end coverage from hiring to payroll and analytics.
- Multi-channel delivery: browser portals and native mobile experiences for employees and managers.
- Roadmap alignment: multi-tenant, single-tenant, or hybrid architectures as needed.
| Segment | Primary focus | Typical stack |
|---|---|---|
| Startup | Speed to market, MVP | Node.js, React, Serverless |
| SMB | Cost, usability | React, Angular, AWS |
| Enterprise | Compliance, extensibility | Multi-tenant, hybrid cloud |
To explore practical options and evaluate build versus buy, see our HR tech expertise and choose a path that protects budget while delivering measurable results.
Why partner with us for HR tech
A single accountable partner brings clarity to complex platform builds, from discovery through post-launch support. We combine business analysis, UX/UI, web and mobile engineering, test automation, penetration testing, AWS consulting, and Salesforce integration so teams move faster and with less friction.
All-in-one product development: discovery to ongoing support
We own your entire project lifecycle, delivering discovery, backlog definition, phased releases, and ongoing support so you deal with one accountable partner, not multiple vendors.
TechMagic and ScienceSoft highlight our end-to-end model, which customers praise for clear communication, speed, and measurable ROI.
Quality-first delivery, security-first mindset, and critical thinking
Our quality-first approach pairs mature QA processes and automation to cut regression risk and improve release performance.
We embed a security-first mindset across planning and code, applying threat modeling and penetration testing under ISO 9001 and ISO 27001 frameworks to safeguard sensitive records.
- Cross-functional team blending product strategy, UX, engineering, data, and DevOps.
- Documented processes, acceptance criteria, and risk management for clear governance.
- Regular reporting to track velocity, quality, budget, and ongoing support metrics.
Custom HR solutions and core functional modules
We design core functional modules that centralize recruiting, employee records, compensation, and learning into one practical platform. This approach reduces handoffs, improves visibility, and speeds decision-making for U.S. employers.
Recruitment, talent acquisition, and onboarding
We implement recruiting pipelines with requisitions, candidate portals, interview scheduling, structured evaluations, and offer workflows to cut time-to-hire and bias.
Onboarding includes e-signature, automated checklists, I-9 and W-4 support, provisioning tasks, and early engagement journeys that shorten ramp-up times.
Employee database, profiles, and self-service
We build employee databases and self-service profiles that centralize employment history, compensation, skills, certifications, and documents.
That centralization reduces HR requests and keeps employees informed about pay and benefits.
Performance, payroll, tracking, and learning
Performance management includes goals, OKRs, continuous feedback, 360 assessment, and calibration to align recognition with outcomes.
Payroll and benefits integrate with providers, apply eligibility rules, support open enrollment, and publish total rewards statements for transparency.
Workforce planning, time and leave tracking cover accruals, shift management, attendance, and compliance reporting across states.
Learning management ties upskilling pathways to roles and career mobility, linking development to performance metrics.
Analytics and reporting
We deliver analytics packs for HR, finance, and leadership that surface hiring, retention, engagement, compensation, and DEI trends.
- Recruitment: candidate portals, structured evaluations, offer workflows.
- Onboarding: e-sign, checklists, provisioning, compliance forms.
- Payroll & benefits: provider integrations, open enrollment, total rewards.
| Module | Key features | Outcome |
|---|---|---|
| Recruitment | Requisitions, scheduling, portals | Faster hires, better fit |
| Employee Records | Profiles, documents, self-service | Lower request volume |
| Payroll & Benefits | Integrations, eligibility, statements | Payroll accuracy, transparency |
Business outcomes: efficiency, accuracy, and growth
We create systems that remove repetitive tasks, improving accuracy and speeding growth. Our work ties automation to clear business metrics so leaders see measurable returns.
Efficiency gains come from automating approvals, interview coordination, onboarding checklists, and payroll updates. That automation reduces manual tasks and shrinks processing time while cutting human error.
We consolidate data across modules and external sources so teams get real-time insights. Those insights guide headcount planning, budget choices, and performance actions.
- Faster processes: automated workflows lower time-to-fill and cost-per-hire.
- Clear analytics: dashboards reveal bottlenecks, quality-of-hire, and pay trends.
- Better experience: smoother candidate and employee journeys raise satisfaction and retention.
| Outcome | What we automate | Business impact |
|---|---|---|
| Efficiency | Requisitions, scheduling, onboarding | Faster cycles, lower cost |
| Accuracy | Payroll changes, eligibility rules | Fewer discrepancies, audit readiness |
| Growth | Data consolidation, analytics | Smarter planning, higher mobility |
Our end-to-end development process
We translate stakeholder goals into a validated roadmap, prioritized features, and a delivery plan focused on measurable outcomes. This initial analysis clarifies personas, KPIs, workflows, and compliance constraints so the scope is realistic and testable.
Discovery and business analysis
We gather pain points, map journeys, and set acceptance criteria to reduce risk and align expectations.
UX/UI design and prototyping
Our design team prototypes for candidates, employees, managers, and admins, producing accessible, device-appropriate interactions.
Web and mobile development
We build with modern JavaScript frameworks and native iOS/Android when needed, using Firebase for real-time flows and AWS serverless patterns for scale.
QA, test automation, and performance tuning
We automate unit, API, and UI tests to cut regression time and tune performance early so tasks remain fast as load grows.
Security and penetration testing
Pen testing and remediation run before launch and periodically after, covering application and infrastructure gaps.
Launch, support, and continuous improvement
We deploy with CI/CD, rollback plans, and observability, then provide structured support and a continuous improvement backlog tied to user feedback and ongoing project management.
| Phase | Focus | Outcome |
|---|---|---|
| Discovery | Goals, personas, KPIs | Validated scope |
| Design | Prototypes, accessibility | Higher adoption |
| Build | Web, mobile, integrations | Scalable platform |
| Quality & Security | Tests, pen testing | Reliable release |
| Launch & Support | CI/CD, monitoring | Continuous improvement |
Scalable architecture, integrations, and system design
We architect platforms that scale predictably, cut duplicate work, and protect sensitive records during peak workforce events like open enrollment.
Our multi-tenant SaaS and cloud-native patterns use containerized or serverless services on AWS so costs follow usage and teams can add resources without rework.
Multi-tenant SaaS, cloud-native, and serverless
We design stateless APIs and event-driven flows that keep systems resilient and enable horizontal scaling during spikes.
This approach reduces run costs and speeds feature rollout while preserving predictable operational budgets.
Integration with ATS, payroll, accounting, and Salesforce
We build clear integration boundaries and async patterns to sync with ATS, payroll, accounting, identity providers, and Salesforce, which lowers reconciliation and manual fixes.
That integration strategy centralizes transactions and preserves a single source of truth across systems.
Role-based access, audit trails, and data lifecycle
We implement fine-grained role-based access controls and immutable audit trails so teams meet governance and compliance expectations.
Data lifecycle planning covers ingestion, normalization, archival, and deletion to keep the platform performant and compliant over time.
- Scalability: multi-tenant, container or serverless, stateless APIs to align cost and capacity.
- Connectivity: event-driven integration to sync ATS, payroll, accounting, and Salesforce.
- Governance: role-based access, audit trails, retention rules for compliance and security.
- Resilience & observability: cloud-native primitives, logs, metrics, and tracing for fast issue tracking.
- Migration: hybrid and phased coexistence to move from legacy systems to modern platforms safely.
Technology stack and platforms we use
We favor pragmatic, proven technologies that support scale, real-time data, and predictable operational costs. Our stack choices map directly to business goals, reducing risk while enabling rapid iteration.
We select Node.js with TypeScript for backend APIs and React, Angular, or Vue.js for maintainable, component-based front-ends. GraphQL is included when flexible client queries reduce round trips and improve performance.
Containerization and CI/CD are standard: Docker, infrastructure-as-code, and pipelines shorten cycle times and enable safe rollbacks.
- We use AWS and serverless patterns for elastic workloads and cost control, with GCP supported for hybrid clouds.
- Firebase powers real-time features where presence and instant updates matter to the user experience.
- For mobile, we build native iOS and Android alongside React Native when cross-platform speed is critical.
We document architecture decisions so your teams understand trade-offs, dependencies, and the plan for future evolution. That clarity keeps data flows, integrations, and security controls simple and maintainable.
Security and compliance for HR data in the U.S.
Our teams embed repeatable security controls into product lifecycles so sensitive records remain protected and traceable. We align processes to ISO 9001 and ISO 27001 principles, creating auditable practices that support regulatory reviews and continuous improvement.
ISO-aligned practices and data protection controls
We apply encryption in transit and at rest, secrets management, and key rotation to protect payroll and PII/PHI across the system.
We document processing activities and retention schedules so information handling is transparent for auditors and stakeholders.
Compliance and regulatory coverage
Our approach supports GDPR and CCPA rights, HIPAA safeguards where applicable, and U.S. employment rules including EEO, OSHA, FLSA, ERISA, FMLA, and I-9.
PII/PHI safeguards, encryption, and access management
- Least-privilege access, SSO, and MFA for admins and service accounts, with detailed audit logs for investigations.
- Regular penetration tests and vulnerability scans, tracked to closure with clear ownership.
- Training in secure coding and secure information handling, reducing risks from misconfiguration or injection.
We document data flows, retention, and processing rules so compliance evidence is ready, risks are managed, and business teams can trust the platform’s information controls.
Advanced analytics, AI, and performance insights
Our analytics layer turns raw workforce data into clear signals that guide staffing, training, and budget choices. We combine descriptive reporting with models that project future needs so leaders can plan with confidence.
Descriptive, predictive, and prescriptive approaches
We deliver descriptive analytics that summarize hiring funnels, turnover, and compensation trends for retrospective clarity.
From there we build predictive models to forecast demand, attrition, and performance risk, and prescriptive analysis that recommends concrete actions, such as which sourcing channels to prioritize.
Dashboards, trend analysis, and forecasting
Executive dashboards and drill-down reports expose trends by role, team, and location, making it easy to align headcount and budgets.
Forecasting for headcount, open reqs, and skill gaps helps time hiring and training to meet demand without overspending.
Responsible AI and explainability in people decisions
We apply bias monitoring, model explainability, and human-in-the-loop approvals for sensitive choices, validating models against outcomes and adjusting regularly.
For example, Dewais reported a gamified intelligence platform that raised personal productivity by 50% and included AI-based performance forecasting—showing how embedded features and measured results deliver value.
- Embed analytics into daily user flows so managers act on timely insights.
- Validate models with live data and continuous tuning to keep forecasts accurate.
Deployment options and delivery cadence
We offer flexible deployment choices so your platform aligns with policy, data residency, and operational needs. Choosing cloud, on-premises, or hybrid models lets us balance control, cost, and scale while preserving uptime and compliance across the enterprise.
Cloud, on-premises, and hybrid models
We deploy your HR system in cloud, on-premises, or hybrid configurations to meet security posture and IT standards.
This flexibility supports integrations with existing directories, payroll providers, and analytics while honoring data residency and audit requirements.
MVP in 2–4 months and release cadence
We structure delivery to reach an MVP in 2–4 months, focusing on the must-have scope that validates product-market fit and core operations.
After launch, we maintain a 2–6 week release cadence for enhancements, using feature flags to enable safe, incremental changes without downtime.
Hotfixes, automation, and continuous delivery
Minor changes and hotfixes can be applied several times a day when needed, keeping incidents small and resolvable. We automate build, test, and deployment processes to reduce manual tasks and lower release risk.
We also monitor cycle time and lead time metrics so delivery stays predictable, and we scale team capacity or adjust scope when the project requires it.
- Predictable timeline: MVP in 2–4 months, iterative releases every 2–6 weeks.
- Resilient operations: hotfix capability, feature flags, and CI/CD automation for safe rollouts.
- Continuous support: 24/7 observability and on-call support during payroll runs and open enrollment to protect employee trust.
| Deployment Model | When to choose | Core benefit |
|---|---|---|
| Cloud | Elastic demand, SaaS-first teams | Fast scale, lower infra time |
| On‑premises | Strict data residency or control | Maximum control and auditability |
| Hybrid | Phased migrations or mixed compliance | Balance of control and agility |
We combine disciplined processes, automation, and continuous monitoring so your platform evolves predictably, reduces manual tasks, and keeps employees productive as the organization grows.
Engagement models and pricing transparency
We match commercial models to project maturity so leaders can balance speed, risk, and long-term cost predictability. Our options give clear financial guardrails while letting product teams iterate and deliver measurable outcomes.
Capped Time & Material for agile evolution
Capped Time & Material lets your team evolve the product with user feedback while limiting budget exposure each period. We set a cap, track velocity, and adapt priorities so feature scope reflects real business value.
Fixed Price for well-defined scopes
When requirements are stable, we propose a Fixed Price, often with phased milestones. This reduces risk, ties funding to deliverables, and makes financial planning straightforward for stakeholders.
Fixed Monthly Fee for mature SaaS support
For ongoing platform care we offer a Fixed Monthly Fee model that includes SLA-backed support, monitoring, and small enhancements. This model stabilizes ops costs and preserves team focus on strategic improvements.
- Alignment to business and risk: we recommend the model that matches your priorities and risk tolerance.
- Right-sized resourcing: product, design, engineering, QA, and DevOps staff to meet roadmap velocity.
- Transparent estimates: assumptions, change policies, and clear reporting so project sponsors understand cost impacts.
- Operational efficiency: budget clarity that supports predictable management and long-term planning.
Proven HR tech projects and real-world results
Practical pilots prove that small, rapid MVPs can unlock large efficiency gains across hiring, assessment, and performance. We validate concepts quickly, then scale teams and architecture as adoption rises, preserving quality while increasing feature velocity.
We built an AI-powered recruitment assistant using the OpenAI stack that screens candidates, summarizes resumes, and suggests job matches, reducing recruiter workload and time-to-shortlist.
Alongside that, we delivered a talent screening and assessment app that standardizes evaluations, integrates with ATS, and supplies structured scorecards for objective decisions.
One example is Zizo, a gamified performance intelligence app that raised personal productivity by 50% and included AI-based performance forecasting. The MVP launched in six months, and the team grew from 8 to 22 as adoption increased.
We also executed enterprise-grade integrations that synchronize employee records, org structures, and payroll changes across systems securely and reliably, reducing reconciliation and manual fixes.
- AI recruitment: resume summarization and candidate matching, faster shortlists.
- Assessment app: structured scorecards and ATS sync for fair, repeatable evaluations.
- Gamified performance: visible goals and forecasts that raise team output.
| Project | Primary outcome | Time to MVP |
|---|---|---|
| AI recruitment assistant | Lower time-to-shortlist, reduced recruiter load | 3–4 months |
| Talent screening & assessment app | Standardized evaluations, ATS integration | 4–6 months |
| Gamified performance (Zizo) | 50% productivity gain, AI forecasting | 6 months |
| Enterprise HRIS integration | Synchronized data, fewer reconciliations | Phased, 2–5 months per integration |
Client testimonials and industry recognition
Clients across MarTech, FinTech, HealthTech, and Enterprise SaaS praise the measurable experience we deliver, from rapid adoption to durable platform quality.
Fréderique Pirenne (MyTelescope) and Adrian King (Elements.cloud) note our critical thinking and accountability, calling out cost-efficiency and delivery quality. Seng Oon Toh (Huckleberry) highlighted improved management workflows, while Blake Cassidy (Bamboo) attributed a 700% rise in active users to targeted releases and platform hardening.
Cross-industry success: MarTech, FinTech, HealthTech, Enterprise SaaS
We adapt core people platform fundamentals to each operating model, preserving security and usability while optimizing for scale and speed.
What U.S. leaders say about quality, speed, and ROI
Feedback we hear most:
- Clear communication: our team anticipates risks and protects timelines and budgets without cutting quality.
- Fast adoption: intuitive interfaces and focused roadmaps drive satisfaction and measurable engagement gains.
- Business alignment: we collaborate with leadership and product management so roadmaps support strategic goals and efficiency at scale.
We sustain momentum after launch, providing responsive support and continuous improvement so value compounds and user experience stays high.
Conclusion
We prioritize your most important needs, delivering compact solutions that start producing measurable hiring and payroll gains within months.
Providers like TechMagic, ScienceSoft, and Dewais show MVPs in 2–4 months, with ongoing releases that link ATS, payroll, CRM, and compliance so job flows improve and employee touchpoints stay consistent.
Our approach blends product, design, and engineering to create a practical solution that keeps data accurate across systems and streamlines manager and employee management tasks.
We commit to long-term support, secure software operation, and iterative development so the platform evolves with regulations and your changing needs.
Share your goals and we’ll shape a focused plan, assemble the right team, and deliver a solution that drives measurable business results.
FAQ
What types of HR systems and apps do we build?
We design and implement HRMS/HRIS platforms, mobile apps, and SaaS-ready solutions that cover recruitment, onboarding, payroll and benefits, performance management, learning management, time and leave tracking, and analytics, integrating with ATS, accounting, and CRM systems to provide end-to-end workforce management.
Who are our typical clients and what sizes of businesses do we serve?
We work with startups, SMBs, and large enterprises across the United States, tailoring architecture and feature sets to match scale, whether you need single-tenant custom software or multi-tenant cloud-native platforms that support global teams and distributed resources.
What is our development process from idea to launch?
Our end-to-end process starts with discovery and business analysis, followed by UX/UI design and prototyping, web and mobile implementation using modern stacks like Node.js and React, then QA and performance tuning, security and penetration testing, and finally launch with ongoing support, monitoring, and continuous improvement.
How do we ensure data security and regulatory compliance?
We adopt ISO-aligned practices, encryption, role-based access, audit trails, and data lifecycle controls, and we design solutions to support compliance requirements such as GDPR, CCPA, HIPAA, FLSA, ERISA, FMLA, and I-9 verification, while protecting PII and PHI across storage and transit.
Can we integrate with existing payroll, ATS, and HRIS systems?
Yes, we build robust integrations with payroll providers, applicant tracking systems, accounting platforms, and Salesforce using secure APIs, middleware, and ETL approaches to ensure data consistency, automated processing, and seamless workflows across recruitment, payroll processing, and employee records.
What analytics and AI capabilities do we offer?
We deliver descriptive, predictive, and prescriptive analytics, dashboards for trend analysis and forecasting, and responsibly designed AI features—such as candidate screening and performance insights—with explainability, bias mitigation, and governance controls to support smarter talent decisions.
How quickly can you deliver a minimum viable product (MVP)?
For well-defined scopes we typically deliver an MVP in 2–4 months, then iterate with releases every 2–6 weeks, supported by CI/CD pipelines, automated testing, and rapid feedback loops so you gain value early and evolve features based on real user data.
What engagement and pricing models do we offer?
We provide flexible models including Capped Time & Material for agile evolution, Fixed Price for clearly scoped projects, and Fixed Monthly Fee plans for mature SaaS support and maintenance, ensuring transparency around costs, timelines, and deliverables.
How do we improve employee and candidate experience?
By automating routine tasks, streamlining onboarding and task management, providing self-service portals and mobile access, and using analytics to personalize learning and benefits recommendations, we reduce friction and increase satisfaction and engagement across the workforce.
What technologies and platforms do we use for scalable solutions?
We leverage modern stacks such as TypeScript, Node.js, React, Angular, and Vue.js, deploy on AWS, Google Cloud Platform, and serverless frameworks with Docker and CI/CD, and build native iOS and Android apps or responsive web applications to meet performance and scalability requirements.
How do we handle payroll accuracy and benefits administration?
We implement robust payroll processing flows, validation rules, and integrations with benefits providers, automating calculations, tax logic, and compliance checks, while offering audit trails and reporting to ensure accuracy and reduce manual reconciliation.
What support and maintenance do we provide post-launch?
We offer continuous support including hotfixes, monitoring, security patches, performance tuning, and feature roadmaps under SLAs or retainer agreements, ensuring the platform remains secure, compliant, and aligned with evolving business needs.
Can you customize workflows for specific HR processes like performance reviews or learning plans?
Absolutely; we tailor workflows and rules engines to match your performance cycles, goal-setting, competency frameworks, and learning paths, enabling automated reminders, assessments, and analytics that drive measurable improvements in talent development.
How do we ensure integrations remain reliable as systems evolve?
We design versioned APIs, use message queues and retry logic, implement monitoring and alerts, and document integration contracts, which together reduce downtime, simplify maintenance, and allow secure data exchange even as downstream systems update or scale.
What measurable business outcomes can clients expect?
Clients typically see increased operational efficiency through automation, reduced time-to-hire, improved payroll accuracy, better retention via targeted learning and benefits, and actionable insights from analytics that support strategic workforce planning and growth.