HR Tech
HR Tech Software Development — ATS, HRIS, Payroll & People Platforms
HR Tech is a UX problem dressed as a data problem. We build the parts that recruiters and HR ops actually use every day — and that survive an integration with your payroll provider.
What we hear from HR Tech teams
- Recruiters living in spreadsheets because the ATS UI loses 2 clicks per candidate
- Custom report needs that no off-the-shelf HRIS supports without paid consulting
- Integrations with payroll/benefits providers that break on every schema update
- Candidate experience that drops 60% of applicants before they finish the form
- Background-check and right-to-work workflows that can't handle multi-country hires
- Performance-review cycles done in Google Docs because the HRIS module is unusable
Regulation & compliance we work with
EEOC / Title VII (US hiring fairness)
GDPR (EU candidate & employee data)
NYC Local Law 144 & EU AI Act (algorithmic hiring transparency)
Right-to-work verification (E-Verify, I-9, EU equivalents)
OFCCP requirements for federal contractors
Country-specific employment law for global hires
SOC 2 Type II — non-negotiable for selling to mid-market+
What we deliver
Applicant tracking systems with sourcing, pipeline, and reporting recruiters will actually use
HRIS modules: employee records, time-off, document management, org-chart
Payroll-provider integrations (Gusto, Rippling, ADP, Deel, Remote, Papaya, Workday)
Background-check integrations (Checkr, HireRight, Sterling)
Skills-assessment & coding-test platforms
Performance-review workflows: cycle management, 360, calibration
Recruiting marketplaces, job boards, vetted-talent platforms
FAQ
- Why build custom HR Tech when Workday/BambooHR/Greenhouse exist?
- Don't, in most cases. The exceptions: you're building an HR Tech product to sell (not internal tooling), your hiring model has structural needs no off-the-shelf vendor supports (high-volume hourly, gig, contractor marketplaces, regulated industries), or you've already paid an integrator more than a rebuild would cost. Internal HRIS replacement is usually the wrong call.
- How do you handle EU candidate data?
- Data residency in the EU (Frankfurt/Dublin AWS regions or EU-resident hosting), GDPR-compliant retention (typically 6 months post-rejection, with explicit consent for talent-pool retention), data-subject-access workflows, and AI-Act-aware logging if any algorithmic ranking is involved.
- Do you do AI-based candidate matching?
- Yes, with guardrails. Algorithmic hiring is now regulated in NYC (Local Law 144), the EU (AI Act, high-risk classification), and Illinois. We build matching with documented bias audits, candidate-facing transparency, and human-in-the-loop checkpoints — not opaque ranking models. If a vendor tells you their black-box matcher is safe, walk away.
- Can you integrate with Workday / Greenhouse / Lever as a layer on top?
- Yes — that's a common engagement. Recruiters keep their existing ATS; we build the gaps (custom sourcing UI, specialised reporting, marketplace layer, AI assistant, candidate-experience portal) that talk to the ATS through its API. Lower risk than ripping out the system of record.