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.
Who builds it
Our own team, working from our office in East Sarajevo, Bosnia and Herzegovina. The engineers on your scoping call are the ones who build it.
Meet the team