Recruitment and HR software that moves candidates faster
We build software for recruitment agencies, staffing firms, job boards and in-house HR teams. The focus is on less admin per placement, a better candidate experience and records that stand up to scrutiny.
What gets in the way
- Consultants copy candidate details between the ATS, email, job boards and spreadsheets, and data goes stale fast.
- Right-to-work, background and compliance checks are chased manually, which delays placements and creates risk.
- Timesheets, pay and billing for temporary and contract workers rarely flow cleanly into payroll and invoicing.
- AI screening promises speed, but unexplained or biased decisions can expose employers to discrimination claims.
Built with the rules in mind
Recruitment software touches employment, immigration and data protection law, from the GDPR and UK GDPR to equal-opportunity and background-check rules. We build with these in mind, keep a human in charge of hiring decisions and work with your legal and HR advisers.
Technologies we often use
How we help in your market
The rules, platforms and buyer expectations differ by region. We design for the one you sell into.
Europe & UK
UK agencies must evidence right-to-work checks, handle IR35 status for contractors and follow the Conduct of Employment Agencies and Employment Businesses Regulations. In the EU, AI used to screen candidates is treated as high-risk under the EU AI Act. We build check tracking, status determination records and explainable matching your advisers can review.
United States
US hiring software has to support EEOC and Title VII obligations, Form I-9 and E-Verify processes and FCRA rules for background checks. Some cities and states, such as New York City, regulate automated hiring tools. We build adverse-action workflows, audit logs and bias-testing reports that support your compliance team.
Canada
Canadian employers follow PIPEDA or Quebec Law 25 for candidate data, provincial employment standards and, in some provinces, pay transparency rules for job postings. We build bilingual English and French candidate journeys, consent and retention controls and posting templates your advisers can check.
What we build for recruitment
Applicant tracking systems
Custom pipelines, stages and reporting shaped around how your team places people.
Candidate and client portals
Self-service profiles, document upload, interview booking and shortlist review.
Compliance workflows
Right-to-work, reference and background checks tracked with reminders and audit trails.
Timesheets and contractor pay
Approval flows that feed payroll and client invoicing without re-keying.
AI-assisted matching
CV parsing and ranked shortlists that a recruiter reviews, with reasons shown.
Job board and ATS integrations
Multiposting and two-way sync with the platforms you already use.
How we help
Custom Software Development
Bespoke business systems built around how your organisation actually works, not how an off-the-shelf package assumes it does.
Web Application Development
Secure, fast web applications and customer portals that work in any browser and scale as your user base grows.
AI & Machine Learning
Practical AI: LLM features, agents, document extraction and predictive models, built with your data privacy in mind.
SaaS Product Development
Multi-tenant SaaS products with subscriptions, onboarding and admin tooling, from first MVP to a platform that scales.
API & Systems Integration
APIs and integrations that connect your CRM, ERP, payments and internal systems so data moves without manual re-keying.
Common questions
How much does it cost to build a custom ATS?
Cost depends on the workflows, integrations and users involved, so we quote from a written requirements document. Many teams start with a focused first release in a few months and add modules afterwards.
Can you integrate with Bullhorn, Vincere or JobAdder?
Yes, where they provide APIs, which these platforms generally do. We can build add-ons around your existing ATS or migrate your data into a custom system.
Can you connect to LinkedIn, Indeed and other job boards?
Yes, through each board's posting and application APIs or an established multiposting service, subject to their partner terms.
Is AI CV screening legal under the GDPR and EU AI Act?
It can be used lawfully, but recruitment AI is treated as high-risk in the EU and needs transparency, human oversight and records. We build those controls in and your advisers confirm your obligations.
Can the system handle right-to-work and background checks?
Yes. We integrate identity and screening providers, track expiry dates and keep an audit trail of who checked what and when.
Can contractors submit timesheets on their phones?
Yes. We build mobile timesheet apps with client approval, and approved hours flow straight into payroll and invoicing.
Can you build a job board for our niche?
Yes. We build job boards with search, alerts, employer accounts and paid listings, optimised so roles can appear in Google's job search results.
How do you reduce bias in automated candidate matching?
We exclude protected characteristics from models, show the reasons behind each ranking and provide reports that let you test outcomes across groups. A recruiter always makes the final decision.
Can you migrate years of candidate records from our old system?
Yes. We map and clean the data, test the migration on a copy first and apply your retention rules so you do not carry over records you should have deleted.
Can we interview the developers who will work on our project?
Yes. You can interview proposed team members before work starts, and you own the code, repositories and cloud accounts throughout.
More sectors we serve
Have a project in mind? Let’s talk.
Tell us what you are building. We reply within one business day with next steps — and we are happy to sign an NDA first.